Category Archives: Technology trends

Don’t get caught using averages (part 2)

Pareto/Power Law distributions: the needle in the haystack

I wrote previously about the prevalence of Pareto/Power Law distributions in product users’ behavior here.  Wow, that’s a lot of alliteration.

But the discussion stopped at only one dimension of data.  For example, a single dimension like Free versus Paid users of a Freemium product such as online backup.

The story gets really interesting when you consider multiple dimensions (aka variables) of data at once, each with its own Pareto characteristics.  The outcome can lead you to a some very interesting places.

In the first scenario, a small set of users in Dimension One (let’s say, Paid product users) also represents a small set of users in Dimension Two (let’s say, country of user origin).  This can mean that a tiny percentage (sometimes less than 1 percent!) of an entire user base represents almost all of the revenue or commercial value.

When this happens, it’s incredibly important to know who these users are; you’ll need to hang onto them for dear life to protect your revenue stream.  For example, you might cater to the specific needs of users from their country of origin.  Do you think users in China have different product needs than in France?  Probably.

In this scenario, you’ll also need to consider a revenue diversification strategy to protect your risks of relying on such a small segment.

Another scenario is that users in Dimension One (again, Paid users) don’t belong to the majority (or, “head”) of the distribution within Dimension Two (again, country of origin).  In which case, the implication is that country doesn’t matter in targeting your best (e.g. paying) users.

You can go astray in this scenario by looking at country of origin in isolation.  Maybe you have a huge pool of users from Germany.  The temptation would be to conclude “Germany is my most important market”.  Unless you knew that paid users didn’t cluster around a single country and that Germany was comprised of lots of free users.

What to conclude?

One: make sure you know if your most valuable user segment is much smaller than a Normal distribution would imply.  Most people think that their most important user segment is something like 10-20% of their base.  If 1% of your users drive the business, know who they are, find more like them, and don’t lose them.

Two: don’t let any one dimension of data drive your definition of user segments and internal decision-making.  If you hear sound bites inside your company like “German users are our most important”, that’s being too imprecise.  It generally takes 2-4 dimensions/variables to be precise about a user segment and to know how to best treat them (“Paid users with broadband PC connections in Germany are most important”).

Three: if you truly have 1% of your users driving the business, consider diversification strategies.  You’re carrying a lot of risk, but you also have 99% of your users from which another valuable segment can be found and served.

Last: as I argued in the prior post, it’s easy to dismiss the Pareto effect as only applying to obvious examples like Freemium for online consumers.  I’ve found the same patterns in other businesses.  In which case the gap between reality and perception is even wider!  Spend some time hunting down these patterns inside your company.  I promise you will be rewarded with new insights.

Don’t get caught using averages (part 1)

Our brains are wired somehow to think of everything in terms of a Normal Distribution, aka the “Bell Curve”.  It’s a trap that can kill a tech company.

The shape of the curve means that we think of populations of data (such as users) as being a somewhat homogeneous group if only we could compute the average.  For example, how many minutes per day “on average” a user spends on a website.   Or, the percentage of people “on average” who actively post on a social media platform.

The problem is that populations of people almost never behave in a normal distribution when online or using software products. Instead, the more prevalent pattern of behavior is a Power Law, or Pareto Distribution:

The Pareto distribution is also known as the “80/20 rule”.  Except that in online worlds, the ratio can be even closer to “95/5″.

Think of Freemium business models.  Generally, 2-8% of users consume a paid offering.  The rest use the free version.  Power Law/Pareto distribution, not Normal.

Think of participation in social media.  1% are active contributors, 10% are intermittent contributors and 90% consume but never post.  Power Law/Pareto distribution, not Normal.

These steep Pareto curves have profound meaning on making choices in running a technology company.

If you operate a Freemium business but don’t know which users are the 5% most likely to upgrade to the paid version, then you risk catering to the needs of the Bell Curve: a population of users that looks more like 50-60% of the whole.  Who don’t necessarily pay or monetize.

This is the trap. Chris Anderson touched on this in his book “Free”, by illustrating how the Power Law distribution drives monetization in Freemium business models.

There are other traps by thinking in Normal terms.  Beyond Freemium, the Power Law distribution of behavior still applies.

Take Enterprise business models.  Every user is a payor, of approximately the same fee.  Yet 2-10% of a user population is massively active versus the rest.   And with that 10% of users comes maybe 10-20% of the revenue.

Which is your most important segment? Are you trying to solve the problems of those 10% “power users”?  Or the needs of the rest?

An example: I managed a product that enabled monitoring of corporate networks and systems for the sake of spotting anomalies.  Anomalies which could indicate a security breach in progress, or the risk of one.

Some users spent a large percentage of their day performing the monitoring function for the company.  They were specialists who used the product intensively throughout the day.  These power users had distinct needs, such as the ability to mine and explore data in depth to spot anomalies for themselves.

The rest of the users were different.  They weren’t monitoring specialists.  The monitoring role was only one of many roles they played for their companies.  Thus, they wanted to spent the least amount of time possible in my product.  Instead, they expected the system to alert them automatically, and offer specific actions to take.

Two user populations.  Two very different sets of needs.   One “market”.

Knowing who your core audience is, and the nature of the Power Law distributions, is essential in setting priorities on which segments to serve.  And those that can trap you.

In this post, I’ve only been discussing Power Law in one dimension of meaning (free vs. paid, automated alerting vs. manual trend-spotting).  Some of the most interesting Big Data analytics findings come from combining multiple dimensions of meaning, each with its respective Power Law behavior (a simple example: free/paid combined with locale).  I’ll tackle that one in a future post….

The Czech glass ceiling is extra thick

I deliberated writing this post for the risk of being seen as, ahem, “patrician”.  But I have been moved by some young women to do it anyway.

Recently I hired a woman who just graduated from her Master’s program in business & marketing. During the interview process, she distinguished herself as having great potential. And everything that she has done since arriving has reinforced my impressions.

I began to reflect on where her talent might take her in the Czech workplace in the years ahead. As I looked around at the women in my company, and other companies I have been exposed to in the Czech Republic, I saw the dearth of women as managers. And there are still fewer female executives. Most women are individual contributors and many of those are performing administrative assistant functions.

Americans decry the lack of women in high positions, but the situation is worse still in Czech.

This is a country that is growing in large part thanks to its “knowledge economy”, where the technology and business process outsourcing sectors are the engine. What a shame if a big part of the workforce is excluded from participating in that opportunity.

As an American, one must be careful not to judge other cultures that one doesn’t fully understand. Perhaps women drop out of the workforce once they have a family due to choice of priorities. Or is it because they have no incentive to remain in the workforce?

But for those women who do want a career, it’s going to be a long hard slog. What to do?

First, the challenge will be greatest for women who have been in the workplace for 15 or more years. They are now labeled by the role they currently play and the money they now earn. If they haven’t succeeded in defying the odds somehow and become high earners, managers and executives, then the system won’t change in time to remove the obstacles for them.

Second, for those in the workplace for 5-15 years, the non-managerial roles are probably within easier reach. There can be a career growth path that rewards expertise as an individual contributor and avoids the strongest bias, which is against placing women in leadership roles. Maybe the government should step in and provide mid-career assistance in training and education that enables individual contributors to ascend to a level of expert? Certainly, technical disciplines like high-tech and manufacturing can support such a career ladder.

Third, the youngest of the workforce stand the greatest chance of unconstrained growth. There are tremendously smart, ambitious women available as recent graduates. And the wages they command are modest to say the least. Can they be fast-tracked somehow? Such as pairing them up in apprenticeship-style roles doing the work of a more senior person or even a manager? Companies can afford to carry these costs if they see the value in finding early stars and grooming them.

Last, time above all will enable change. The issue of women in the workplace is a global one, and no country stands out as having solved it. However, the Czech economy is increasingly global; with it comes exposure to other business cultures where women play a more prominent role.

I suppose the greater question is whether Czech society wants this change for itself.  I certainly hope so.  I’ve seen the bright young faces and the hope they have for their careers. They deserve the chance.

Hadoop: now with branded paper towels!

I’ve been driving a Big Data initiative at work.  We use the Hadoop technology stack extensively.  The Hadoop logo looks like this:

This morning, I woke up and started making coffee.  As I do every morning, I placed a paper towel on the counter to catch my coffee spills.  Except this morning, the paper towel caught my eye:

The similarities are striking, no?  I mean, Hadoop is popular and all, but I didn’t realize it is now marketed to Tesco customers in Prague via paper towels.  ;-)

My hero, the Software Architect

In my many years doing product management or managing the function, the number one blocker to getting the features I want (and the user needs) is……software architecture.

Reading Mike Driscoll’s recent blog on software craftspeople reminded me that this architecture topic has been stewing in my brain for a while now.  Time to write about it.

“Too hard”, “too complex”, “too long” are the persistent reasons behind engineers’ resistance to feature requests or major product pivots.  What I realized is that in every case, it was the software architecture holding us back.  More specifically, the lack of componentization and modularity.

And the pattern spans every experience I’ve had; across lots of different products, across lots of different market sectors, across lots of different architectures (from client-side tools to client/server apps to SaaS/cloud apps), and across lots of different company sizes (pre-revenue to behemoths like SAP and EMC).

Need a new UI presentation tier?  Sorry, that code is co-mingled with the underlying business logic.  Need a new data management tier?  Sorry, the file system is bound to the rest of the code.  Need new business objects to show up in the schema?  Sorry, we can’t split our giant table and it’s already too big to extend.

One can understand how this predicament arose.  When new products are built, what’s required is focus on solving the user problem at hand.  You don’t have time nor money to design for unknown needs and future flexibility.  So why pay for abstraction and modularity without any present-day reason?

The bigger problem is when products mature and the user needs outgrow or diverge from the capabilities of the original architecture.  What to do next?  Re-factor and modularize?  Re-build from scratch?  Limp along by stuffing new features into the code but with huge effort each time?

Nobody knows the magic formula for how to make these decisions.  Re-factoring scares the crap out of engineers lest they “break something”.  After all, by the time this discussion arises, you’ve got spaghetti for code.  And the folks who wrote it might not be around anymore.

Re-write scares the crap out of the business leaders, since it appears to be paying twice for the same product.  And there’s the inherent risk of missing deadlines.  Oh yeah, and you just put your legacy product version on life support so you can afford to staff the engineers on the re-write project.  And you’re losing ground to competitors along the way, since you’ve stopped new feature development to pay for a better architecture.

No wonder products whose architecture devolved to something bad, or started that way, never get fixed.

This vicious cycle is what creates the opportunity for “innovation” in the form of a start-up who has the benefit of a clean sheet of paper: fresh, elegant code using state-of-the art languages, components and tools.  That seems like a wasteful way to solve the problem.

Enter the architect.  If you have a great architect, every problem is reduced in magnitude.

With a great architect, new products have some modularity and flexibility designed in.  A little bit of future-proofing goes a long way. Existing products can be selectively modularized and modernized so the new functional capabilities are delivered without breakage.  And if the time comes for a re-write, you have confidence that all of the lessons learned from the legacy code base are applied to the new design.  Thus, a greater chance of success, especially in meeting a deadline.

So, what makes a great architect?  In many respects, a lot of the same characteristics that make a great product manager: curiosity, an ability to translate what users and salespeople need into technical terms, abstract thinking that enables one to imagine new possibilities, etc.  Of course, the architect also needs the deep technical experience too.

Back to the premise of Mike Driscoll’s article: the best software is being built by people with, dare I say it, experience.  Experience to avoid pitfalls because she messed something up before.  Experience to choose the right tools for the job, much like a fine craftsman that builds furniture, or houses, or bespoke clothing. Experience to know what degree of flexibility to design in, without paying for needless flexibility that feels more like insurance against every conceivable future requirement.

I’ve known some good architects and probably only one or two great ones.  With the great ones, we have had some huge debates thanks to the force of personality that seems to come with great ones.  But in the end, despite the strong personalities, great architects are worth having.  And the great product companies know this, which is why they spend a lot of money on great architects.

I say it’s money well spent.

“Creative Destruction and Netflix”: Part Two

I wrote a while ago in admiring terms about how Reed Hastings was trying to disrupt his own business before others did it to him.  As in, splitting the mail-order DVD business from the online streaming business at Netflix.

The backlash to this announcement was pretty huge.  To the point that Netflix had to “undo” the announcement.  Talk about a black eye.

The timing of the decision is certainly up for debate given how customers reacted.  So let’s say it was premature.  But how premature?

I still contend this is the right decision.  Eventually.  Just like the Pony Express was rendered obsolete by the telegraph, so too will mail-order media delivery be made obsolete by streaming delivery.  Who would believe otherwise?

It’s darned hard to time such changes, however.  Most companies never make the leap at all, hence books like The Innovator’s Dilemma.  For those who have the bravery to do so like Netflix, the timing is a perilous choice.  Too soon?  Investors punish you for cannibalizing current revenue and alienating happy, paying customers.  Too late?  You’ll probably never catch up.

If I knew the answer, I’d be a rich man.  My sense is that it’s impossible to make a formula.  Instead, it’s about getting the whole set of stakeholders on the same page.  So when it’s time to jump off the cliff, everyone is holding hands.  CEO, executive team, Board of Directors, large investors.  Not a small task.  At least you’re trying, Reed.

The “Measurement Wars”

This post is a bit long, but it ends with why your personal life will be spied upon by your company’s competitors.  Curious?  Read on.

Information – data turned into meaning – is going to (further) disrupt just about every industry there is.  Many of the strong will become weak.  Tiny upstarts, like Davids, will topple Goliaths.  And this could all happen at the expense of your personal privacy.

I know, I know, the “information revolution” has been predicted for decades.  Except that like many predictions, exactly when & how the predictions come true will differ from what’s first assumed.  “Video calling” has been predicted as inevitable since the 1950’s.  But nobody saw Skype as the inevitable means for it to come true.

To see the future, let’s look at what has happened on Wall Street and how the same is about to happen in other industries.

What’s happened on Wall Street

Fortunes on Wall Street are made through arbitrage.  Years ago, the winners were those who had better research teams: who had the better information about a company’s stock?  Currency arbitrage followed: who can spot temporary asymmetries in currency prices and execute a trade the fastest?

Across every tradable instrument, the arbitrage game on Wall Street has moved from high-latency (you know something I don’t, for days or weeks at a time) to near-zero-latency.  New fiber optic networks have been built to shave milliseconds from the average trade.  And entire data centers have been relocated to close proximity to these new networks.  Whatever advantage you have must now be exploited in real time.  Or it’s not an advantage.

As the arms race of zero-latency arbitrage has unfolded, two other trends have been its critical enablers.  The first is data acquisition.  Every trade on every exchange can be captured and analyzed, alongside reams of other data about the companies, markets and countries those pertain to those financial instruments.  The scope and scale is increasing by orders of magnitude.

  • An example of scope: the latest algorithms even ingest Twitter feeds in real time to discern investor sentiment.  Including your latest Tweet about some stock you like
  • An example of scale: banks and securities firms store more information per company than any other industry (see this great report from McKinsey)

The second enabler is the ability to make sense of the collected data.  No longer do freshly-minted MBA’s toil into the night to build Excel models with quaint calculations like “EDITDA” or “Return on Invested Capital”.  Today, PhD statisticians build algorithms so complex that they themselves have trouble making sense of them in use.  Michael Lewis’ “The Big Short” is a great read on this topic.

From Wall Street to Main Street?

Wall Street started its journey by going on a data collection binge, from which it developed its algorithms, from which it automated its trading such that milliseconds mattered.

It’s happening now in online consumer businesses.  Wonder why Google, Facebook et al are under such scrutiny for collecting your data to the point of privacy invasion?  Because they understand that data is the raw material that feeds their statisticians, that feeds their algorithms, that feeds their money-making.

Except “money-making” in this case is the price they can charge an advertiser for an ad on one of their web pages.  The more relevant the ad to a consumer’s interests, the higher a premium the ad will command.  How to discern consumer interest?  Profile the heck out of them.

It’s happening elsewhere too.

The “Measurement Wars”

New companies, or ones that successfully reinvent themselves, will start their innovation and disruption journey by gathering reams of data, then finding the relationships between that data.

The forthcoming data acquisition binge is going to amplify online privacy issues.  Collecting competitive intelligence will border on spying on other companies’ employees.

It will also tempt companies to sell their internal data to others.  Could we see new “data merchants” emerge?  Would you like to know the kilowatt-per-hour energy consumption for every household in America?  Someone would, and would like an electric utility to sell them that data for some commercial advantage.

Orwellian, or progress?

Every boundary that separates individuals, companies, cultures and countries will be subject to elimination or reduction.  Our ability to learn, empathize and understand differences across these boundaries will be exponentially enhanced.  Which is good.

The ability to use that same understanding to exploit others will also increase exponentially.  Which is bad.

My take?  We have dealt with many past innovations that could be used to exploit someone or something.  Each time, a new equilibrium was established and humankind moved on.

But it was the period of rapid transition, and resulting destabilization, that was the most dangerous.  We are in such a period now, I reckon.

Governments must understand the coming hunger for massive data collection, and act to mitigate the risks, if we are to emerge on the other side unscathed.  Or even emerge better off.  But what are the risks, and what are the remedies?

Spy vs. spy

We’re seeing the privacy issue play out now in the consumer sector.  Facebook has been scolded by the Federal Trade Commission for its privacy abuses.  Politicians in the European Union search for ways to legislate much more stringent consumer protections.  I won’t cover this ground because the media has done so many times over.

But we have yet to come to grips with the implications of how companies will compete with each other in the Measurement Wars.  The old rules were about the theft of intellectual property.  But what about when a company profiles its competitors’ employees?  Such as their Tweets, Facebook activities or LinkedIn profiles?  Individual persons will be deeply profiled as part of compiling a dossier of competitive intelligence gathering.

This is where it gets creepy.  Heck, if you were imaginative, you might think that things I write about in my blog pertain to issues I experience at work.

And you wouldn’t be all wrong.

Credits:

I have borrowed from the great work done by others.  In particular, Michael Lewis and McKinsey as cited previously.  Also, O’Reilly Media for their extensive coverage of the underling technologies of “Big Data” and their Big Data’s use in consumer online businesses.

The great privacy debate comes home to roost

I recently came face-to-face with the murky issues of social media and hiring in the workplace.

Days before the person’s interview, a candidate to join my organization started sending Twitter messages addressed to my username.  So I got a notification from Twitter that I was “mentioned” in someone else’s Tweet (Twitter is designed in such a way that another user cannot contact me privately unless I choose to “follow” that user explicitly.  Which I wasn’t).

What was strange was that the person was addressing questions to me about the upcoming job interviews.  Asking something about my company’s job benefit package if I recall.  In other words, questions that could, and should, have been addressed in the setting of an interview.  Even more curious is that the person sent those same Tweets to another employee with the same questions.  And that other employee didn’t even work in my department.

A flood of questions came into my mind…..

  • Could I read this person’s Tweets?
  • Should I read them?
  • Are somebody’s Tweets in the public domain?  With over 100 million users, and the ability of any user to see the Tweets of any other, one could argue yes
  • Are things in the public domain fair game for evaluation in a hiring process?  Beyond the obvious off-limits discriminators such as age, gender, sexual preference, etc.
  • Even if such information wasn’t in the public domain, was it still something I could, or should, use in my evaluation?  In many parts of the world, employers are entitled to collect information about an employee beyond what is offered by the employee him/herself

I found that the answers to these questions were far from obvious.  I suspect it will be years before the law and business behavioral norms will catch up with these issues.

I won’t tell you what I did in answer to these questions, out of respect for the privacy of the individual and the fear of opening up a legal can of worms.

What I will say is that I approach online life as if everything I say can be read by others, and thus used by them to form some judgment of me: my blog, Facebook account, Twitter, LinkedIn, etc.  Is this a form of self-censorship?  Yes, to a degree.  I guess there’s still a role for offline communications and “antique” forms of online communication like email or SMS.

“Creative destruction”: Netflix gets it

About 15 years ago (!) I worked for Reed Hastings.  He was not one for sitting pat.  At the time, he realized that the software category of Software Quality Assurance (SQA) was going to consolidate.  And that you could either embrace that eventuality,  or hold on to the past.

He embraced it, by seeking a merger between his baby Pure Software (he was the founder) and Atria.  Soon thereafter, the combined company was part of Rational and is now a product suite at IBM.

Reed is at it again.  Netflix is separating its DVD-by-mail service from its live streaming service.  I loved the quote from Engadget today:

What really happened here is quite simple: Reed Hastings just put a gun to the side of his DVD-by-mail business and pulled the trigger. Given that he aimed for the ankle, though, it’ll probably take a while for it to completely bleed out. But hey — proactively putting a fading business out of its misery sure beats bleeding for it on the balance sheet.

Joseph Schumpeter and more recently Clayton Christensen have written about creative destruction and disruptive technologies.  Reed is one a few high tech leaders that has the courage to implement what the rest of us know: do unto oneself before it’s done to you.

Here’s the bit that stops others from doing the same: Netflix’s share price, and perhaps even near-term revenue, could suffer.  For most of the industry, one can’t tolerate the thought of taking a step back to take two forward.  And hence the balk at such bold moves, fearing the reaction of others.  Like shareholders or pundits.

Perhaps the definition of “courage” is not fearing the reaction of others?  Game on, Reed.

Staring chauvinism in the mirror

We recently hired a bright, talented young woman into my organization as a product manager.  She had interviewed with members of both my staff and that of colleagues by the time she met with me.

The people in my staff and peer departments are almost entirely comprised of males.  I asked her whether she sensed any chauvinism during the round of interviews.  To which her response was, “no”.

Later, I felt regret for asking the question.  Whereas I was asking in part to establish empathy (as in, “I’m not a chauvinist and won’t abide it in my team”), I realized the dilemma I could have exposed her to.

In effect, she could only say “no” because if she said “yes, I sensed chauvinism” then she could think I had a reason not to hire her on the basis of fit or avoidance of future conflict.

On further reflection, I realized I asked the question because my own ability to assess the situation is limited.  Limited by a cultural gap between me and the primarily Czech workforce she would be working with.  In other words, I don’t know what chauvinism is, or is not, in the Czech culture.

In the year I have been here, there have been times where I felt that I was able to sense cultural differences.  This situation reminded me that there are many things I don’t (yet) understand.  And that my cultural norms can’t simply be projected onto another culture.  Disconcerting….

Let the learning continue.