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Building the right team | Ralf C. Adam
The document discusses effective team management in project-based environments, emphasizing the importance of communication, clear goals, and conflict resolution. It highlights common issues faced by team members, such as misunderstanding project expectations, and recommends proactive project control and proper delegation by project leads. Additionally, it addresses recruitment strategies and the consideration of team size and structure to optimize performance and productivity.
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Building the right team | Ralf C. Adam
- 1. Building the right team EricLabelle, Ralf C. Adam
- 2. This lecture wasfirst held in August 2007 at the GCDC Game Developer’s Conference in Leipzig/GERMANY. The presentation may not include all original materials shown during this speech (pictures, videos etc.) and is solely meant as a summary and handout. All copyrights of presented materials belong to their respective owners. DISCLAIMER
- 3. TEAM MANAGEMENT Usually teammembers… • don’t understand the project plan • don’t follow the project goals • don’t work together with their colleagues • don’t solve their conflicts • don’t know who to inform • don’t tell when they don’t get their tasks finished on time Usually team members… • don’t understand the project plan • don’t follow the project goals • don’t work together with their colleagues • don’t solve their conflicts • don’t know who to inform • don’t tell when they don’t get their tasks finished on time
- 4. TEAM MANAGEMENT Communication isvital • Start project with official kick-off • Agree on… - Mission Statement - Project Plan - Workflow - How to solve problems • Don’t react when it’s too late • Instead establish pro-active project control Communication is vital • Start project with official kick-off • Agree on… - Mission Statement - Project Plan - Workflow - How to solve problems • Don’t react when it’s too late • Instead establish pro-active project control
- 5. TEAM MANAGEMENT Set uprules • Conflicts have highest priority • Don’t search for culprits but for solutions • Document any decision • Meetings only with moderator and agenda Set up rules • Conflicts have highest priority • Don’t search for culprits but for solutions • Document any decision • Meetings only with moderator and agenda
- 6. TEAM MANAGEMENT Why doteam members rebel? • They don’t know what is expected from them • They don’t know what to do (lack of information) • They don’t feel like they belong to the rest of the team • They feel to be treated in an unfair manner by mangager/leads Why do team members rebel? • They don’t know what is expected from them • They don’t know what to do (lack of information) • They don’t feel like they belong to the rest of the team • They feel to be treated in an unfair manner by mangager/leads
- 7. TEAM MANAGEMENT What motivatespeople? • Clear goals • Achievement: Create Ownership • Possibility for personal growth • Work itself: must be meaningful • Personal Life • Technical Supervision Opportunity • (Proper executed) Performance Reviews • Sense of Team identity What motivates people? • Clear goals • Achievement: Create Ownership • Possibility for personal growth • Work itself: must be meaningful • Personal Life • Technical Supervision Opportunity • (Proper executed) Performance Reviews • Sense of Team identity
- 8. TEAM MANAGEMENT What killsmotivation? • Management manipulation • Excessive/unrealistic schedule pressure • Lack of appreciation for personal efforts • Not involving people in decisions • Productivity barriers • (Poorly executed) Performance Reviews • Bad Marketing/PR • Hygiene factors don’t motivate! What kills motivation? • Management manipulation • Excessive/unrealistic schedule pressure • Lack of appreciation for personal efforts • Not involving people in decisions • Productivity barriers • (Poorly executed) Performance Reviews • Bad Marketing/PR • Hygiene factors don’t motivate!
- 9. TEAM MANAGEMENT Solving conflictsin a team… • Solve conflicts immediately! • Each conflict will cost you money! • Responsibility: Project lead • Work out the different opinions • Alternative: Work out the similarities • Last option: Hire conflict consultant Solving conflicts in a team… • Solve conflicts immediately! • Each conflict will cost you money! • Responsibility: Project lead • Work out the different opinions • Alternative: Work out the similarities • Last option: Hire conflict consultant
- 10. TEAM MANAGEMENT The roleof the project lead… • … delegates responsibilities to team members • … does not give the answers but raises the questions: * Who does…? * What (Goal + Definition)? * Why (Cause)? * For what? * Until when? * How (to get there)? * With what? The role of the project lead… • … delegates responsibilities to team members • … does not give the answers but raises the questions: * Who does…? * What (Goal + Definition)? * Why (Cause)? * For what? * Until when? * How (to get there)? * With what?
- 11. Some thoughts on recruiting… Somethoughts on recruiting…
- 12. RECRUITING Usually developers recruit… •… to have a big team like everybody • … to have a star-designer, who will solve all problems • … to catch up on schedule • … to create the ultimate engine • … to replace a departure Usually developers recruit… • … to have a big team like everybody • … to have a star-designer, who will solve all problems • … to catch up on schedule • … to create the ultimate engine • … to replace a departure
- 13. RECRUITING Do you needa big team? • How many people do you really need to make a game in defined time frame? • How many people do you need to have a solid company foundation? • How do you deal with the delta: - flexible structure - outsourcing - double team that can become one Do you need a big team? • How many people do you really need to make a game in defined time frame? • How many people do you need to have a solid company foundation? • How do you deal with the delta: - flexible structure - outsourcing - double team that can become one
- 14. RECRUITING Do you needa star designer? • What will he bring? • Will the team do what he wants them to do? • Is he willing & able to share and work towards a common goal? • A star can’t compensate for a team’s weakness and a team can’t serve one person but only a shared dream Do you need a star designer? • What will he bring? • Will the team do what he wants them to do? • Is he willing & able to share and work towards a common goal? • A star can’t compensate for a team’s weakness and a team can’t serve one person but only a shared dream
- 15. RECRUITING Why do youneed to catch up? • Why are you late? • Won’t a new person make you later? • What will he bring? • Is your team productive enough? • Maybe you are late because of: - lack of adequate tools - lack of shared goals - lack of performance compensation - not good people or not enough training? Why do you need to catch up? • Why are you late? • Won’t a new person make you later? • What will he bring? • Is your team productive enough? • Maybe you are late because of: - lack of adequate tools - lack of shared goals - lack of performance compensation - not good people or not enough training?
- 16. RECRUITING Why do youneed your own engine? • Are you willing to go for the neverending rat-race your own engine will bring with it? • What advantage will it bring? • Will it really materialize? Why do you need your own engine? • Are you willing to go for the neverending rat-race your own engine will bring with it? • What advantage will it bring? • Will it really materialize?
- 17. RECRUITING A different approach •Different team structure: - No more costly size race - More outsourcing - Core team • Unknown designer with market oriented ideas • Compensation program • A training program A different approach • Different team structure: - No more costly size race - More outsourcing - Core team • Unknown designer with market oriented ideas • Compensation program • A training program
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