The moment after the layoff
When the company shrank and your role blurred, the instinct is to hide or to sprint after every shiny opportunity. Instead, I found a quieter, steadier path: gather five real people who used to care about what we made and ask them to teach you again. That small circle replaced anxiety with clarity and turned scattered opinions into a living compass.
Why five people? Why a council?
Five is intimate enough to listen and varied enough to test assumptions. It forces focus: you can’t please millions in a meeting with five chairs, but you can learn what matters most. A customer council becomes a ritual that keeps you honest, sharpens your priorities, and restores relevance without expensive market research.
How to recruit them on a zero/low tech budget
Start from names you already have—leftover users, a friendly vendor, an ex‑colleague who used the product, a loyal client from before the layoff, and one stranger who looks like your target. Send a short, human message: say you’re rebuilding, ask for 60 minutes of candid feedback, offer a coffee (even a digital coffee) or a thank‑you note. Keep it simple and sincere.
Run the first meeting with discipline
Begin with context—a 90‑second story about where you are and what you need to learn. Then ask three focused questions and listen. Take notes; no defending, just hearing. End with one concrete next step for both you and the council member. Repeat monthly. The discipline matters more than the tech you use.
Actionable checklist
- List 15 potential council members from past customers, partners, and friendly strangers.
- Write a 60‑second outreach message and send it to five people this week.
- Schedule a 60‑minute meeting with an agenda: 90‑second context, three questions, one closing ask.
- Create a single shared note (Google Doc or notebook) where you record insights and next steps.
- Set a recurring monthly date with the council; keep it under 75 minutes.
3–5 practical action tips
- Invite diversity into the five: different roles, different pain points.
- Use voice memos if typing slows you—transcribe later by hand to process learning.
- Offer something small and meaningful (useful intro, early access) rather than money.
- Rotate one spot every quarter to bring a fresh perspective into the group.
Teaser for next episode: With feedback in hand, you’ll need focused skill growth—enter a 21‑day learning sprint to regain craft and confidence.
