--- name: jtbd-workshop description: > Run a full Jobs-To-Be-Done discovery workshop with switch interviews, forces-of-progress mapping, ODI outcome scoring, and opportunity statements across 2hr, 4hr, and 8hr formats. license: MIT + Commons Clause metadata: version: 1.0.1 author: borghei category: project-management domain: pm-discovery updated: 2026-06-15 tech-stack: jobs-to-be-done, switch-interviews, forces-of-progress, odi --- # JTBD Workshop Expert ## Overview Run a Jobs-To-Be-Done (JTBD) workshop end-to-end. This skill is the workshop facilitation companion to the `execution/job-stories/` skill (the *writing format* for backlog stories). Where `job-stories/` produces When/Want/So statements for individual backlog items, this skill produces the *upstream discovery output* -- the job hierarchy, the forces driving switching behavior, and the desired-outcome statements that anchor product strategy. The workshop synthesizes four JTBD schools: Christensen's *milkshake* hiring frame, Ulwick's Outcome-Driven Innovation (ODI) with importance/satisfaction scoring, Klement's situation-motivation-outcome canvas (the *job story* format), and Moesta's switch interview method surfacing the four forces of progress (push, pull, anxiety, habit). A well-run workshop produces three artifacts: a ranked job hierarchy with measurable outcome statements, a forces-of-progress map, and a prioritized opportunity list ready to feed PRDs, OKRs, or roadmap themes. ## Core Capabilities - **Workshop facilitation** -- 2hr / 4hr / 8hr agendas with time-blocked outcomes - **Switch interviews** -- four-anchor timeline script (First Thought -> Passive -> Active -> Deciding -> First Use) - **Forces-of-progress mapping** -- push, pull, anxiety, habit canvas and the switch equation - **ODI outcome scoring** -- Ulwick outcome statements with Importance x Satisfaction opportunity scores - **Handoff** -- opportunity statements into assumptions, experiments, PRDs, and roadmap themes ## When to Use - **New product or new segment.** Understand the underlying progress customers are trying to make before building. - **Pivot or strategy reset.** Team is stuck debating features; re-ground in the customer's job. - **Pre-roadmap.** Define the job hierarchy before committing to a quarterly or annual roadmap. - **Stalled adoption.** Customers signed up but did not retain; switch interviews reveal which forces went wrong. - **Onboarding a new product team.** Create a shared mental model of what the customer is hiring the product to do. ## Clarify First Before planning the workshop, confirm these inputs. If any is unknown or vague, ASK — do not assume: - [ ] **Format** — 2h validation / 4h half-day / 8h full-day (sets the agenda depth; 2h is validation, not primary discovery) - [ ] **Target segment** — JTBD is segment-by-job, not persona-by-demographic (defines who you study and which job hierarchy you build) - [ ] **Switch-interview access** — can you recruit recent (90-day) switchers (without customer voice the forces canvas and ODI scores become team-aligned fiction) - [ ] **Trigger/purpose** — new product / pivot / stalled adoption (shapes which of the four forces to emphasize) Stop rule: ask only the 2-3 that most change the output. If the user says "just draft it," proceed and list your assumptions at the top of the artifact. ## Quick Start 1. Pick a format (2h validation / 4h half-day / 8h full-day) by stakes and availability; define the segment. 2. Recruit 6-12 recent (90-day) switchers and run pre-work switch interviews. 3. Facilitate the agenda; build the job hierarchy, score outcomes (Importance x Satisfaction), fill the forces canvas. 4. Convert top-scored outcomes into opportunity statements (`