How to Build a Team for Growth PDF

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HOW TO...

BUILD A TEAM FOR GROWTH

About Growth Tribe Growth Tribe is leading the way in adult education and digital re-skilling & up-skilling, bridging the gap between rapidly evolving technology and stagnant skills. As people’s attention spans grow shorter, most training and educational experiences haven’t adapted, they’re too slow and too theoretical, leading participants to disengage. We fix both the digital skills gap and the attention gap. We do so by creating world-class, fast-paced and enjoyable learning experiences around behavioural psychology, A.I., blockchain, user experience, growth, data and rapid experimentation.

Growth Tribe is obsessed with: Speed learning. People are busy and have low attention spans. Teaching experiences should be fast, engaging and to the point. Fixing the “digital skills gap” by creating fast-paced enjoyable learning experiences Fixing the “attention gap” by making learning engaging and easy for adults Continuous curriculum deployment with courses that are updated weekly (not yearly) to meet an ever-changing world

Some numbers we’re proud of: 9.3 / 10 Is the average score of our courses 99% Completion rate of our courses by participants 4200+ People trained in behavioural psychology, A.I., blockchain, user experience, growth, data and rapid experimentation 2200+ Alumni of our high intensity crash courses in behavioural psychology, A.I., blockchain, user experience, growth, data and rapid experimentation 800+ Companies trained 500+ Graduates of our more extensive programs in growth, user experience, digital marketing, data and rapid experimentation 15000+ People trained in our talks and workshops for subjects like A.I., rapid experimentation, user experience, data and growth 1500000+ Minutes watched of our online educational content 0 External funding. We're fully bootstrapped, fully independent (which makes us faster)

Growth Tribe’s solution Growth Tribe’s ever-evolving menu of courses allows people in the workforce or people about to join the job market to acquire specific skills that will allow them and companies to grow faster and fix the skills gap. We do so by delivering fast-paced and enjoyable learning experiences around behavioural psychology, A.I., blockchain, user experience, growth, data and rapid experimentation. We are obsessed with participant engagement, creating learning experiences where it is possible to learn very difficult skills in an enjoyable way and in a short amount of time. Click the course titles for more information.

2-Day Growth Hacking Crash Course 2 days, 30 exercises to cover the mindset, the process, the skills, tools and tactics.

6-Week Growth Hacking Course Become a growth hacker with an in-depth 6-evening or 6-morning course.

2-Day Blockchain & Crypto Course Develop a hands-on and intuitive understanding of Blockchain & Crypto in 2 days.

2-Day A.I. for Marketing & Growth Course Learn to intuitively understand and apply A.I. in 2 days without coding.

6 month Growth and A.I. Traineeship program Our programme that matches great companies with young talent.

In-House Company Training & Growth Coaching Train your teams on mindset, process, tools and tactics for data-driven growth.

Introduction:

Why is building a Growth Team so important? 1. At Growth Tribe, we’ve seen that having one or more dedicated growth teams is vital for company growth - across all industries and company sizes. 2. Growth teams allow your company to gain speed and autonomy, to embed a culture of rapid experimentation and to grow faster than the competition. It’s a paradigm shift on how to grow businesses.

This series will explore 5 different styles of growth teams: 1. The Generic Team 2. The Retention Team 3. The Lead Generation Team 4. The Performance Marketing Team 5. The Corporate Growth Team

In our final video, we’ll show you how to effectively embed the growth team, and explore exactly where it sits within the organisation.

The Generic Team The generic growth team includes 4 key team members - this might resemble agile teams you’ve encountered before.

The Growth Product Manager The Growth Engineer (Developer) The Growth Designer The Growth Analyst (Data Scientist)

Growth PM • Likes product and marketing • Process - Driven • Data orientated • Creative • Strong Personality • T-shaped • Soft skills

Growth Engineer • Fast iterations • Build Fast • Loves data and tracking • Likes communication • Growth orientated • Don’t cry over lost code • Thinks in terms of MVPs

Growth Designer • Customer empathy • Executes fast • Conversion centric design • Front-end code • Ship fast, fix later • ‘Gets’ data • Loves testing

Growth Analyst • • • • •

Small data sets Large data sets Back-end knowledge Needle in haystack Data to insights

The Growth Product Manager This first hire is essential. They will create your first team, introduce growth to other stakeholders and pave the way for the success of implementing growth in the organisation. Sometimes this person works alone for the first months until growth gains traction within the company and more resources/people are allocated to this function. Anu Hariharan found that “100% of growth experts refer to the first few hires as “magnets” for hiring and scaling the team” We advise promoting someone internally for this role. We have recently seen that designers and data analysts are getting promoted to Growth Product Manager, but whether you’re promoting internally, or hiring external stars, there are certain criteria that you need to keep an eye out for.

The perfect Growth Manager candidate must: 1. 2. 3. 4. 5. 6. 7. 8.

Love product and marketing equally Be process driven Be data-oriented Be creative Have a strong personality Be a T-Shaped player Have an entrepreneurial mindset And, most important of all; they have to have amazing soft skills!

We’d also recommend that you keep an eye out for candidates with strong digital marketing backgrounds, former Heads of Growth or startup founders.

The Growth Engineer One of our trainers, Sebastian (a former Growth Engineer in Silicon Valley) suggests that “Finding a growth engineer is like finding a needle in a haystack”. The perfect Growth Engineer candidate must: 1. Have front and backend skills 2. Be able to make changes fast - build fast, fix later 3. Doesn’t mind using off-the-shelf frameworks and tools in order to increase the speed of experimentation 4. Be able to set up tracking correctly 5. Not cry over lost code: being very comfortable with experimentation means knowing that a large amount of code will not make it into the final product 6. Be focused on the goals of the team 7. Ideally, be a full stack developer 8. Be able to prioritise and work with the Growth Designer 9. Love data! 10. And, the big one: BE GREAT AT COMMUNICATING

We know brilliant developers are an extremely scarce and expensive resource, so it could be easier to acquire time from current developers.

The Growth Designer The Growth Designer is the glue between the product and your user.

Finding a designer who understands the customer, your product and growth is essential! The perfect Growth Designer candidate must: 1. Be able to understand the User Experience and the deep-rooted psychological desires and emotions of the customer 2. Have lightning-fast execution skills 3. Be focused on conversion-centric design and use data to make decisions 4. Be able to work closely with the developer 5. Love testing! Tip: The designer should not be afraid to get out of the building to test their ideas with real people. Embracing guerilla ux! - Gino Arendsz, Growth Marketer at Solvo

The Growth Analyst The perfect Growth Analyst candidate must: 1. 2. 3. 4. 5. 6.

Be equally adept at giving your team insights from small & large data sets Be familiar with back-end code Be able to use the latest data and A.I. technology and platforms Understand machine learning Be able to communicate both within the team and with stakeholders Be able to translate complicated subjects for others to understand and use

Insights from Job, Head of Growth at Growth Tribe

• Keep Growth teams small, lean, fast and adaptable • When experimenting, focus on the low-hanging fruit first. Quick wins that show results allow you to get more stakeholder buy-ins and have more of an impact

• Growth Teams should focus on every part of the Pirate Funnel, helping out across all departments and spotting opportunities for growth and experimentation

• Working in 2-week sprints is a good idea - Job recommends running 10 experiments per sprint. Bigger projects might need to run across multiple sprints

• There’s no such thing as a minimum budget for an experiment! For most experiments, you don’t need a lot of budget, but you do need resources such as tools and time. Make sure you calculate ROI for each experiment

• When hiring people, look for people who are eager to learn and have a “get shit done” mentality. Make sure that they know how to work effectively with people from every department in the organisation....