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Managing Turbulence

I've been pondering product strategy and how to articulate it. Frameworks helped guide our thinking.

If your teams aren't working together or there's no clear path to victory, your product strategy may not be well-articulated or communicated (if you have one).

Before diving into a product strategy's details, it's important to understand its role in the bigger picture — the pieces that move your organization forward.

the overall picture

A product strategy is crucial, in my opinion. It's part of a successful product or business. It's the showpiece.

To simplify, we'll discuss four main components:

1. Vision

2. Product Management

3. Goals

4. Roadmap

Vision

Your company's mission? Your company/product in 35 years? Which headlines?

The vision defines everything your organization will do in the long term. It shows how your company impacted the world. It's your organization's rallying cry.

An ambitious but realistic vision is needed.

Without a clear vision, your product strategy may be inconsistent.

Product Management

Our main subject. Product strategy connects everything. It fulfills the vision.

In Part 2, we'll discuss product strategy.

Goals

This component can be goals, objectives, key results, targets, milestones, or whatever goal-tracking framework works best for your organization.

These product strategy metrics will help your team prioritize strategies and roadmaps.

Your company's goals should be unified. This fuels success.

Roadmap

The roadmap is your product strategy's timeline. It provides a prioritized view of your team's upcoming deliverables.

A roadmap is time-bound and includes measurable goals for your company. Your team's steps and capabilities for executing product strategy.

If your team has trouble prioritizing or defining a roadmap, your product strategy or vision is likely unclear.

Formulation of a Product Strategy

Now that we've discussed where your product strategy fits in the big picture, let's look at a framework.

A product strategy should include challenges, an approach, and actions.

Challenges

First, analyze the problems/situations you're solving. It can be customer- or company-focused.

The analysis should explain the problems and why they're important. Try to simplify the situation and identify critical aspects.

Some questions:

• What issues are we attempting to resolve?

• What obstacles—internal or otherwise—are we attempting to overcome?

• What is the opportunity, and why should we pursue it, in your opinion?

Decided Method

Second, describe your approach. This can be a set of company policies for handling the challenge. It's the overall approach to the first part's analysis.

The approach can be your company's bets, the solutions you've found, or how you'll solve the problems you've identified.

Again, these questions can help:

• What is the value that we hope to offer to our clients?

• Which market are we focusing on first?

• What makes us stand out? Our benefit over rivals?

Actions

Third, identify actions that result from your approach. Second-part actions should be these.

Coordinate these actions. You may need to add products or features to your roadmap, acquire new capabilities through partnerships, or launch new marketing campaigns. Whatever fits your challenges and strategy.

Final questions:

• What skills do we need to develop or obtain?

• What is the chosen remedy? What are the main outputs?

• What else ought to be added to our road map?

Put everything together

… and iterate!

Strategy isn't one-and-done. Changes occur. Economies change. Competitors emerge. Customer expectations change.

One unexpected event can make strategies obsolete quickly. Muscle it. Review, evaluate, and course-correct your strategies with your teams. Quarterly works. In a new or unstable industry, more often.

Hiring is difficult, but you shouldn't compromise on team members. Or it may suggest you need to look beyond years in a similar role/function.

Every hire should be someone we'd want as one of our first ten employees.

If you hire such people, your team will adapt, initiate, and problem-solve, and your company will grow. You'll stay nimble even as you scale, and you'll learn from your colleagues.

If you only hire for a specific role or someone who can execute the job, you'll become a cluster of optimizers, and talent will depart for a more fascinating company. A startup is continually changing, therefore you want individuals that embrace it.

As a leader, establishing ideal conditions for talent and having a real ideology should be high on your agenda. You can't eliminate attrition, nor would you want to, but you can hire people who will become your company's leaders.

In my last four jobs I was employee 2, 5, 3, and 5. So while this is all a bit self serving, you’re the one reading my writing — and I have some experience with who works out in the first ten!

First, we'll examine what they do well (and why they're beneficial for startups), then what they don't, and how to hire them.

First 10 are:

• Business partners: Because it's their company, they take care of whatever has to be done and have ideas about how to do it. You can rely on them to always put the success of the firm first because it is their top priority (company success is strongly connected with success for early workers). This approach will eventually take someone to leadership positions.
  

• High Speed Learners: They process knowledge quickly and can reach 80%+ competency in a new subject matter rather quickly. A growing business that is successful tries new things frequently. We have all lost a lot of money and time on employees who follow the wrong playbook or who wait for someone else within the company to take care of them.
  

• Autodidacts learn by trial and error, osmosis, networking with others, applying first principles, and reading voraciously (articles, newsletters, books, and even social media). Although teaching is wonderful, you won't have time.
  

• Self-scaling: They figure out a means to deal with issues and avoid doing the grunt labor over the long haul, increasing their leverage. Great people don't keep doing the same thing forever; as they expand, they use automation and delegation to fill in their lower branches. This is a crucial one; even though you'll still adore them, you'll have to manage their scope or help them learn how to scale on their own.
  

• Free Range: You can direct them toward objectives rather than specific chores. Check-ins can be used to keep them generally on course without stifling invention instead of giving them precise instructions because doing so will obscure their light.
  

• When people are inspired, they bring their own ideas about what a firm can be and become animated during discussions about how to get there.
  

• Novelty Seeking: They look for business and personal growth chances. Give them fresh assignments and new directions to follow around once every three months.

Here’s what the First Ten types may not be:

• Domain specialists. When you look at their resumes, you'll almost certainly think they're unqualified. Fortunately, a few strategically positioned experts may empower a number of First Ten types by serving on a leadership team or in advising capacities.
  

• Balanced. These people become very invested, and they may be vulnerable to many types of stress. You may need to assist them in managing their own stress and coaching them through obstacles. If you are reading this and work at Banza, I apologize for not doing a better job of supporting this. I need to be better at it.
  

• Able to handle micromanagement with ease. People who like to be in charge will suppress these people. Good decision-making should be delegated to competent individuals. Generally speaking, if you wish to scale.

Great startup team members have versatility, learning, innovation, and energy. When we hire for the function, not the person, we become dull and staid. Could this person go to another department if needed? Could they expand two levels in a few years?

First Ten qualities and experience level may have a weak inverse association. People with 20+ years of experience who had worked at larger organizations wanted to try something new and had a growth mentality. College graduates may want to be told what to do and how to accomplish it so they can stay in their lane and do what their management asks.

Does the First Ten archetype sound right for your org? Cool, let’s go hiring. How will you know when you’ve found one?

• They exhibit adaptive excellence, excelling at a variety of unrelated tasks. It could be hobbies or professional talents. This suggests that they will succeed in the next several endeavors they pursue.
  

• Successful risk-taking is doing something that wasn't certain to succeed, sometimes more than once, and making it do so. It's an attitude.
  

• Rapid Rise: They regularly change roles and get promoted. However, they don't leave companies when the going gets tough. Look for promotions at every stop and at least one position with three or more years of experience.

You can ask them:

• Tell me about a time when you started from scratch or achieved success. What occurred en route? You might request a variety of tales from various occupations or even aspects of life. They ought to be energized by this.
  

• What new skills have you just acquired? It is not required to be work-related. They must be able to describe it and unintentionally become enthusiastic about it.
  

• Tell me about a moment when you encountered a challenge and had to alter your strategy. The core of a startup is reinventing itself when faced with obstacles.
  

• Tell me about a moment when you eliminated yourself from a position at work. They've demonstrated they can permanently solve one issue and develop into a new one, as stated above.
  

• Why do you want to leave X position or Y duty? These people ought to be moving forward, not backward, all the time. Instead, they will discuss what they are looking forward to visiting your location.
  

• Any questions? Due to their inherent curiosity and desire to learn new things, they should practically never run out of questions. You can really tell if they are sufficiently curious at this point.

People who see their success as being the same as the success of the organization are the best-case team members, in any market. They’ll grow and change with the company, and always try to prioritize what matters. You’ll find yourself more energized by your work because you’re surrounded by others who are as well. Happy teambuilding!

The Traffic Light Approach to Reviewing Personal, Team and Project Development

What needs improvement? If you want to improve, you need to practice your sport, musical instrument, habit, or work project. You need to assess your progress.

Continuous improvement is the foundation of focused practice and a growth mentality. Not just individually. High-performing teams pursue improvement. Right? Why is it hard?

As a leadership coach, senior manager, and high-level athlete, I've found three key questions that may unlock high performance in individuals and teams.

Problems with Reviews

Reviewing and improving performance is crucial, however I hate seeing review sessions in my diary. I rarely respond to questionnaire pop-ups or emails. Why?

Time constrains. Requests to fill out questionnaires often state they will take 10–15 minutes, but I can think of a million other things to do with that time. Next, review overload. Businesses can easily request comments online. No matter what you buy, someone will ask for your opinion. This bombardment might make feedback seem bad, which is bad.

The problem is that we might feel that way about important things like personal growth and work performance. Managers and team leaders face a greater challenge.

When to Conduct a Review

We must be wise about reviewing things that matter to us. Timing and duration matter. Reviewing the experience as quickly as possible preserves information and sentiments. Time must be brief. The review's importance and size will determine its length. We might only take a few seconds to review our morning coffee, but we might require more time for that six-month work project.

These post-event reviews should be supplemented by periodic reflection. Journaling can help with daily reflections, but I also like to undertake personal reviews every six months on vacation or at a retreat.

As an employee or line manager, you don't want to wait a year for a performance assessment. Little and frequently is best, with a more formal and in-depth assessment (typically with a written report) in 6 and 12 months.

The Easiest Method to Conduct a Review Session

I follow Einstein's review process:

“Make things as simple as possible but no simpler.”

Thus, it should be brief but deliver the necessary feedback. Quality critique is hard to receive if the process is overly complicated or long.

I have led or participated in many review processes, from strategic overhauls of big organizations to personal goal coaching. Three key questions guide the process at either end:

• What ought to stop being done?

• What should we do going forward?

• What should we do first?

Following the Rule of 3, I compare it to traffic lights. Red, amber, and green lights:

• Red What ought should we stop?

• Amber What ought to we keep up?

• Green Where should we begin?

This approach is easy to understand and self-explanatory, however below are some examples under each area.

Red What ought should we stop?

As a team or individually, we must stop doing things to improve.

Sometimes they're bad. If we want to lose weight, we should avoid sweets. If a team culture is bad, we may need to stop unpleasant behavior like gossiping instead of having difficult conversations.

Not all things we should stop are wrong. Time matters. Since it is finite, we sometimes have to stop nice things to focus on the most important. Good to Great author Jim Collins famously said:

“Don’t let the good be the enemy of the great.”

Prioritizing requires this idea. Thus, decide what to stop to prioritize.

Amber What ought to we keep up?

Should we continue with the amber light? It helps us decide what to keep doing during review. Many items fall into this category, so focus on those that make the most progress.

Which activities have the most impact? Which behaviors create the best culture? Success-building habits?

Use these questions to find positive momentum. These are the fly-wheel motions, according to Jim Collins. The Compound Effect author Darren Hardy says:

“Consistency is the key to achieving and maintaining momentum.”

What can you do consistently to reach your goal?

Green Where should we begin?

Finally, green lights indicate new beginnings. Red/amber difficulties may be involved. Stopping a red issue may give you more time to do something helpful (in the amber).

This green space inspires creativity. Kolbs learning cycle requires active exploration to progress. Thus, it's crucial to think of new approaches, try them out, and fail if required.

This notion underpins lean start-build, up's measure, learn approach and agile's trying, testing, and reviewing. Try new things until you find what works. Thomas Edison, the lighting legend, exclaimed:

“There is a way to do it better — find it!”

Failure is acceptable, but if you want to fail forward, look back on what you've done.

John Maxwell concurred with Edison:

“Fail early, fail often, but always fail forward”

A good review procedure lets us accomplish that. To avoid failure, we must act, experiment, and reflect.

Use the traffic light system to prioritize queries. Ask:

• Red What needs to stop?

• Amber What should continue to occur?

• Green What might be initiated?

Take a moment to reflect on your day. Check your priorities with these three questions. Even if merely to confirm your direction, it's a terrific exercise!

Python Volatility-Based Catapult Indicator

As a catapult, this technical indicator uses three systems: Volatility (the fulcrum), Momentum (the propeller), and a Directional Filter (Acting as the support). The goal is to get a signal that predicts volatility acceleration and direction based on historical patterns. We want to know when the market will move. and where. This indicator outperforms standard indicators.

Knowledge must be accessible to everyone. This is why my new publications Contrarian Trading Strategies in Python and Trend Following Strategies in Python now include free PDF copies of my first three books (Therefore, purchasing one of the new books gets you 4 books in total). GitHub-hosted advanced indications and techniques are in the two new books above.

The Foundation: Volatility

The Catapult predicts significant changes with the 21-period Relative Volatility Index.

The Average True Range, Mean Absolute Deviation, and Standard Deviation all assess volatility. Standard Deviation will construct the Relative Volatility Index.

Standard Deviation is the most basic volatility. It underpins descriptive statistics and technical indicators like Bollinger Bands. Before calculating Standard Deviation, let's define Variance.

Variance is the squared deviations from the mean (a dispersion measure). We take the square deviations to compel the distance from the mean to be non-negative, then we take the square root to make the measure have the same units as the mean, comparing apples to apples (mean to standard deviation standard deviation). Variance formula:

As stated, standard deviation is:

# The function to add a number of columns inside an array
def adder(Data, times):
    
    for i in range(1, times + 1):
    
        new_col = np.zeros((len(Data), 1), dtype = float)
        Data = np.append(Data, new_col, axis = 1)
        
    return Data

# The function to delete a number of columns starting from an index
def deleter(Data, index, times):
    
    for i in range(1, times + 1):
    
        Data = np.delete(Data, index, axis = 1)
        
    return Data
    
# The function to delete a number of rows from the beginning
def jump(Data, jump):
    
    Data = Data[jump:, ]
    
    return Data

# Example of adding 3 empty columns to an array
my_ohlc_array = adder(my_ohlc_array, 3)

# Example of deleting the 2 columns after the column indexed at 3
my_ohlc_array = deleter(my_ohlc_array, 3, 2)

# Example of deleting the first 20 rows
my_ohlc_array = jump(my_ohlc_array, 20)

# Remember, OHLC is an abbreviation of Open, High, Low, and Close and it refers to the standard historical data file

def volatility(Data, lookback, what, where):
    
  for i in range(len(Data)):

     try:

        Data[i, where] = (Data[i - lookback + 1:i + 1, what].std())
     except IndexError:
        pass
        
  return Data

The RSI is the most popular momentum indicator, and for good reason—it excels in range markets. Its 0–100 range simplifies interpretation. Fame boosts its potential.

The more traders and portfolio managers look at the RSI, the more people will react to its signals, pushing market prices. Technical Analysis is self-fulfilling, therefore this theory is obvious yet unproven.

RSI is determined simply. Start with one-period pricing discrepancies. We must remove each closing price from the previous one. We then divide the smoothed average of positive differences by the smoothed average of negative differences. The RSI algorithm converts the Relative Strength from the last calculation into a value between 0 and 100.

def ma(Data, lookback, close, where): 
    
    Data = adder(Data, 1)
    
    for i in range(len(Data)):
           
            try:
                Data[i, where] = (Data[i - lookback + 1:i + 1, close].mean())
            
            except IndexError:
                pass
            
    # Cleaning
    Data = jump(Data, lookback)
    
    return Data
def ema(Data, alpha, lookback, what, where):
    
    alpha = alpha / (lookback + 1.0)
    beta  = 1 - alpha
    
    # First value is a simple SMA
    Data = ma(Data, lookback, what, where)
    
    # Calculating first EMA
    Data[lookback + 1, where] = (Data[lookback + 1, what] * alpha) + (Data[lookback, where] * beta)    
 
    # Calculating the rest of EMA
    for i in range(lookback + 2, len(Data)):
            try:
                Data[i, where] = (Data[i, what] * alpha) + (Data[i - 1, where] * beta)
        
            except IndexError:
                pass
            
    return Datadef rsi(Data, lookback, close, where, width = 1, genre = 'Smoothed'):
    
    # Adding a few columns
    Data = adder(Data, 7)
    
    # Calculating Differences
    for i in range(len(Data)):
        
        Data[i, where] = Data[i, close] - Data[i - width, close]
     
    # Calculating the Up and Down absolute values
    for i in range(len(Data)):
        
        if Data[i, where] > 0:
            
            Data[i, where + 1] = Data[i, where]
            
        elif Data[i, where] < 0:
            
            Data[i, where + 2] = abs(Data[i, where])
            
    # Calculating the Smoothed Moving Average on Up and Down
    absolute values        
                             
    lookback = (lookback * 2) - 1 # From exponential to smoothed
    Data = ema(Data, 2, lookback, where + 1, where + 3)
    Data = ema(Data, 2, lookback, where + 2, where + 4)
    
    # Calculating the Relative Strength
    Data[:, where + 5] = Data[:, where + 3] / Data[:, where + 4]
    
    # Calculate the Relative Strength Index
    Data[:, where + 6] = (100 - (100 / (1 + Data[:, where + 5])))  
    
    # Cleaning
    Data = deleter(Data, where, 6)
    Data = jump(Data, lookback)

    return Data

def relative_volatility_index(Data, lookback, close, where):

    # Calculating Volatility
    Data = volatility(Data, lookback, close, where)
    
    # Calculating the RSI on Volatility
    Data = rsi(Data, lookback, where, where + 1) 
    
    # Cleaning
    Data = deleter(Data, where, 1)
    
    return Data

The Arm Section: Speed

The Catapult predicts momentum direction using the 14-period Relative Strength Index.

As a reminder, the RSI ranges from 0 to 100. Two levels give contrarian signals:

• A positive response is anticipated when the market is deemed to have gone too far down at the oversold level 30, which is 30.

• When the market is deemed to have gone up too much, at overbought level 70, a bearish reaction is to be expected.

Comparing the RSI to 50 is another intriguing use. RSI above 50 indicates bullish momentum, while below 50 indicates negative momentum.

The direction-finding filter in the frame

The Catapult's directional filter uses the 200-period simple moving average to keep us trending. This keeps us sane and increases our odds.

Moving averages confirm and ride trends. Its simplicity and track record of delivering value to analysis make them the most popular technical indicator. They help us locate support and resistance, stops and targets, and the trend. Its versatility makes them essential trading tools.

This is the plain mean, employed in statistics and everywhere else in life. Simply divide the number of observations by their total values. Mathematically, it's:

We defined the moving average function above. Create the Catapult indication now.

Indicator of the Catapult

The indicator is a healthy mix of the three indicators:

• The first trigger will be provided by the 21-period Relative Volatility Index, which indicates that there will now be above average volatility and, as a result, it is possible for a directional shift.

• If the reading is above 50, the move is likely bullish, and if it is below 50, the move is likely bearish, according to the 14-period Relative Strength Index, which indicates the likelihood of the direction of the move.

• The likelihood of the move's direction will be strengthened by the 200-period simple moving average. When the market is above the 200-period moving average, we can infer that bullish pressure is there and that the upward trend will likely continue. Similar to this, if the market falls below the 200-period moving average, we recognize that there is negative pressure and that the downside is quite likely to continue.

lookback_rvi = 21
lookback_rsi = 14
lookback_ma  = 200
my_data = ma(my_data, lookback_ma, 3, 4)
my_data = rsi(my_data, lookback_rsi, 3, 5)
my_data = relative_volatility_index(my_data, lookback_rvi, 3, 6)

Two-handled overlay indicator Catapult. The first exhibits blue and green arrows for a buy signal, and the second shows blue and red for a sell signal.

The chart below shows recent EURUSD hourly values.

def signal(Data, rvi_col, signal):
    
    Data = adder(Data, 10)
        
    for i in range(len(Data)):
            
        if Data[i,     rvi_col] < 30 and \
           Data[i - 1, rvi_col] > 30 and \
           Data[i - 2, rvi_col] > 30 and \
           Data[i - 3, rvi_col] > 30 and \
           Data[i - 4, rvi_col] > 30 and \
           Data[i - 5, rvi_col] > 30:
               
               Data[i, signal] = 1
                           
    return Data

Signals are straightforward. The indicator can be utilized with other methods.

my_data = signal(my_data, 6, 7)

Lumiwealth shows how to develop all kinds of algorithms. I recommend their hands-on courses in algorithmic trading, blockchain, and machine learning.

Summary

To conclude, my goal is to contribute to objective technical analysis, which promotes more transparent methods and strategies that must be back-tested before implementation. Technical analysis will lose its reputation as subjective and unscientific.

After you find a trading method or approach, follow these steps:

• Put emotions aside and adopt an analytical perspective.

• Test it in the past in conditions and simulations taken from real life.

• Try improving it and performing a forward test if you notice any possibility.

• Transaction charges and any slippage simulation should always be included in your tests.

• Risk management and position sizing should always be included in your tests.

After checking the aforementioned, monitor the plan because market dynamics may change and render it unprofitable.