CSMs can't run engineering planning sessions. Engineers can't run customer demos. But PMs do both. That's not because we're mediocre at everything—it's because our value is being the translator.

The best product collaboration can't be scheduled. When engineers show natural enthusiasm for an idea, that's your window—don't wait for the next formal meeting.

You can't force collaboration in formal settings. But when you hear an engineer getting passionate about something, you can jump on that moment and explore it right then.

Don't show up to strategy sessions with all the answers already figured out. Leave space for the team to actually contribute.

"What do you think?" is the worst way to ask for feedback. "Where am I wrong?" is much better.

Being hungry to improve without being self-critical. Being open to feedback without making every piece of criticism evidence that you're failing.

"I need sanity checks" is better than "tell me what you think." It gives permission to be critical while showing you want specific input.

You need to care deeply enough to build something great. And you need to be ready to throw it away tomorrow if the data says so. Both need to be true at the same time.

Product management requires impossible things. You can't resolve these contradictions—you can only get better at holding both sides.

Products succeed when they meet people where they are—in their language, solving their actual problems, at their level of understanding. Technical excellence doesn't matter if people don't get it.

Phase 1 of most products isn't sexy. It's table stakes. It's basic functionality that needs to work before you can build the cool stuff. Teams want to skip to the exciting features. Don't.

Product managers need wins. Not for ego—for credibility capital. Visible, data-backed, undeniable wins build the trust you need to do harder things later.

Some of the most important product work isn't exciting. Inventory management. Admin tools. Data integrity. Infrastructure. Foundation work.

Simple ideas beat complex ones because they're easier to adopt. If people need deep context to understand the value, rethink it.

People can't jump straight from "doing work" to "reflecting on work" without changing mental gears. Use a pattern interrupt to help them transition.

The only standing meetings you might need: daily huddle (flexible) and retro (every other week). Everything else can be ad-hoc.

If people dread your team ritual, fix the format or kill the meeting. Don't force attendance to something that isn't working.