Sep 292009

Closer to the Front Lines, Part II

Closer to the Front Lines, II

Last year, I wrote about our sabbatical policy and how I had spent six weeks filling in for George when he was out.  I just finished up filling in for Jack (our COO/CFO) while he was out on his.  Although for a variety of reasons I wasn’t as deeply engaged with Jack’s team as I was last year with George’s, I did find some great benefits to working more directly with them.

In addition to the ones I wrote about last year, another discovery, or rather, reminder, that I got this time around was that the bigger the company gets and the more specialized skill sets become, there are an increasing number of jobs that I couldn’t step in and do in a pinch.  I used to feel this way about all non-technical jobs in the early years of the company, but not so much any more. 

Anyway, it’s always a busy time doing two jobs, and probably both jobs suffer a bit in the short term.  But it’s a great experience overall for me as a leader.  Anita’s sabbatical will also hit in 2010 — is everyone ready for me to run sales for half a quarter?

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Feb 252009

New Email Blogger Extraordinaire

New Email Blogger Extraordinaire

My good friend and co-founder George Bilbrey, Return Path’s President, is now blogging. His blog, Monkey Mind Labs, is aptly named in part after Return Path’s long-standing but little-known corporate mascot.

His first few posts are up.  My guess is that his blog will be a bit like mine in that it will cover topics about email marketing as well as entrepreneurship, but I can almost promise that George will be both wittier and more insightful than I.  At least, that’s what he tells me.

Take a look!  Subscribe. Enjoy.

Jul 272008

Most scenic airport. Ever.

Most scenic airport.  Ever.

Most scenic airport.  Ever.

If all business travel started or ended like this (Jackson Hole), the world would be a happier place, I’m certain.

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May 122008

Drawing the Line: Where We Come out

Drawing the Line:  Where We Come out

In the first post in this series, I laid out a dilemma we’ve had internally at Return Path in recent months: whether and how we accept clients who are in “grey” businesses like alcohol, pornography, and neutriceuticals, and whether that applies uniformly across all of our products (software vs. consulting vs. whitelist). In the second post, I reposted a summary of all the comments we received from readers. Now comes the fun part — the so what.

We had a good series of conversations internally on this issue that included some very spirited debate. Here’s where we come out.

First, we drew a distinction between three types of potentially “troublesome” clients: those whose businesses are illegal, or who advertise or sell illegal products; those whose businesses are involved in litigation around email, data, privacy, or security; and those whose businesses are in the grey area, or what we called in our discussions “morally hazardous.” In the end, we decided that for us, there’s no difference by type of product in terms of how we handle the situation. But each class of client has its own issues as well as enforcement mechanisms.

Let’s start with the easy one. Clients who break the law or whose businesses encourage others to do so have no place in our company. The challenge here is more on the edge cases — what about companies whose products or advertising are sometimes illegal (by geography or by age of target audience)? I will come back to that topic.

Next, we move on to those companies who are involved in email-related litigation. We added this category to our thinking because we view ourselves as advocates for end users, the champions of good, high quality email. Ultimately, the decision about whether or not to take on a client who is involved in email-related litigation is subjective. One example of a client we would take on is a very reputable company that has a single instance of a CAN-SPAM violation or investigation by the FTC. But there are other companies who are in much deeper. I will somewhat impolitely refer to them as “pissing in the pool.” As advocates for good email and as stewards of the email ecosystem, we can’t in good conscience allow some of these people to be clients, even of our software, if they have the potential to use the software for evil and not for good. Of course, once the litigation is finished we can re-assess, assuming the company was found to not have violated any laws.

Finally, the tough category, the “morally hazardous.” There certainly is something that resonates with us around one user’s comment that, to paraphrase, if you’re not comfortable telling everyone around the dinner table that you work for Client X, you shouldn’t work for Client X (or, Client XXX, as it were). But at the end of the day, legislating morality is impossible to get right for everyone, at every time. We think it’s not our business what kind of legal business our clients are in. In fact, we go so far as to say that as advocates for end users, our criteria around which clients to accept should be as objective as possible — that is to say, much more around their email reputation (how much do users like the content) than about some arbitrary judgment about what’s right and what’s wrong. We feel like as long as we maintain our policy of allowing employees to opt-out from working with clients or seeing clients’ content that makes them uncomfortable, we’re in as good shape here as we’re going to be.

Of course, that’s not to say we won’t, on a case-by-case basis, turn down a client because of their business. We aren’t a public utility. We have the right to walk away from a client for any reason (or, not to put too fine a point on it, no reason at all). But as a matter of policy we’ve decided to focus on email practices as a basis for who we work with and leave questions of morality of certain types of business aside.

As a final note, we clarified our policies for vetting and enforcing these standards. These do differ a bit by product. For our by-application whitelist, Sender Score Certified, we will continue to ask questions around the types of products and content that prospective clients include or link to in their emails. We will perform extra pre-client research on clients that check a number of boxes on the application that indicate they might be in a grey area or are involved in litigation. We will ask clients to self-certify their goodness. We will perform spot audits of these clients to make sure they stay in compliance with the things that are impossible to automatically monitor, even those tricky ones which are “sometimes legal.” And we will not be shy about terminating those who aren’t.

For our software and professional services, we have a “client vetting” document that asks some of those same questions, and against which we will research and audit as appropriate. For clients of our professional services, we require that sales/client services fill out this document 100% of the time for our standards and compliance team to review. For software clients, we leave it up to sales/client services management to flag the cases where there might be an issue and to run only those clients through the same vetting process.

I think that about wraps this topic up, at least for now. We do our best on this stuff, but it’s tricky, and I have no doubt that however we handle these situations, we will upset someone. I appreciate everyone’s input on this, and I welcome more by commenting below.

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Dec 192007

Holiday Cards c. 2007

Holiday Cards c. 2007

Every year, I get a daily flood of business holiday cards on my desk in the second half of December. Some are nice and have notes from people with whom we do business – clients, vendors, partners, and the like. Some are kind of random, and it takes me a while to even figure out who they are from. Occasionally some even come in with no mark identifying from whence they came other than an illegible signature.

And every year, I receive one or two email cards instead of print & post cards, some apologetic about the medium. Until this year.

I think I’ve received about 10-15 cards by email this month. None with an apology. All with the same quality of art/creative as printed cards. It’s great! A good use of the email channel…much less cost…easier overhead for distribution…and of course better for the environment.

I wonder what made 2007 the tipping year for this.

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Sep 192007

Clients at Different Levels

Clients at Different Levels

Recently, I’ve become more aware that we have a huge range of clients when it comes to the level of the person we interact with at the client organization.  I suppose this has always been true, but it’s struck me much more of late as we’ve really ramped up our client base in the social networking/web 2.0 arena, where most of our clients are CEOs and COOs as opposed to Email Marketing Managers.

Of course, we don’t care who our day-to-day client is, as long as the person is enough of a decision maker and subject matter expert to effectively partner with us, whether it’s on deliverability via Sender Score or on list management or advertising via the Postmaster Network.  There are two main differences I have seen between the levels of client.  I suppose neither one is an earth-shattering revelation in the end, though.

First, the CEO/COO as client tends to be a MUCH MORE ENGAGED and knowledgeable client.  Some of these people know far, far more about the ins and outs of micro details of their businesses (and in the case of deliverability, the micro details of how ISPs filter email) than our average client.  I’d expect this type of client to be in command of the macro details of his or her business, but the level of "in the weeds" knowledge is impressive.  These clients are thirsty for information that goes beyond the scope of our work together.

Second, the CEO/COO as client is MUCH MORE PASSIONATE about his or her business.  It pisses them off when their email doesn’t get delivered.  They care deeply that our Postmaster opt-in might impact their registration rates by 0.5%.  They get very animated in discussions and tend to nod and gesture a lot more than take notes in a notebook.

My main takeaway from this?  If you run a business — how do you make sure your front line people are as fired up as you are?  You may never be able to give people the same kind of macro view you have of the company or the industry (although you can certainly make a good effort at it), but keeping people excited about what they do and igniting their intellectual curiosity on a regular basis will almost certainly lead to more successful outcomes in the details of your company.

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Jun 062007

The 80 Percent Rule (Not the 80/20 Rule)

The 80 Percent Rule (Not the 80/20 Rule)

I believe it was Ronald Reagan who said about the Republican Party that there are a lot of people in it with a lot of different views, but that as long he agreed 80% with someone, he was solidly “with them.”  The older I get, the more I find this to be a great rule of thumb.

Certainly in politics, it must be true.  In a two-party system that handles an infinite number of issues, you’re never going to agree 100% with someone.  You just have to get close.  That’s why it will be interesting to see how things like the candidacy of Giuliani works, with him running as a pro-choice Republican.

I also find it true in the non-profit fundraising world.  I am currently raising a lot of money for Princeton from my classmates, and of course everyone has different opinions about what the University is doing today, in particular about some of their policies around admissions, expansion, and athletics.  But in the end, the argument that “you’re never going to agree 100%…but are you at least at 80%?” seems to work well to persuade people to donate.

And of course, this 80% rule is very true in running a business as well.  You can’t expect your employees to agree with 100% of your decisions.  But your employees also realize that they will never agree with 100% of their company’s decisions.  At about the 80% rule, with enough transparency around decision-making to make the missing 20% at least seem rational, you have a winning formula.

May 032007

Feeling Less Like a Luddite: Welcome, Lijit!

Feeling Less Like a Luddite:  Welcome, Lijit!

As I’ve written about a few times (here, here, and here), it’s easy to feel like a Luddite with the rapid pace of change of the web these days. Anyway, I’m feeling slightly less like one today with the addition of Lijit to my blog.

You’ll notice that I changed the search box from Google to Lijit on the right hand side of the page on OnlyOnce.  Lijit seems like it’s a better way to search a blog, and maybe other things as well.  Using Lijit, you can search not just the text of the blog itself (which is what Google allowed), but Lijit also goes out and searches a few other buckets of related content all in the same fell swoop.  So while it searches the blog, it also searches other sites that I run, other sites that are related to my site (e.g., blogs I subscribe to), other services where I might post content, like Flickr and Delicious and LinkedIn, and the open web.  Search results with four tabs — now that’s making good use of the web!

Mar 212007

Leaders Discredited from Leading?

Leaders Discredited from Leading?

In Bill McCloskey’s Email Insider column on Mediapost today (hopefully the link will work; sometimes Mediapost isn’t open if you’re not a subscriber), he decries the lack of passion and industry evangelists in the email marketing space and compares it to the search world with at least one example involving Dave Pasternack, co-founder and president of Did-It.  He then goes on to say that there are a few evangelists in the email world, but that two of us — myself and Rich Gingras, CEO of Goodmail, don’t count because we “have a vested interest in being passionate.”

While I appreciate Bill’s main point and appreciate his recognizing that I do evangelize our space and am passionate about it, I have to take issue with his comment on a few points.  I have already privately emailed him about this, and Bill and I have known each other for a long time, so this isn’t meant to be an attack on him at all.

First, the internal inconsistency in his argument is glaring.  By his definition of “vested interest” (company founder/leader), Dave Pasternack has about the same vested interest in what he does as I have in what I do and Rich has in what he does.  So why does the passion count for search and not for email?

Second, I’d argue that we as an industry need more passionate CEOs and founders and executives to step out and be evangelists for our cause.  Just because we started companies or run business units — we’re somehow discredited or unqualified to speak out and lead the charge on something?  I think it’s the exact opposite!  The industry needs more of its leaders to do just that.  And Bill of all people (CEO of Email Data Source) should know that.

But finally, I’d argue that we (meaning we humans) all have a vested interest in what we do, whether it’s Baker or Mullen or McCloskey or Melinda Krueger or Stephanie Miller.  All people who work for a living , at any level (and I am certainly on that list), have a built-in reason to support their field/cause/company — they want and need it to succeed.  But beyond that, high quality people are always emotionally vested in what they do, even if they didn’t start a company or have equity in it.  They throw themselves into their work and treat it like a cause.  Discredit all those who have a vested interest in something as legitimate evangelists — you eliminate most evangelists, at least in the corporate world.

All that said, I agree that more people should be out there sharing their passion for the email space and evangelizing it, and kudos to the Bakers, Mullens, Kruegers, Millers, McCloskeys of the world (and there are more of them than that group) for doing just that every day.

Mar 162007

Staying Power

Staying Power

I interview a lot of people.  We are hiring a ton at Return Path, and I am still able to interview all finalists for jobs, and frequently I interview multiple candidates if it’s a senior role.  I probably interviewed 60 people last year and will do at least that many this year.  I used to be surprised when a resume had an average job tenure of 2 years on it — now, the job market is so fluid that I am surprised when I see a resume that only has one or two employers listed.

But even the dynamic of long-term employment, as rare as it is, has changed.  My good friend Christine, who was a pal in college and then worked with me at MovieFone for several years before I left to start Return Path, just announced that she’s finally leaving AOL — after almost 11 years.  Now that’s staying power.  But most likely the reason she was able to stay at MovieFone/AOL for over a decade is that she didn’t have one single job, and she didn’t even work her way up a single management chain in a single department.  She had positions in marketing, business development, finance, operations, planning, strategy.  Most were in the entertainment field, so they did have that common thread, and some evolved from others, but the roles themselves had very different dynamics, skills required, spans of control, and bosses.

That’s the new reality of long-term employment with knowledge workers.  If you want to keep the best people engaged and happy, you have to constantly let them grow, learn, and try new things out or run the risk that some other company will step in with a shiny new job for them to sink their teeth into.  Congratulations, Christine, on such a great run at AOL — it’s certainly my goal here to keep our best people for a decade or more!

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