Product Hits: January 27, 2025

Every week, I share three great product resources from a variety of perspectives. Let's dive in!

​Use accurate language by Wes Kao

Wes Kao, co-founder of Maven, reminds PMs that words shape perception, urging them to balance confidence with room for exploration. Precise communication builds trust and fosters collaboration, making it not just a clarity tool but a vital leadership skill.

​Risk Management Concepts by Victor Cheng

Victor Cheng, VP of Product at LivePerson, reframes risk management as the art of balancing exposure and realization. He shares strategies to amplify upside potential while protecting against downside risks, helping PMs make smarter, more resilient product decisions.

​Don't read what everyone else reads by Linda Zhang

Linda Zhang, founder of Product Lessons, challenges PMs to step outside the echo chamber of mainstream content. Zhang identifies that exploring unconventional sources and alternative viewpoints sharpens critical thinking, enabling PMs to craft unique strategies and stand out in the crowd.

Behind the Scenes

Hey there, it’s Clement! I’ve been thinking a lot about what truly motivates teams, especially as we navigate that fine balance between giving them autonomy and providing enough support to keep them moving forward.

One thing I’ve learned is that motivation starts with shared purpose, i.e. helping your team see why their work matters.

During a coaching session, a PM told me their team was struggling to stay engaged with a backlog full of “nice-to-have” features. Once they reframed the work as solving specific customer pain points, everything changed. Team members started showing up with more energy, proposing creative solutions, and connecting their efforts back to user impact.

Another insight that’s stuck with me is how progress check-ins can sustain momentum. I’ve seen leaders ask, “What’s the status?” in a way that feels like micromanagement, sapping motivation.

Instead, try asking, “What’s going well, and is there anything blocking your progress that I can help with?” This subtle shift in tone turns check-ins into moments of support rather than scrutiny.

Here are a few other strategies that have worked for me and teams I’ve coached:

1. Personalized Recognition: Acknowledging individual contributions in ways that resonate is huge. Whether it’s a public shoutout in Slack or a private thank-you note, these small moments show people they’re valued. One PM I worked with created a monthly “team MVP” tradition, and the positive ripple effects on morale were immediate.
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2. Encouraging Ownership: Let team members take the lead on projects or decisions whenever possible. Not only does this build trust, but it also reinforces accountability and keeps them engaged. I’ve seen even small opportunities, like letting someone run a stakeholder meeting, make a big difference in motivation.
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3. Providing Growth Opportunities: Regularly ask your team what skills they want to develop and align their work to help them grow. For example, pairing someone who’s eager to learn data analysis with a mentor from your analytics team can create a win-win for both the individual and the broader org.

Motivation doesn't always require big, sweeping gestures! Even small actions can help create an environment where people feel purpose, progress, and possibility.

What’s worked for your team? Have you tried anything that’s become a team favorite? I’d love to hear about it!
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With love,
Clement

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