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The Business of Social Games and Casino

How to succeed in the mobile game space by Lloyd Melnick

Month: November 2020

Up-skillOR vs Up-skillEE

Up-skillOR vs Up-skillEE

There are several critical business decisions that are driven, often subconsciously, by arrogance; one of the most critical is around recruiting and hiring. I often write about Blue Ocean strategy but despite its proven higher ROI, companies still regularly pursue a Red Ocean approach driven by overconfidence that they are simply smarter than their competitors (your competitors also think they are smarter). Recruiting is another area where overconfidence and arrogance can not only lead to sub-optimal decisions but also inhibit growth.

The mistake is rooted in the belief that they can train someone to fill an open position so the person would out-perform a candidate with experience. Thinking you will do a better job of training the person than a previous employer is an example of arrogance, unless you have a proven and reputation as being the best of the best, it is unlikely you can actually train someone to be the best of the best. More importantly, you neglect a tremendous opportunity for your company.

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Up-skilling your company is more important

One of the biggest opportunities when recruiting is improving your company’s skillset. One of the very best people who ever worked for me, who has now gone on to achieve much bigger and better things, taught me never to hire someone who did not bring a new skill or attribute to the team. When he interviewed candidates, he not only ensured they had the skills for the target position, he would reject anyone (and it did make recruiting challenging often) who did not add something to the team. If we had a bunch of great producers, he would hire another producer who was not only fantastic at production management but might have design skills our team lacked. If he was hiring a designer, rather than take another strong artist, he would wait for an artist who was not only talented but may have come from a different industry that had a unique take on UI.

What his approach showed me (and the results were incredible) was that the real value in hiring is not filling a need but up-skilling everyone on your existing team and making them better. You can look at it mathematically:

  • Candidate A is brilliant. You can train her to be a great performer. She will deliver 100% value * X (where X is output) after you train him, thus the ultimate value to the company is X.
  • Candidate B is very good and but also brings a new skill (i.e. live operations management). She will be very good at her job (maybe a little weaker but I am not advocating accepting weaker candidates), so 90% * X. Other people on your team will also learn live ops management from her, making them all 10% better. Even if that is only 5 people, that adds 5 * X *.1; .5X. The total value to the company of this hire is 1.4X (so 0.5 better), not even considering the training costs avoided with candidate A.

Although this example is an over-simplification, it shows the leverage in hiring an experienced candidate and bringing their skills to your organization rather than focusing on developing a great employee from scratch.

You may not be ready to train to be the best

Unless you are truly the best in the world at something, you will not be able to train someone to be the best. At most, you will train them to be as good as you. If you are a Designer, you might believe you can train a designer who is coming straight out of university to be great. The reality is hiring a Designer who worked at Apple and was trained by Jony Ive is likely to yield a better designer than you could ever develop.

In effect, you are capping the new hire at the skillset of the person or people who will train them. Very few people are the best in the world, so assuming your company can do a better job training someone than anyone else could train them reflects arrogance rather than farsightedness.

You are missing a critical indicator of performance

Another problem with hiring with the intent to teach the candidate the job is your missing during the recruitment process the best indicator of how they will perform. While “past performance does not guarantee future success,” as anyone who has ever read an advertisement for a mutual fund knows, it is a damn good indicator with job candidates. As I previously wrote, interviews, personality tests, reference checks, etc., create an illusion of validity when evaluating candidates and are highly inaccurate. Conversely, work samples and experience are most predictive of success in a role. If you are hiring someone who has never had a similar role, with the plan to train them, you increase greatly the chance of a bad hire.

Experience is not an excuse for mediocrity

One important consideration when hiring someone is that experience should not be an excuse for accepting mediocrity. While there are benefits to bringing on someone with experience, it does negate the need to hire a great candidate. Someone with a mediocre track record probably has a low ceiling; they will be perpetually mediocre and not help your organization significantly.

You should also not equate a big name company on someone’s resume with great experience. There are both good and bad people at big (and even great) companies, it is actually often easier for these people to hide their weaknesses at a big company (their great colleagues can compensate for their weaknesses). You need to assess whether they did a great job at the position you are hiring for, not whether their company had great results.

Internship programs are great

This post should not be seen as a black and white blueprint for hiring, as there are many great opportunities to hire people with little or no experience, particularly creating an internship program. There are certain positions where experience is not needed or helpful. There are junior positions where it is quite easy to train people (though you still miss the opportunity to bring in people with different skills or experiences).

Finally, and most importantly, bringing in younger interns generates cognitive diversity. They will probably bring a fresh way of thinking to your team, challenge some conventional wisdom and potentially make everyone better.

Recruiting moving forward

The next time you are recruiting, particularly if it is for a somewhat senior position, look beyond the position and see how you can best help your organization. Realize you cannot train the person to be better than you. Understand the opportunity to bring new skills to your team. Hire the best, but make sure you know what best looks like for you.

Key takeaways

  1. Recruiting candidates with the expectation you will train (upskill) them to do the target job well shows an arrogance that you think you can train them better than anyone else has.
  2. Upskilling people ensures your team does not go to the next level, you set your current skillset as the ceiling.
  3. You also miss the opportunity to bring new skills and experiences to your team, where the new hire can make everyone else more valuable.

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Unknown's avatarAuthor Lloyd MelnickPosted on November 24, 2020April 24, 2021Categories General Social Games Business, General Tech BusinessTags hiring, recruiting, Up-skill1 Comment on Up-skillOR vs Up-skillEE

Ways to improve your game (or product) using neuroscience

Ways to improve your game (or product) using neuroscience

Earlier this year, I wrote a post that highlighted ways behavioral economics could be applied to gaming, and I recently read a book that provided additional opportunities by layering on neuromarketing. I read Brainfluence: 100 Ways to Persuade and Convince Customers with Neuromarketing by Roger Dooley and while not the perfect book (it was more a collection of articles and many were not truly neuromarketing) it did provide some strong tidbits that you can use to optimize your product.

Brainfluence

Neuromarketing is the science of studying the brain to predict consumer behavior and decision making in different situations. Neuromarketing includes the direct use of brain imaging, scanning, or other brain activity measurement technology to measure a subject’s response to specific products, packaging, advertising, or other marketing elements. Researchers use these tools to measure changes in activity in parts of the brain and to learn why consumers make decisions.

Based on this science, Dooley shows multiple applications not only for marketing but product design.

Neuroscience can help with your pricing strategy

Neuromarketing is particularly powerful in driving pricing strategy. Successful pricing strategy minimizes the pain caused in your customer’s brain while amplifying the pleasure. There are many areas of pricing where you should apply a strategy that minimizes this pain:

  • Dooley shows that absolute cost (a high price) is not the only variable that causes pain. Instead, it is the perceived fairness or unfairness of the deal that creates the reaction. Noble Prize winning behavioral economist, Richard Thaler, showed that thirsty beachgoers would pay nearly twice as much for a beer from a resort hotel than for the same beer from a rundown grocery store.Thus, the price you charge must be perceived as fair. If it is more expensive than competitors, explain why it is a premium product.
  • People do not weigh the current gratification versus future gratifications. Instead, they experience an immediate pang of pain when they think about the cost of an item (whether virtual or real). Dooley asks, “[w]hy do people love to prepay for things or pay a flat rate for things? Again, it mutes the pang of pain.”Thus, to minimize this pain you do not want to constantly be asking your customers to make purchases. According to Dooley, [t]he worst-case alternative is when you pay for sushi and you’re paying per piece. Or watching the taxi meter; you know how much every inch of the way is costing you….Selling products in a way that the consumer sees the price increase with every bit of consumption causes the most pain…. Avoid “drip-drip-drip” pricing structures that punish the buyer every time she does something.”
  • Another way to reduce the pain caused by a purchase decision is moving the cost to the future and breaking it into smaller bits. A credit card reduces the pain level by transferring the cost to a future period where it can be paid in small increments. Dooley writes, “not only does a credit card enable a consumer to buy something without actually having the cash, but it also tips the scale as one’s brain weighs the pain versus the benefit of the purchase.”
  • Bundling is another strategy to lower the pain that purchases cause for consumers. Cost is relative, it is not simply the cash value but it is the context around the deal. People can spend hundreds of dollars on accessories when buying a car with little pain, but a vending machine that takes 75 cents and produces nothing is very aggravating.Auto luxury bundles minimize negative activation because their price tag covers multiple items. The consumer cannot relate a specific price to each component in the bundle (cruise control, power steering, metallic paint, etc.) and thus the customer’s equation will change in determining if it is a fair deal or whether each item is worth the price to them.
  • According to Dooley, “if you find yourself in a situation where, for cost or other reasons, the price of a product is likely to produce an “ouch!” reaction from your customers, see if some kind of a bundle with complementary items will dull the pain.”
  • Another area of pricing strategy relevant to gaming is priming. Priming occurs whenever exposure to one thing can subsequently alter behavior or thoughts. Research conducted by my favorite behavioral economist, Dan Ariely, showed that by getting subjects to think of a random number, in this study it was the last two digits of their Social Security number, the price they were willing to pay was impacted by that random number. A higher random number led to higher prices. Thus associating the price of an item with a high number would make the virtual good or item you are selling appear cheaper.
  • Another application of neuromarketing to pricing is by offering huge potential reward for a purchase. According to Dooley, a “Stanford University study shows that big potential rewards produce big responses, even if they are unlikely outcomes. In other words, our brain is very responsive to the size of the reward and far less sensitive to the probability of actually receiving that reward.The clear message is that it’s the magnitude of the grand prize that is the most important factor in a giveaway. When choosing a topline prize, think big—even if the odds are lower, people will respond better if there are more zeros at the end of the number. Here are a few ways to maximize the prize value: Concentrate the prize budget on one prize. Use a play-off system or other approach to permit a huge prize with tightly controlled probability of awarding it.”
  • Pricing not only impacts monetization but customer satisfaction. A higher price frequently assists customers in percieving a product as being higher quality. According to Dooley, studies found that “wine thought to be more expensive really does taste better at the most fundamental level of perception. The important aspect of these findings is that people aren’t fibbing on a survey; that is, they aren’t reporting that a wine tastes better because they know it’s more expensive and they don’t want to look dumb. Rather, they are actually experiencing a tastier wine.”

Creating trust

In many businesses, including iGaming, building trust is critical. Neuroscience points to several techniques that can help create this bond with your customers.

The first is reciprocity. Dooley writes, “[w]ant your customers to trust you? Show that you trust them! The concept revolves around that seemingly magical neurochemical oxytocin, which is a key factor in forming trust relationships.”

You also need to stress that you are trustful. According to Dooley, “[r]esearchers found that placing the following statement at the end of an ad for an auto service firm caused their trust scores to jump as much as 33 percent! — ‘You can trust us to do the job for you.’”

Neuroscience research also showed listening to customers directly increased their perceived trust. The customer needs to believe his or her concerns are being heard, and you can accomplish this not only face to face (which is impractical for customers of most games or apps) but with phone calls or web chats.

Building this trust also insulates your business. Almost every customer relationship is tested some time. For customers and players to not only work through the issue but still promote your company, you must invest the time in cultivating the relationship before that relationship is put to the test.

Asking your customers what they want is counter-productive

Dooley begins by showing how neuroscience confirms the challenges with market research. I have written about The Risks of Market Research and better research options, and Dooley explains that neuroscience investigation has shown that 95 percent of our thoughts, emotions, and learning occur without our conscious awareness. Given that customers do not know why they make choices 95 percent of the time, research efforts asking them questions are doomed. Dooley writes, “although there are conscious and rational parts in most decisions, marketers need to focus first on appealing to the buyer’s emotions and unconscious needs.”

Neuromarketing to build a loyalty program

I have always been a big advocate of loyalty programs, having started two at game companies that both vastly exceeded expectations, and Dooley shows how neuromarketing can also help improve the performance of these programs. Dooley points to several factors needed for an effective program:

  • The underlying product or service must be at least comparable to the competition
  • Neuroscience also points to the need to show people progress. The mere illusion of progress caused people to buy coffee more frequently. In one study, the group that started with apparent progress on their card bought coffee more frequently than the empty-card group. When building your program, you should not only allow players to progress to better tiers but also give them a head start on their first goal.
  • The rewards offered must be attractive to the consumer.
  • Brand preferences and other factors may undermine loyalty programs. “Switching costs” may increase loyalty to the current brand and reduce the impact of competing loyalty programs.
  • Purchase frequency must be high enough to keep customers engaged.

Neuromarketing research shows that even when the value of loyalty points is less than the value of a real-money price difference, the consumers are often persuaded by the loyalty points (this fact is reflected in airline frequent flier programs valued at more than the underlying airlines).

Brands Matter

Another key learning from neuromarketing is that brands matter. As marketing, especially in the gaming industry, focuses on performance marketing (advertising where you pay based on a customer’s specific action, such as downloading your game), opportunities with brand marketing are often neglected. Dooley, however, presents data that branding does have a strong impact on customer’s perception of your game. If your customer believes a product is better, it will be better.

He shows that a lack of action or even attention does not mean an ad has no impact. The presence of familiar things, even if the customer (or potential customer) is unaware of the exposure, makes them feel better when they see or play the product. Dooley writes, “the key point for marketers is to keep your brand visible even when people don’t seem to be paying attention.”

Additionally, branding increases the social value of your product, both generating more usage and more referrals. According to Dooley, “[i]n neuromarketing terms, our brains are hardwired to want to be in one or more groups. Brands that can be positioned to put their customers into a group will find that their efforts will be enhanced by their customers’ own need to belong…. [Neuroscience experiments] led to the theory of social identity, which states that people have an inherent tendency to categorize themselves into groups.”

Branding that drives social identity then drives passion. Passion brands are those with which consumers form an emotional attachment and recommend enthusiastically to their friends. Your customers can sense the passion of your people, even if they don’t process it consciously.

Neuroscience also shows that branding should not be confined to one sense, ie. the written word, but should appeal to as many senses as possible. Research cited shows that brands that appeal to multiple senses will be more successful than brands that focus on only one or two. While it is hard for a gaming product (or any app) to appeal to all five senses, by thinking in multiple sense you can create stronger branding. For example, you may want to associate songs or sounds with your product. Dooley writes, “consistency is the key in building the sensory aspects of your brand. Consistent use is the key to effective audio branding. Constant repetition breeds familiarity, whether it is a cell phone chirp or a variation on Rhapsody in Blue.”

Use neuromarketing to improve your advertising creative

Branding is not the only area neuroscience helps marketing. Neuromarketing provides multiple ways to create more effective copy.

  1. Use a familiar feeling visual. If you present a viewer with a familiar image or situation, that person’s brain will automatically predict what will happen next. This will allow your customer to fill in the story.
  2. Do not use a familiar feeling visual. Conversely, if you insert an unexpected image, word, or event, it will grab the audience’s attention to a much greater degree than had the predictable occurred.
  3. Use a word or phrase in a new way.Just as you can jolt someone’s attention by using an image in an unexpected way, you can do the same with copy. Take a word that people know, and use it in an unexpected way.
  4. Create a savings message. A study found that exposing consumers to a “savings” message caused them to spend more than when they saw a “luxury” message.
  5. Numbers over percentages. The brain reacts stronger to real numbers, not percentages. Rather than 25 percent off of a $100 item, say $25 off.
  6. Use the word Free. According to Dooley, “FREE! is more powerful than any rational economic analysis would suggest. If you want to sell more of something, use that power. I often see department store offers such as, “Buy one pair of slacks at regular price, get a second pair for only one penny!” That may sound clever — ’ Wow, pants for just a penny!’ — but I think free will outperform the penny offer. Want to spark sales of a product? Try offering something free with it. Want to get the widest possible sampling of a new product? Use a free sample.”
  7. Use the word New. Neuroscience has shown that the appeal of NEW! is hardwired into our brains. Novelty activates our brain’s reward center.
  8. Create personal stories. To engage potential customers, write a vivid story involving your product or brand. Include action, motion, dialogue, and other aspects that will activate different parts of your customers’ brains. Turning a testimonial into a personal anecdote will greatly increase its impact. Adding a name, a face, and a story will play to the way our brains evolved and be more convincing and more memorable.
  9. Strategically decide between simplicity and complexity. Asking customers to make simple decisions work out best if you are selling a complex product like an automobile, give the customer a simple reason to buy your product.

Fonts are critical

Another area where neuromarketing helps is in appearance. The way people perceive information can be affected intensely by how simple or complex the font is. In one experiment, readers of a promotion in a simple font were more likely to make a commitment than if the font was complex. In a similar experiment involving a sushi recipe, subjects who saw the instructions in a simple font believed that preparation would take 5.6 minutes, while those who read the directions in a more complicated font, expected it to take 9.3 minutes.”

Font can then drive your conversion rates. As Dooley writes, if “you need to convince a customer, client, or donor to perform some kind of task, you should describe that task in a simple, easy-to-read font…. Since the perception of lower effort is related to the concept of cognitive fluency, you should also make the type size easy to read and use simpler words and sentence structure.”

Simpler is not always better, though. If you are selling a costly product, describing it using a hard-to-read font will suggest to the viewer that more effort went into creating that product. Further neuroscience research shows that the additional effort required to read complex fonts leads to deeper processing, and ultimately better recall.

The important point is that the font you choose should support what you are trying to achieve. It may not be obvious if a simple or complex font is best, so test both, and understand what drives the desired behavior.

Use images of people

Neuromarketing also reinforces the value of incorporating images of faces in your product and marketing. According to Dooley, a “face in your ad will attract attention, but be sure the face is looking at what you want the viewer to see — your headline, a product image, or whatever is key. Viewers will examine the face, and then subconsciously be drawn to what the eyes appear to be looking at.” Images are another area where testing makes a huge impact, different images, different looks will have varying impact; it is worth the effort to test various images and angles to optimize influence.

Tactics for optimizing your landing page or website

Neuroscience can help you design your website or landing pages. Dooley writes, “[r]esearchers … were stunned to find that showing users an image of a website for a mere 50 milliseconds — that’s just a twentieth of a second — was sufficient for them to decide how appealing a website was. 1. The 50-millisecond rating for visual appeal correlated highly with ratings given after much longer exposures. 2. The visual appeal rating was found to correlate highly with other ratings—whether a site was boring or interesting, clear or confusing, and so on.”

Part of the impact on getting the website correct is confirmation bias. Confirmation bias amplifies the power of the first impression. Once your minds forms an opinion, you easily accept new information that agrees with that opinion but reject contradictory information.

Reciprocity also impacts effectiveness of websites. Requiring a user to give up contact data before viewing good content is a reward strategy. Most users, however, will not complete a form even for a reward. Instead, a reciprocity strategy can work better; give people something they want prior to asking for their information.

Neuromarketing shows where not to put important items. Dooley writes, “what’s the worst place to put your logo, and where do advertisers most often put their logo in print ads, TV spots, and direct-mail pieces? The answer is the same: the lower right corner, an area dubbed the corner of death.” Thus, it is critical to understand what parts of your site customers are likely to notice and which ones they will ignore.

Finally neuroscience shows that your website or landing page design should incorporate the age of your customers. According to Dooley, using “fMRI scans to examine younger and older adult brains during memory tasks, … both young and old brains were able to activate their brains effectively for building memories but the older brains were far worse at suppressing irrelevant information…. [F]or marketers hoping to appeal to baby boomers and seniors: Keep the message obvious. Use an uncluttered layout for copy and images. Include some white space around the message. Avoid distractions like running screens, sounds, and animations.”

Key takeaways

  • Neuromarketing, using brain imaging, scanning, or other brain activity measurement technology to measure a subject’s response, shows you can price more effectively by minimizing the customers pain, by not forcing them to make multiple purchase decisions, spreading out the cost or bundling items.
  • Neuromarketing also shows you can improve customers’ trust by trusting them and specifically telling them you are trustworthy.
  • It also shows that branding forms an emotional attachment you’re your customer and prompts them to recommend you enthusiastically to their friends

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Unknown's avatarAuthor Lloyd MelnickPosted on November 18, 2020February 28, 2021Categories behavioral economics, General Social Games Business, Social Games MarketingTags behavioral economics, brand marketing, neuromarketing, neuroscience, pricing1 Comment on Ways to improve your game (or product) using neuroscience

How to become successful CEO

How to become successful CEO

Many people write about how to be a great leader or CEO, but very few of them have actually achieved it. Ben Horowitz is one of the few whose credentials live up to his advice. He cofounded and was CEO of Opsware (formerly Loudcloud), which was acquired by Hewlett-Packard for $1.6 billion in 2007. Before Opsware, he was vice president and general manager of America Online’s (AOL) E-commerce Platform division and also ran several product divisions at Netscape. Even before joining Netscape in July 1995, he held various senior product marketing positions at Lotus Development Corporation (the father of the spreadsheet). Given this great track record, I put significant credence in Horowitz’s book, The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers.

hard thing hard things

Horowitz rightfully focuses on the difficult things that leaders need to do to succeed. CEOs and others who are leading business units (BU) are responsible not only for their fate but the fate of their company or BU, having to make potentially life or death decisions daily (either for the business or for the individuals involved). Based on his experience both running BUs and actively involved in growing others as a VC, Horowitz provides some key principles on how to be a great CEO.

What is The Struggle

The greatest challenge a CEO faces is reality. Horowitz refers to the challenges in leading a business as “The Struggle,” which occurs when dreams of success meet reality. It is also an inescapable element of leading a company, and it consists of the stress and seemingly impossible decisions that come with the territory. The stress and weight of The Struggle will probably affect the CEO’s entire life, from their mental and physical well being to their career choices and social relationships. The CEO is responsible for negotiating the challenges the company faces, and thus it is the leader who will get credit for successes or be let go for failures.

Meeting The Struggle

Horowitz suggests several strategies for leaders to manage The Struggle. Among the most important is not trying to face it alone but assembling a strong team to face each crisis. While the burden will fall primarily on the leader, you should not try to bear it alone. Instead, include as many people as possible to face a crisis. When Horowitz’s Opsware faced a crisis caused by the dot-com crash, he got the entire company together in an offsite meeting and told them honestly and directly that unless they overhauled entirely their product they would not survive. As mentioned earlier, he eventually sold Opsware to HP for over $1.5 billion, so it worked.

The second approach to dealing with the Struggle is to get creative. Rather than business as usual, think out of the box for potential solutions. When Horowitz was leading Loudcloud and they were missing their revenue targets, he decided to take the company public to raise the funds he needed.

Horowitz’s third approach to dealing with The Struggle is self-reflection. He points out that dealing with your own psychology is the hardest challenge any CEO faces and it is often lonely. To overcome this challenge, he uses the analogy of a racecar driver. Successful drivers concentrate on the road ahead not on the potential hazards and track walls. Leaders must emulate this approach and focus on the solutions ahead, not the problem.

Intellectual honesty is critical

Another key element for successful leadership is being honest about problems and bad news. He admits that nobody likes to give bad news. He explains, however, that when you are the CEO and your company is dealing with challenges, discussing them openly and directly with your team (not just leadership but entire team) is critical for success.

Horowitz points out that bad news spreads very quickly, whether or not you disclose it. Thus, there is no sense in trying to contain it. Moreover, secrecy can be very damaging because it makes the bad news unexpected when it does surface. Sometimes this secrecy comes from good intent, what Horowitz refers to as the “positivity delusion,” the idea that their employees cannot handle the truth but need to be coddled. The reality is the opposite; employees usually deal with bad news better than the leader, in part because they can blame the leader for the problem.

Instead of keeping quiet, the leader should preemptively head off the bad news by divulging it as soon as possible. This allows the company to focus on a solution and stops gossiping (I would actually say slows gossiping, as gossip never stops). By disclosing problems as soon as you can, a great leader or CEO helps put those problems in the hands of the people who can solve them as quickly as possible.

Take care of your people

Horowitz has learned while building multiple companies that to achieve greatness you need to take care of the people in your company by training them well and creating a good human resource structure. He suggests you ensure you have a dependable HR department as it can give you valuable insights into problems invisible to you.

Second, he shows it is vital to invest in training your people to fit better their roles. He points out that every company has its own procedures and tools and no outsider can pick them up without training. He also stresses the training should be functional, proving employees with the experience and skills they need to succeed in their job and hit their goals.

Hiring based on strengths

In Horowitz’s experience, leaders succeed by hiring people based on their strengths, not their weaknesses. When recruiting, a CEO’s first priority should be hiring people for their strengths, not rejecting based on weaknesses, as the strengths will determine if the person excels at their job.

The second key when hiring executives is to make sure their experience matches the size of the company. In large companies, executives tend to have a lot of incoming work, which makes them have to adjust and review existing projects. In small companies, executives create their own projects and design their own work. These discrepancies can result in mismatches in rhythm, meaning the expected working pace and skill set.

Get rid of politics

Horowitz writes that if you want to build a company where people want to work you have to dispense with politics. By politics, he largely means the maneuvering that some people employ to get an undeserved promotion. The best way to avoid such politics is to only hire people who are ambitious in terms of the entire company, not simply their careers.

Another tool to mitigate politics is the implementation of strict processes that mandate regularly spaced performance evaluations, compensation scales and promotion schedules. These fixed timelines and processes make it more difficult for anyone to get an undeserved promotion.

A final step to eliminate politics is to communicate to all employees what their work is and how their work is valued. Make sure that your hierarchy of titles means something and is understood throughout the organization. One caveat that Horowitz points out is the need to avoid the Law of Crappy People, which states that the most incompetent person who holds a given title determines the value of the title in general. This leads to other title holders feeling undervalued and demotivated.

How to deal with redundancies and layoffs

Horowitz points out that nobody wants to lay people off, but if necessary, it should be done quickly and fairly. When layoffs are needed, it is critical to act fast. Once the decision is made, CEOs should take action, as delaying the inevitable that everyone knows is coming is like letting a wound fester.

It is also important to treat outgoing employees fairly, which is often a challenge as layoffs are frequently the result of deteriorating business conditions. Thus, there is an incentive to support the business rather than the exiting employees. Instead, you need to give the outgoing people decent severance packages and good references. These actions not only help the morale of those who stay but also makes future recruiting easier, not to mention it being the right thing to do.

Finally, the leader needs to be transparent and honest when explaining why they are making the layoffs. Horowitz gives two reasons to take this approach

  1. An admission of failures helps to solidify trust between the remaining employees and the leader
  2. Everyone should understand that the company failed and must now find its way forward and move on.

Own having to replace an Executive

While a company may have to make redundancies when dealing with challenging times, CEOs and other leaders sometimes also must fire members of their leadership team. Horowitz explains that having to let go of a leader is more difficult and serious because there is much more at stake for the company both financially and culturally. Horowitz suggests the best way to approach replacing a leader

  • As the CEO or leader you are responsible for having hired the wrong person and you need to explain this either to the Board or your CEO. Figure out why you made this hiring mistake and how it can be avoided the next time.
  • Prepare thoroughly for the conversation with the executive you are letting go. Include thinking about the kind of language you will use and how you will formulate the severance package. You never want to humiliate the person. You also should not be discussing performance with the outgoing executive, it is not a coaching session but an ending.
  • Treat the outgoing executive fairly and respectfully. This will help morale and performance of the other executives, which will also help ensure smooth operations after the executive has left.

When letting go of an executive, Horowitz stresses that the primary issue is to maintain business continuity (both actual and perceived) despite the departure. The leader has to do what it takes to keep the affected part of the business running normally, including in the short term becoming a temporary replacement for the departed executive.

Set the direction

The key to leading a company or business unit is knowing what to do and getting the entire organization to do it. Horowitz points out that great leaders and CEOs find the right direction for the company to follow. Then they have to articulate that direction and get the rest of the company to follow them. There are thus three critical elements

  1. Articulating the vision.
  2. Being authentic and motivational.
  3. Getting the company to execute on your vision.

Both define the path and execute on it

While some leaders are excellent at defining a direction and others are very effective at execution and performance management, the truly great CEOs and leaders combine the characteristics of both. Some leaders focus on defining a path for their organization to follow rather than implementing it. These leaders have a compelling long-term vision for their company, like Bill Gates did at Microsoft. Sometimes companies led by this type of leader become disorganized and chaotic.

The other type of CEO prefers the execution and performance management aspect of leadership over research and planning. They do not like to make big decisions. With leaders such as these, it can slow down the company as important decisions are delayed or avoided.

Great CEOs and leaders combine characteristics of both. They are like the latter in that when it comes to overall corporate decisions, they like to focus on execution rather than planning the company’s path forward. Where they are different, however, is that when it comes to their own area of responsibility and expertise, they act as planners (the first category). The implication of Horowitz’s view is that no matter which type of leader you are, you should continue to work on skills outside your comfort zone to arrive at the ideal combination.

Slide1

Becoming great

Horowitz points out that becoming a great CEO will initially be uncomfortable. CEOs and leaders grow into the job (unlike the television stereotype of the Homelander-type CEO who comes into the job with superhuman skills) and must develop the right characteristics and abilities for that particular role. You should always strive to be authentic and true to your personality and style.

Horowitz explains another skill to master in becoming a great leader is knowing how to give good feedback. He refers to the shit sandwich where the most unpleasant topic is sandwiched between two positive comments (though even this approach, you do not want to appear rehearsed and insincere).

Most importantly, Horowitz says, great leaders must learn to be comfortable doing inherently uncomfortable things. Just as boxers train themselves for initially unnatural feeling footwork, great CEOs have to make their unnatural job feel natural.

Key takeaways

  • Being a great CEO or leader is very hard. CEOs and others leading business units are responsible not only for their fate but the fate of their company, having to make potentially life or death decisions.
  • To meet The Struggle of leading a company, you need to rely on teamwork, think outside the box for solutions and continuously self-reflect.
  • Great leaders must learn to be comfortable doing inherently uncomfortable things. Great CEOs have to make their unnatural job feel natural.

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Unknown's avatarAuthor Lloyd MelnickPosted on November 11, 2020May 23, 2021Categories General Social Games Business, General Tech Business, Lloyd's favorite postsTags communication, leadership, recruiting2 Comments on How to become successful CEO

Building a strategy around doing the opposite

Building a strategy around doing the opposite

One of the most important issues any business founder or leader must tackle is how they are going to differentiate their offering. Everyone in your industry is trying to build a better mousetrap, counting on doing the same is not a wise move. Your competitors are looking at ways to be more efficient. They are looking at offering new features customers want. They are looking at pricing strategies that will give them an advantage. It’s the height of arrogance to think you are going to succeed along these attributes by being smarter or more creative, there are a lot of very smart people at your competitors.

Part of the answer in addressing this situation is to pursue a Blue Ocean strategy, which I have written about several times. The core of Blue Ocean Strategy is that rather than trying to win against entrenched competitors you find and target uncontested market space where the competition is irrelevant. Red oceans are a known market space with many competitors where you fight for market share. In red oceans, it is all about beat the competition and exploiting existing demand. Blue oceans is an unknown market with few competitors where you are creating market share.

Another, or complementary, way to approach building a competitive advantage outside the red ocean is by doing the opposite. A blog post by Growth strategy legend Brian Balfour, Doing the Opposite, highlights the opportunity with this approach. As Balfour writes, “categories tend to converge on value props, features, messaging, and even design over time. It’s why every SaaS website looks exactly the same. This means you need to reinvent yourself on a consistent cycle.”

As sectors mature, it leaves opportunities for doing the opposite. Balfour points out “[w]hen a category converges, there tends to be an audience looking for something completely different. One of many ways to find this open space is to ask what the opposite is….”

Slide1

Finding the opposite

To address this opportunity, there are two steps. First, you should list the primary characteristics and elements currently in the category. Then ask yourself (or your team), what would an offering look like if we did the exact opposite of each of these characteristics. It could be pricing, target market, marketing creative, key features, look and feel, platform, etc.

From this analysis, determine if there is an opportunity to penetrate a different market that current companies are not appealing to. Balfour uses the example of a gym. While most of the companies in the space were promoting “X-minute abs,” there was an opportunity to focus on experienced professionals at a high price point who did not like inflated claims (i.e. look like Chris Hemsworth in three weeks).
hemsworth

Applications in social casino and iGaming

Doing the opposite is a tremendous opportunity for both social casino and real money gaming companies. The space is largely defined with all competitors competing in almost exactly the same manner. They increase the number of slot machines, improve in-product events, and add in some progression and social features. While the space has grown, in part a shift away from land-based gaming due to Coronavirus, it has not appealed to “adjacent users.” By looking at ways to do the opposite, a company can find a much less competitive space with a potentially huge untapped market.

Key takeaways

  • A powerful way to find a competitive advantage is to do the opposite of what other companies in the industry are doing. Mature industries tend to converge, creating an opportunity to appeal to customers who do not like the homogenous offerings.
  • To uncover the opportunity, first list the primary characteristics and elements currently in the category and then ask yourself what would an offering look like if we did the exact opposite.
  • This strategy represents a particularly appealing opportunity in the social casino and real money gaming spaces, where the offering has largely converged.

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Unknown's avatarAuthor Lloyd MelnickPosted on November 4, 2020October 11, 2020Categories blue ocean strategy, General Social Games Business, General Tech Business, GrowthTags blue ocean strategy, competitive advantage, Opposites1 Comment on Building a strategy around doing the opposite

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Lloyd Melnick

This is Lloyd Melnick’s personal blog.  All views and opinions expressed on this website are mine alone and do not represent those of people, institutions or organizations that I may or may not be associated with in professional or personal capacity.

I am a serial builder of businesses (senior leadership on three exits worth over $700 million), successful in big (Disney, Stars Group/PokerStars, Zynga) and small companies (Merscom, Spooky Cool Labs) with over 20 years experience in the gaming and casino space.  Currently, I am the GM of VGW’s Chumba Casino and on the Board of Directors of Murka Games and Luckbox.

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