As readers of this blog know, I see a lot of benefits in using serious gaming to make better product and development decisions. Consulting firms like Enthiosys and Booz Allen Hamilton use different serious gaming approaches, but they ultimately have the same aim: Avoid the traps that we mere humans frequently make, even when confronted with a wealth of facts and reasonable arguments. The bigger the decision – for example, What will make us more competitive in the next five years? How do we make sense of all these enhancement requests? Should we pursue a new market? – the greater the need to guard against groupthink, the loudest voice in the room, information overload, and other common decision-making pitfalls.
While I could (and have) provided examples from business, an equally compelling example comes from politics. One of the offshoots of Enthiosys' work with businesses is Games For Democracy, a charitable foundation that, as the name implies, applies serious gaming techniques to political decision-making. A good example is healthcare, the topic of a Games For Democracy exercise using the "Buy A Feature" game. Each participant had a limited amount of faux money to invest in different healthcare options, such as the public option, a mandate for personal health insurance, and cost containment measures. No one had enough money to buy any option outright, so horse-trading among participants was mandatory.
Adding up the last two years of Forrester research into the product management/product marketing role in the tech industry, it's easy to see why it can be hard to hire a good PM. Many of the skills that define successful PMs aren't easy to detect in a few hours of interviews. Since these traits generally don't reveal themselves until the PM is on the job, perhaps you should simulate the job in the interview.
While many technology vendors have a muddled idea of what PM success looks like, they usually have some notion of the outcomes they don't want to see. Can't build good working relationships with Development? Black mark. Can't say no to a sales enablement request? Black mark. Can't manage competing inbound and outbound priorities? Black mark. Can't give a detailed description of the specific roles to which we're marketing and selling? Black mark.
And the list goes on. The candidate sitting on the other side of the desk might have done an outstanding job, as it says on the resume, launching products at various companies. But what does "launching products" mean, exactly? Did the candidate keep the project on track, or was he just someone in the congratulatory photo op at the end? When you're interviewing a developer or QA person, you have a pretty good idea what their contribution was. The exact contribution of PM can be a bit more obscure, though certainly no less important.