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Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
Good enough isn’t your studio needs better leaders   keith fuller
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Good enough isn’t your studio needs better leaders keith fuller

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From longtime CEO to first time lead programmer, most leaders in the games industry arrived at their current role with little or no preparation or training. As a result, nine out of ten studios have a …

From longtime CEO to first time lead programmer, most leaders in the games industry arrived at their current role with little or no preparation or training. As a result, nine out of ten studios have a need to improve aspects of people leadership. Few companies will admit it for fear of appearing less than perfect. Instead, the typical response is that they have no need for training or mentoring because the leadership at their studio is “good enough”. No it isn’t, and here’s why.

Intended audience & prerequisites: Anyone responsible for the performance, behavior, or emotional or physical well-being of one or more game developers. Don’t let your experience level or the length of your career stop you from attending. The only prerequisite is an interest in seeing people led well.

Session Takeaway: Attendees will learn the common mistakes that studios make in creating leaders, popular misconceptions about the need for superior leadership, why your company needs to improve in this area, and what you can do about it.

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  • PHOTO: www.kkstudio.gr
  • Transcript

    • 1. GOOD ENOUGH ISN’T Keith Fuller
    • 2. ?
    • 3. Make wildly inflammatory statement Did entire audience huffily storm out? Leave early for dinner with wife! Finish the talk. You did your best. Yes! No
    • 4. Spectrum of Responses So? How do YOU know? You’re full of crap and I’m leaving You may be right We’re not perfect. WIP Disagree, but I’m listening
    • 5. COMMON MISTAKES COMMON MISTAKES
    • 6. Common Mistakes in Creating Leaders 1. Promoting them
    • 7. Select leaders based on these Programming skills Leadership skills Not these
    • 8. Common Mistakes in Creating Leaders 1. Promoting them 2. Default career path = leadership 3. Assuming all leaders know what they’re doing 4. Leaders require no accountability 5. Leaders require less feedback 6. No exit strategy for a bad leader
    • 9. MISCONCEPTIONS
    • 10. Misconceptions about the Need for Excellence in Leadership 1. Ours are good enough
    • 11. Dunning Kruger effect
    • 12. Misconceptions about the Need for Excellence in Leadership 1. Ours are good enough 2. Experienced leaders are good leaders 3. Past success = No need for improvement
    • 13. Misconceptions about the Need for Excellence in Leadership 1. Ours are good enough 2. Experienced leaders are good leaders 3. Past success = No need for improvement 4. Neither time nor money for training
    • 14. Misconceptions about the Need for Excellence in Leadership 1. Ours are good enough 2. Experienced leaders are good leaders 3. Past success = No need for improvement 4. Neither time nor money for training
    • 15. WHAT CAN YOU DO ABOUT IT
    • 16. What Can You Do About It? 1. Objectively assess employee engagement
    • 17. What Can You Do About It? 1. Objectively assess employee engagement 2. Accept your responsibility as leaders 3. Make the time
    • 18. What Can You Do About It? 1. Objectively assess employee engagement 2. Accept your responsibility as leaders 3. Make the time 4. Mentor and teach internally 5. Hire a coach 6. Examine employee retention trends 7. Be active, not passive 8. Be explicit 9. Company values
    • 19. THANK YOU keith@fullergameproduction.com www.fullergameproduction.com @someproducer keithfuller.tumblr.com • Resources – Gallup Study of Employee Engagement and Business Outcomes by Harter, Schmidt, & Hayes – First, Break All the Rules by Marcus Buckingham & Curt Coffman – Dunning-Kruger white paper by David Dunning & Justin Kruger – Think Like a Startup by Josh Nilson

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