Please God, Don’t Run Your Own Race

Of all the dime-store clichés that pass for business strategy, the one I hate the most is, “run your own race.”

Why?

  • As a quote from the winner, it’s almost always survivor bias. “How’d I win? Well, I ran my own race.” Well, I’m sure most of the losers ran their own race too, but nobody’s interviewing them for pearls of wisdom.
  • It’s frequently used to imply that you should ignore the competition. “Oh, I didn’t worry too much about the other runners, I just ran my own race and stuck to the plan.” The part they leave out is that the plan was designed to beat the other runners. Sticking to the plan was all about the other runners, even if reacting their every move wasn’t part of it.
  • It sounds oh-so-good to say. So focused. So above the fray. So wise. So unencumbered by the competitive market. And it paints such a pretty picture: just run your own race, don’t get tangled up in distractions, and you will win.

Look, it’s not a bad response to an interview question. It’s arguably a very good one. But it’s rotten management advice. “Run your own race” isn’t strategy. It’s solipsism.

Sure, if you’re running a race recreationally, by all means run your own race and I hope you have a great time.

But if you’re in business, if you’re running a startup and trying to apply this advice, then you need to consider yourself an elite competitor. You are running to win. So, if running your own race means sticking to your race plan, and that race plan is a plan to win and one that you can execute, then go ahead and run your own race. Because, by transitivity, it is a plan to win. Which is one definition of strategy.

One thing I dislike is when great executives from great companies who were in unique situations talk about “running your own race” as if everybody should. Don’t be too focused on the competition. Just focus on customers. The rest will take care of itself.

And it will — if you’re, e.g., Tableau and it’s 2010. They had an amazing product, a great team, a greenfield market — and virtually no viable competitors. They ran their own race for a long time, and it worked. But just because they could run their own race doesn’t mean that you can run yours. If you’re the number four vendor in a high-switching cost, platform market, then running your own race is more dangerous than being an Alaskan crab fisherman.

In some deep vertical SaaS markets, I’ve found companies that can ignore the competition and run their own race. That’s either because there is no competition or it’s a handful of low-growth, bootstrapped companies in a space where everyone can achieve their objectives without smacking into each other too much. (Think: there’s enough market here for everyone.)

But if you don’t happen to be in that situation. If you’re VC-backed, you’re definitionally playing to win. If you’re PE-backed you’re either playing to win or playing to make plan. (Or win, if you define “winning” as making the plan that gets your investors a 3x in 4-6 years.)

Startups are a competitive sport. Exciting new spaces attract numerous brilliant teams to fight for the emerging market. Too many retired executives forget this, preferring to dish out nostalgia over practical advice. Markets are composed of deals and deals are often streetfights. There’s big money at stake in Silicon Valley startups and lots of management teams come playing to win. Don’t bring a knife to a gunfight.

This is not the environment to run your own race, focus on your world-changing vision, and ignore the competition. This is the environment that calls for strong execution of competitive strategy to win deals and company strategy to overcome your largest obstacles.

Sure, you can run your own race. As long as your plan is the plan to win and within your ability to execute. Then go right ahead. Otherwise, make a new race plan.

Board-Level Questions On The Marketing Budget

Since many of you are in the midst of presenting your annual marketing budgets to your CEO, CFO, and board, I thought I’d write a quick post to remind people what board members actually care about when it comes to the marketing budget.

I understand that, in the throes of budgeting, CMOs can get dragged down into a lot of detail. Diving to a deep level of detail is important, because that’s usually the difference between a real plan and a basic budget.

But, remember people: when we’re talking to the board, we need to be board level. Otherwise, they’re going to mistake you for the VP of marketing operations. (Was the CMO out sick today?)

The board doesn’t want:

  • Vapid marketing cheerleading, particularly if the company is missing plan
  • Overwhelming volume (e.g., 28 slides with a 15-slide appendix)
  • “Banker slides” that overload them with numbers
  • Recycled QBR slides, built for a different audience and purpose

While I’m all in favor of a few introductory slides that present current-year marketing performance, they should be sober and matter of fact. Too often, when CMOs try to present such slides, they end up sounding like this:


So what does the board want?

  • A short deck, maybe 5-8 slides (with a slide on 2024 performance, a list of key objectives, an organization chart, and an overall budget)
  • Some slicing-and-dicing of the demandgen budget that discusses both coverage and efficiency
  • Slides that are custom built for the board audience

And what are the questions that are actually on their mind?

  • What are marketing’s key objectives for the year? Do they align to corporate strategy? Do they align to sales? Are they the right objectives?
  • Where did the budget come from?  Was it trended off last year or built from a bottom-up model?
  • If it was trended, is the total spend growing slower than revenue? Could it be growing slower still? Should it be growing faster?
  • If it was built off a model, who built the model? Are they any good? Is there a single model for sales, marketing, and finance, or is there a cage fight behind the scenes? Can we hit plan if we rely on this model?
  • What does marketing spend look like as a percent of revenue? As a percent of new ARR bookings? Are those percents going down over time? How do they compare to benchmarks?
  • What is our CAC ratio and CAC payback period? How much is marketing contributing to each? Is marketing’s relative contribution going down or up?
  • And if they’re good, what is the sales/marketing expense ratio and how has that trended over time? How does it compare to industry benchmarks? On whose back are we placing the GTM efficiency monkey, and what risks does that entail?
  • Where does the CMO want to spend the marketing money?  How much is going to people vs. programs vs. infrastructure? How has that mix changed over time?
  • Is there any marketing money outside marketing? Does the CEO carry a pet-projects budget for billboards? Do we run a massive user conference? If that money’s not in the budget I’m looking at, then where is it?
  • Do the CRO and CMO seem aligned on the marketing budget and priorities? If not, where do they differ? Does the CMO seem caught in the middle between CEO and CRO priorities?
  • Does the company have an overall model for who generates how much pipeline? That is, pipeline generation targets by pipeline source (aka, “horseman”) by quarter?
  • Has each pipeline owner accepted clear responsibility for their portion of the pipeline and a have a clear plan to deliver it?
  • Does marketing have a plan for how they are going to spend the proposed demandgen dollars? Can I compare that plan to our historical performance to see if it’s realistic?
  • Is marketing focused solely on pipeline generation or do they also worry about pipeline coverage?
  • Does the marketing plan show pipe/spend and cost/oppty ratios? How does the plan compare to our historical performance? Are we increasing efficiency? Is that spreadsheet magic or are there actual reasons why those ratios should increase?
  • Where are we looking at using AI to improve marketing efficiency? What are we experimenting with? How big an improvement can we expect? Have we looked at AI SDRs?
  • How much money is going into squishy things like branding? Can the CMO defend that proposed expense? Do the CEO and CRO agree that this squishy spend is a priority?
  • Can I trust the CMO to execute this plan? If we give them what they ask, will they deliver on the pipeline generation goals and key objectives?

I’m not suggesting that you proactively answer each of these questions in your eight slides. But these are the questions you should be ready for. In terms of how I’d map these to slides:

  1. Current-year marketing performance. Metrics on the left, OKRs on the right.
  2. Next-year proposed OKRs.
  3. Next-year proposed organization chart.
  4. Top-down S&M analysis, e.g., CAC, CPP, sales/marketing expense ratio, history, benchmarks.
  5. Top-down marketing budget analysis, e.g., spend by people/programs/infra, headcount, total cost/oppty.
  6. Overall pipegen and coverage model, e.g., targets by horseman, how pipegen ensures coverage
  7. Demandgen budget analysis, e.g., spend by channel, pipe/spend, DG cost/oppty, coverage.
  8. Menu of 3-5 optional programs with benefits and costs — i.e., try to sell the top ideas you couldn’t fit into the baseline plan in a quest for incremental money.

(Edited 12/2/24 at 9:04am to include last section on slide mapping.)

Why I’m Joining the Board of TechWolf

I’m pleased to announce that I’ve joined the board of Techwolf, a Belgian HR tech company backed by a slew of top venture capital investors including Harry Stebbings’ 20VC, Future of Work boutique Acadian Ventures, vertically-focused SemperVirens, and European-focused Felix Capital, Notion, and Stride.vc.  They also have world-class strategic investors including SAP, ServiceNow, and Workday.

I love when a process works.  This started with an introduction from a trusted friend and category expert, Thomas Otter.  I met with the founders now and again over the years, via the odd Zoom or a coffee on California Avenue when they were in town.  I like this go-slow approach because you get to know the team and the company.  You watch them grow.  You stay in touch.  And then one day an opportunity to work together more formally appears.

Now, let’s talk about what I like about Techwolf:

  • The founders, Andreas, Jeroen, and Mikaël.  Independent directors (known in Europe as non-executive directors) are more about coaching than governance.  Thus, you need great chemistry with the founders.  Your skills need to complement theirs.  And they have to want to learn from you. 
  • The story.  Three computer scientists meet in college, win a hackathon together, found a company for recruiting, realize it doesn’t work, then pivot to a successful strategy around skills management.  C’mon.  Goosebumps.  I love every element of it.
  • The space.  The skills-based organization is a powerful and transformative vision for the future of work.  It’s one that takes technology to implement.  And it’s a great use-case for AI, starting with the problem of building an inventory of skills for the people you have already — before hiring hundreds or thousands of new ones.  It’s a win/win vision because it means companies can do more with less all while providing employees with better growth paths and more stimulating work
  • The validation.  More than my opinion, I was impressed that experts like Jason Corsello (former head of corpdev at Cornerstone), Thomas Otter (former head of product at SuccessFactors, and former Gartner RVP covering the space), and Andy Leaver (former head of EMEA at Workday) all seemed to love the idea, too.  Not to mention the implied endorsements of SAP, ServiceNow, and Workday.
  • The data-centric approach.  Rather than building a classic app that simply links a UI to a database (and leaves the heavy lifting to someone else), the founders cut straight to heart of the problem.  Skills data is a data problem.  And the best data doesn’t live in HR systems; it lives in operational systems and external data sources.  Solve that and the rest is somewhat trivial by comparison.
  • The timing.  I believe this company is in precisely the right place at exactly the right time.  The skills-based organization is a white hot trend in HR and you need technology like TechWolf’s to realize it.
  • The board and investors.  They’ve built a great team here to support them on their mission.  And raised over $55M to pursue it.
  • The fit.  Ever since I moved to Paris to work at Business Objects, I’ve been working with European companies on growth strategies and US expansion.  Thanks to my operating experience in Europe, my board experience at companies like Nuxeo, and my EIR work at Balderton, I feel pretty qualified to help with this sometimes thorny problem.

Thanks to Thomas for introducing us, and thanks to Andreas, Jeroen, and Mikaël, for welcoming me onto the team. 

Why Your CFO Should Be The Customer Testimonial On Your Debt Provider’s Homepage

If you’re VC-backed, you might well have taken some venture debt to top up your last financing round. If you’re PE-backed, it’s probable that your PE sponsor took a material amount of debt — e.g., 1-2x ARR — to help finance the acquisition.

Either way, if you’re an enterprise software startup, there’s a good chance there is some debt on your balance sheet.

Debt providers typically aren’t very attention demanding. They don’t require board seats and they usually don’t ask for board observer rights. Sure, they want detailed monthly financial reporting, but your company is producing those reports anyway and it’s easy to add them to the distribution list. So debt providers don’t necessarily get a lot of mindshare from the executive team and board.

If you have debt, here’s my simple advice on managing it:

  • Ensure covenant compliance tests are on featured prominently on your one-page key metrics dashboard that accompanies every draft operating plan and is presented at every QBR. This keeps covenants top-of-mind, where they need to be. Covenants are, simply put, existential.
  • Try to use debt providers who already work with your investors. This will provide your investors with some leverage if things get dicey. Think: “if you call this loan, you will never do business with our portfolio again.” While such words are more impactful from a relatively big customer, they are also not by any means some kind of invincibility shield.
  • Call when you’re in the yellow zone. Don’t wait until you trip covenants to have a conversation with your debt provider. There are a lot of other options besides calling the loan (e.g., refinancing) and it’s best to discuss them while you’re on the warning track, not against the wall.
  • Build a relationship with your debt provider. As the saying goes, “build relationships before you need them, because by the time you do, it’s too late.” Return their calls quickly. Check in when not strictly necessary. Offer to do reference calls on new deals. Or, speak at their executive dinners. Say yes to the invitation to their baseball box. Appear as a guest on their podcast. Show them the respect you should show someone who just might be in a position one day to bankrupt your company. Because they are.

When having conversations with your debt provider, think of covenants in two ways:

  • In the literal sense, they are part of the contract that you made for your debt. If you break one, you’re in breach of that contract, and they can take whatever remedies the contract provides.
  • The intent of most covenants is to ensure the lender gets paid back. They serve as an early warning system to alert the lender of potential trouble. So, e.g., if you had a big deal slip from 9/30 to 10/05 and that threw off your required Q3 liquidity ratios, then you’ve already corrected the problem within two weeks. Hopefully, that calms repayment concerns.

Remember the lender is not only trying to see if you can honor your word, but more importantly, to see if there’s any incremental repayment risk.

Finally, remember that while covenants are black-and-white tests, what to do when they’re breached is not. The debt provider has a lot of different cards to play, and the vast majority of debt providers are not in the “loan to own” business, so they have no desire to take control of your company. The cards they choose to play will be not only a function of the business situation, but of existing relationships and people.

Which is why I always say that your CFO should be the customer testimonial on your debt provider’s homepage. Who wants to call that loan?

(Thanks to Ian Charles for teaching me this principle back in the day.)

Five Success Principles For Startup Founders

Back in October, I did a live workshop with my second cohort in the Balderton Launched program in London. I sat down intending to use the slides from my first session, but — always one to go with the flow — ended up improvising most of the session in response to the many great questions from participants.

I was so happy with the conversation that I jotted down a bunch of notes to make slides so I could post them. But alas, work got busy (including joining three boards) so I’ve not had time — until today.

So here, finally, are the slides that I wished I’d made before my October Balderton Launched workshop. Thanks for everyone who came along to the session and to Greta Anderson for setting it up. The PDF is here. I’ve embedded the slides below.

I can’t wait to use these with the next cohort!