A master class on practical Leadership and Management first taught at Montreal Game Summit 2017. Covers:
1. Leadership and Management
2. Communication
3. Influence
4. Cooperation and Collaboration
5. Dealing with Conflict
6. Theory of Motivation
7. Managing Creativity
8. Structure and Organization
9. Policies and Staff
10. Team training
11. Strategy and Planning
12. Risk management
13. Establishing Process
14. Values
Empowering Agile Self-Organized Teams with Design ThinkingC4Media
Video and slides synchronized, mp3 and slide download available at URL https://bit.ly/2EyA2RM.
William Evans covers the key principles and practices of design thinking and how it can be leveraged by agile teams to collaboratively test new options and create new value. He presents a case study of how an infrastructure engineering team learned the key practices of design thinking to reduce the lead time for delivering services and systems. Filmed at qconnewyork.com.
William Evans explores the convergence of practice and theory using Lean, Design Thinking, Theory of Constraints, and Service Design with global enterprises from NYC to Berlin to Singapore. He works with a select group of clients undergoing Lean and Agile transformations across the entire organization.
Self-Organisation & Transparency: Delegation PokerPALO IT
One of the key success factors in Agile / Scrum team is the self-organizing maturity of the team. However, there are many shades of grey between no delegation and full self-organization and different challenges to embrace in a traditional command & control mindset.
Through this workshop, Herbert, Agile Coach at PALO IT Hong Kong, introduced Delegation Poker that has become increasingly popular around the world over the past years, to discover how to effectively empower your teams to be self-organizing!
Empowering Agile Self-Organized Teams with Design ThinkingC4Media
Video and slides synchronized, mp3 and slide download available at URL https://bit.ly/2EyA2RM.
William Evans covers the key principles and practices of design thinking and how it can be leveraged by agile teams to collaboratively test new options and create new value. He presents a case study of how an infrastructure engineering team learned the key practices of design thinking to reduce the lead time for delivering services and systems. Filmed at qconnewyork.com.
William Evans explores the convergence of practice and theory using Lean, Design Thinking, Theory of Constraints, and Service Design with global enterprises from NYC to Berlin to Singapore. He works with a select group of clients undergoing Lean and Agile transformations across the entire organization.
Self-Organisation & Transparency: Delegation PokerPALO IT
One of the key success factors in Agile / Scrum team is the self-organizing maturity of the team. However, there are many shades of grey between no delegation and full self-organization and different challenges to embrace in a traditional command & control mindset.
Through this workshop, Herbert, Agile Coach at PALO IT Hong Kong, introduced Delegation Poker that has become increasingly popular around the world over the past years, to discover how to effectively empower your teams to be self-organizing!
Only in fairytales are emperors told they are naked3gamma
Many organisations don’t do effective project governance. Often, conversations like this are heard up and down the corridors of our businesses: “I don’t care what the report says. I don’t care if you think that you’re going to deliver late with less functionality. That’s not going to happen. You will be on time, and it will work. Now stop wasting time in my office and go make it happen.”
60-70% of change initiatives fall short of expectations because leaders have "institutionalized Underperformance." By creating a "Learning Organization," yours need not be among them.
Senior executives facing radical change can either:
Defer crucial decisions;
Engage (and train) external consultants, OR;
Leverage tomorrow's leaders to build the "Learning Organization" of tomorrow
Lead their organizations to achieve greater than $350 million in financial benefit
Resolve significant organizational pain points
Radically transform culture
Develop the leaders of tomorrow as together they create the future-state
Looking for org development / change management workshop input?Geoff Puddepha
Stimulate thinking on organisational effectiveness and develop ways of working to deliver change and transformation with this handout - includes a summary of key publications from Kotter, McKinsey and others
Leading in Paradox: An introduction to polaritiesCheryl Doig
We live in increasingly complex times. Such times require leaders to be adaptive and flexible, to accept that there may not be a ‘right’, ‘wrong’, or ‘single’ answer, and to be comfortable with uncertainty. This slideshare introduces leaders to understanding the difference between problems and polarities. It aims to start the conversation rather than provide the tools and strategies for leading in paradox.
In traditional business enterprises, supervisors and managers need to get approval for any decision. This causes delay and stagnation. Using holacracy, decisions are made based on collaboration with peers who have insight and knowledge of the problem and the solution. Information can be extracted to make a sound business decision. This engages everyone to take ownership of the problem so that business can succeed without delay. Management sets the boundaries and limitations so that the organization is not placed into jeopardy. This a new way of thinking so that the human talent is engaged and empowered, companies are more profitable, and customers are satisfied with the improve delivery of service or output of product. In the health and safety consulting business, our staff of CIHs and CSPs define the problems and develop the solutions so that business can be more sustainable by lowering their risk and limiting their liability. It also helps meet regulatory obligations and insurance requirements.
05. Changing minds - interdisciplinary tools for behaviour changeMatt Postles
Behaviour change expert Dr. Fiona Spotswood outlines the key perspectives and assumptions we make when designing behaviour change interventions and introduces practical interdisciplinary tools for avoiding the pitfalls.
Michael Lee Stallard's slides and audio from a webcast to members of the American Society for Training and Development (ASTD), the world's largest association of training professionals. The webcast looks at findings in the field of neuroscience and their implications for the leadership of teams and organizations.
This talk to the IPAC annual conference on August 21 2012 addresses the question why, if collaboration is so good and beneficial, then why do we not do it more often or more successfully?
The kickstarter to measuring what matters Evanta CISO 2017Jack Nichelson
Does counting the number of intrusions a firewall blocked in a month really justify the capital spend on security projects? What kind of operational data demonstrates cybersecurity leaders’ long-term budgetary needs for their programs and at the same time shows the progress they’ve made over the years? Learn how a duo of cybersecurity professionals used thought leadership and a goals-based approach to build the case for past capital and future spend — a system that won them both dollars and trust with peers and their boards.
Project Leadership 3rd Edition Book Launch Presentation at Said Business SchoolDonnie MacNicol
As presented on 17th December 2015 with my co-author Sarah Coleman. We were delighted to have our official launch at Said Business School, courtesy of Paul Chapman, a Senior Fellow at Said Business School, University of Oxford.
Only in fairytales are emperors told they are naked3gamma
Many organisations don’t do effective project governance. Often, conversations like this are heard up and down the corridors of our businesses: “I don’t care what the report says. I don’t care if you think that you’re going to deliver late with less functionality. That’s not going to happen. You will be on time, and it will work. Now stop wasting time in my office and go make it happen.”
60-70% of change initiatives fall short of expectations because leaders have "institutionalized Underperformance." By creating a "Learning Organization," yours need not be among them.
Senior executives facing radical change can either:
Defer crucial decisions;
Engage (and train) external consultants, OR;
Leverage tomorrow's leaders to build the "Learning Organization" of tomorrow
Lead their organizations to achieve greater than $350 million in financial benefit
Resolve significant organizational pain points
Radically transform culture
Develop the leaders of tomorrow as together they create the future-state
Looking for org development / change management workshop input?Geoff Puddepha
Stimulate thinking on organisational effectiveness and develop ways of working to deliver change and transformation with this handout - includes a summary of key publications from Kotter, McKinsey and others
Leading in Paradox: An introduction to polaritiesCheryl Doig
We live in increasingly complex times. Such times require leaders to be adaptive and flexible, to accept that there may not be a ‘right’, ‘wrong’, or ‘single’ answer, and to be comfortable with uncertainty. This slideshare introduces leaders to understanding the difference between problems and polarities. It aims to start the conversation rather than provide the tools and strategies for leading in paradox.
In traditional business enterprises, supervisors and managers need to get approval for any decision. This causes delay and stagnation. Using holacracy, decisions are made based on collaboration with peers who have insight and knowledge of the problem and the solution. Information can be extracted to make a sound business decision. This engages everyone to take ownership of the problem so that business can succeed without delay. Management sets the boundaries and limitations so that the organization is not placed into jeopardy. This a new way of thinking so that the human talent is engaged and empowered, companies are more profitable, and customers are satisfied with the improve delivery of service or output of product. In the health and safety consulting business, our staff of CIHs and CSPs define the problems and develop the solutions so that business can be more sustainable by lowering their risk and limiting their liability. It also helps meet regulatory obligations and insurance requirements.
05. Changing minds - interdisciplinary tools for behaviour changeMatt Postles
Behaviour change expert Dr. Fiona Spotswood outlines the key perspectives and assumptions we make when designing behaviour change interventions and introduces practical interdisciplinary tools for avoiding the pitfalls.
Michael Lee Stallard's slides and audio from a webcast to members of the American Society for Training and Development (ASTD), the world's largest association of training professionals. The webcast looks at findings in the field of neuroscience and their implications for the leadership of teams and organizations.
This talk to the IPAC annual conference on August 21 2012 addresses the question why, if collaboration is so good and beneficial, then why do we not do it more often or more successfully?
The kickstarter to measuring what matters Evanta CISO 2017Jack Nichelson
Does counting the number of intrusions a firewall blocked in a month really justify the capital spend on security projects? What kind of operational data demonstrates cybersecurity leaders’ long-term budgetary needs for their programs and at the same time shows the progress they’ve made over the years? Learn how a duo of cybersecurity professionals used thought leadership and a goals-based approach to build the case for past capital and future spend — a system that won them both dollars and trust with peers and their boards.
Project Leadership 3rd Edition Book Launch Presentation at Said Business SchoolDonnie MacNicol
As presented on 17th December 2015 with my co-author Sarah Coleman. We were delighted to have our official launch at Said Business School, courtesy of Paul Chapman, a Senior Fellow at Said Business School, University of Oxford.
As technology enables workers to decentralize their work, clocking "in" and "out" will no longer be necessary. Workers may rarely be in the office, and their working hours may bear little resemblance to the traditional nine-to-five schedule.
What might the workplace look like in the year 2020?
کارگاه سوم تامزآپ 98 - تیمسازی و انتخاب همبنیانگذارTUMSup
تشکیل تیم مناسب کاری دشوار است و نیاز به مهارتهای مختلفی دارد ولی راهکارهایی نیز برای تسهیل و تسریع تشکیل تیم و بهبود فرآیند آن وجود دارد که علی گنجیزاده در کارگاه سوم مرحله اول برنامه تامزآپ آنها را آموزش داد.
Coaching leaders: how to get it right, and how to get it really, really wrongCraeg Strong
We've all been there: your grassroots Agile movement is going great, but the real success that comes from systemic change is being blocked by antipattern leadership behaviours. Everyone knows leadership desperately needs some coaching. Unfortunately, accessing your fearless leaders seems nigh impossible… and when you do finally get time with them the messages don't quite seem to land.
In this talk, we will cover:
Tips for getting in the door with your leadership team
Tips for success once you've established a coaching relationship
What you definitely want to avoid
Using Vertical Development in a complex and unpredictable world Kate Pilgrim
Summarising MDV Consulting’s White Paper: ‘What in the world is going on?’ – a guide to using vertical development or adult development to foster leaders capable of thriving in a world of increased complexity and unpredictability. Sets out the background to our modern world, key capacities and capabilities needed to thrive in complexity and volatility and examples of developmental practices and habits for leadership capacity building.
A master class on practical Leadership and Management first taught at Montreal Game Summit 2017. Covers:
1. Leadership and Management
2. Communication
3. Influence
4. Cooperation and Collaboration
5. Dealing with Conflict
6. Theory of Motivation
7. Managing Creativity
8. Structure and Organization
9. Policies and Staff
10. Team training
11. Strategy and Planning
12. Risk management
13. Establishing Process
14. Values
This was a presentation given by Penny Hubbard-Brown and Stephen Wong of Mace to the APM Hong Kong branch membership and guests. The presentation was entitled 'What is proactive project management?'
Jeff Gallimore, Gene Kim, and Tim Buntel discuss the tactics behind expanding DevOps in the enterprise, in this great presentation. Watch the on-demand webinar here: http://bit.ly/2xygVQ7
In this advanced business analysis training session, you will learn Stakeholder Management. Topics covered in this session are:
• Problem Description
• Stakeholder Management
• Identify your Stakeholders
• Analyze your Stakeholders
• Prioritize your Stakeholders
• Engaging your Stakeholders
• Managing Expectations
For more information, click here: https://www.mindsmapped.com/courses/business-analysis/advanced-business-analyst-training/
Presentation pmi - october 26 - 2017 - naji bejjaniPMILebanonChapter
Talking Points & Agenda:
* Reminder of what EQ is – The 5 dimensions
* How to use EQ in project engagements
* EQ impact and effects on project execution
* Consequence of leveraging EQ on project results
Learning Objectives:
Project management is too often focused on the hard skills of executing a project.by the end of the session participants will understand how, by using EQ, the “soft side” of the project can direct boost its “hard” results.
About the Speaker: Dr. Naji Bejanni
Dr. Bejanni has done his Doctoral studies in Econometrics at La Sorbonne, with a Double “maitrise” in Econometrics and in International Relations from Université Dauphine in Paris, and a double M.B.A. from I.E.S.E., Barcelona, and from HARVARD External program.
He taught 6,000 students for 23 years in important Lebanese universities in senior courses, MBAs, and Doctoral programs.
He is an international management consultant, coach and trainer, and a key note speaker in leading conferences in Lebanon and 22 countries across 4 continents.
Was a regular columnist in many magazines (E.g: “Le Commerce du Levant”, “Masculin”, Al Iktissad wal Aamal”), being on the cover story of 2 of them.
Over more than 2 decades, he has provided 60 consulting assignments and trained more than 50,000 people from thousands of companies.
Has been the Private coach of businessmen, politicians, and opinion leaders often on Leadership and public speaking.
He has been also coaching entrepreneurs since 1999 first in universities, then also in BERYTECH since 2002. He was a jury member in the MIT Arab Business Plan Competition and in BERYTEC and guest in many talk shows on Lebanese TV.
Dr. Bejanni has been a keynote speaker in several conferences in the region speaking to medical doctors and government officials in the « Kuwait Health Reform » conference; the international congress for businesses in Bahrain: “Benchmarking for Excellence”, about: “Balance Scorecard” and “Six Sigma”; “Enhancing Productivity” in the 4th GCC International Congress on Productivity in Bahrain; TEDx speaker on Emotional Intelligence in NDU (on Youtube); More recently a panelist in a Digital Transformation Congress in AUB, talking about the effect of Digital Transformation on Education
Organizational design refers to the way in which a company functions. Good organizational design aligns the company’s processes and management functions with its overall goals.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
2. 2
Part 1: We spoke about
1. Leadership and Management
2. Communication
3. Influence
4. Cooperation and Collaboration
5. Dealing with Conflict
6. Theory of Motivation
7
3. 3
Part 2: We will talk about
7. Managing Creativity
8. Structure and Organization
9. Policies and Staff
10. Team training
11. Strategy and Planning
12. Risk management
13. Establishing Process
14. Values 8
9. 9
Divergent associations:
▪ Combine different, often unusual,
elements from worldview
▪ Reformat an existing element through
the prism of another (often seemingly
unrelated) element
218
19. 19
Types on intelligence:
▪ Fluid intelligence
▪ Quick reasoning on unfamiliar domain
▪ Declines with age
▪ Crystallized intelligence
▪ Recombining existing knowledge
▪ Improves with age
20. 20
Divergent Thinking:
▪ What helps:
▪ Playfulness of the situation
▪ Positive mood
▪ What doesn’t help:
▪ Negative mood
▪ Sleep deprivation
21. 21
Brainstorms
▪ Brainstorms with many participants usually
don’t work so great due to social/cognitive
biases at play…
▪ Could be easily hijacked by the most proactive
members
▪ Group can easily conform to a specific direction
or person
▪ Can be significantly slower compared to an
individual
▪ Prone to priming pressures
▪ Etc.
22. 22
Brainstorms
What could be done better:
▪ Broad domain exploration phase (btw a
creator who refuses to look at competition
game to stay “pure” should be let go)
▪ Separate in time the exposition of the
problem and ideas presentation
▪ Individual or small group work on new ideas
is often more productive
▪ Separate in time new idea presentation and
voting/decision making
231
23. 23
What can you do to help?
▪ There are goals every step of the way
▪ There is an immediate feedback
▪ Balance of challenge and skill
▪ Distractions excluded
▪ No excessive worry of failure
24. 24
▪ Does your creative director need to
be a divergent thinker?
In smaller team? In larger team?
▪ Creative director == young, original
thinker? Or experienced, broad mind?
31. 31
Structure & Organization
▪ Structure
▪ Part of management system
▪ Reporting chain
▪ Objective authority
▪ Organization
▪ Who to go to with a particular issue
▪ Whose opinion is valued?
▪ Subjective authority
241
32. 32
Structure
▪ Separates people by focusing their
attention on part of the whole
▪ Often portrayed as a chart
▪ Defined areas of responsibility
▪ Objective authority through reporting
chain
242
34. 34
Structures:
▪ Hierarchy:
▪ Clear manager for every employee
▪ Information flow up the reporting chain
(in theory)
▪ Decisions flow down the reporting chain
(in theory)
244
36. 36
Structures:
▪ Matrix:
▪ Dual reporting through domain chain and
through project management chain
▪ Attempts to objectify a healthy conflict
between discipline and project
246
39. 39
“…In 2010, I was an executive officer in the Navy, splitting my time between U.S.
headquarters and being deployed to an international location… I was authorized to hire a
civilian to handle budget management etc.”
“…On his first day, we sat down in front of a large whiteboard, and I gave him a one-hour
history lesson on our organization, ranging from where we fell within the military’s formal
hierarchy to where our tactical units fit within our own. I walked him through our
relationships with other military units, how things had evolved post-9/11, and how our
current structures were designed to function. He took it all in. “Now here’s the bad news,” I
said. “It doesn’t actually work like that…”
“…There’s a complex web of key personalities and networks that make it function,” I
pointed out, “and your job sits right in the middle of them.” He laughed, acknowledging the
challenge that posed. My advice was simple: I’d be back in two months, and when I got
home, I wanted him to explain to me how he thought things actually worked, including his
take on key personalities, critical relationships they maintained, and any other minutiae to
navigating our system. Until then, he was not to engage directly with anyone outside of
our team. We’d move slowly at first so that he’d be able to move fast in the long run…”
41. 41
Organization
▪ A way in which people work together
towards a common goal or for
common good
▪ Subjective authority
▪ Usually involves interactions through
different relationship types
251
46. 46
Relationship Types:
▪ Advise Giver-Seeker:
▪ Advise givers may be internal or external
▪ An important subtype: Mentor-Trainee
256
47. 47
To summarize:
There are 4 common organizational
relationship types:
▪ Supplier-Customer
▪ Peer-to-Peer
▪ Decision Maker-Follower
▪ Advise Giver-Seeker
48. 48
Beware…
▪ Organization is often more important
than structure due to social inertia at
play:
▪ Companies survive structure changes
every 6 months
▪ Companies often don’t survive
organization break down 258
49. 49
Beware…
▪ The structure change doesn’t
immediately change the
organization…
▪ The organization is not always a
positive factor… It may slow down
change significantly
▪ Conformance to authority may
develop rather quickly… 259
50. 50
▪ The Milgram experiment on obedience to
authority figures was a series of social
psychology experiments conducted by
Yale University psychologist Stanley
Milgram. They measured the willingness
of study participants to obey an authority
figure who instructed them to perform
acts conflicting with their personal
conscience.
-Wikipedia
260
51. 51
▪ Elements of conformity could be positive or negative
for any team… Falling in line behind a decision could
be positive, unless, of course, it is a wrong decision…
53. 53
▪ Here are some example of structure
surgeries that can help solve specific
production issues:
54. 54
Structure surgery:
▪ Protect product innovation:
▪ Any corporate structure rapidly becomes
conservative and concerned with
maintaining its own existence
▪ It will routinely kill innovation
▪ New products/ideas are better explored by
Skunk Works type org with direct line to the
very top or near top and limited information
exchange with the rest of org
55. 55
▪ From Kelly Johnson’s 14 rules of Skunk Works:
▪ The Skunk Works manager must be delegated practically complete control of his program in all
aspects. He should report to a division president or higher.
▪ The number of people having any connection with the project must be restricted in an almost
vicious manner. Use a small number of good people (10% to 25% compared to the so-called
normal systems).
▪ There must be a minimum number of reports required, but important work must be recorded
thoroughly.
▪ Access by outsiders to the project and its personnel must be strictly controlled by appropriate
security measures.
56. 56
Structure surgery:
Speed up decision making:
▪ Committees often end up operating by consensus
▪ Many organizations devolve into a distributed
committee where many stakeholders can be
saying “no” (the least risky option for the exec)
and very few “yes” (a very risky option for the
exec)
▪ Elevate a single person to position of authority
and let that person rebuild a group of followers
around. Prepare for casualties…
57. 57
Structure surgery:
▪ Improve customer fit of products:
▪ Parts of the organization may be overly
preoccupied with their piece of the whole
and forgetting about the overall
customer needs
▪ Verticalize the structure with the team
responsible for end to end feature
(feature pods)
58. 58
Structure surgery:
▪ Improve robustness of technology:
▪ Key pieces of product relied on by
multiple internal customers may not
have an owner
▪ Horizontalize the structure with a team
responsible for a library or engine (e.g.:
establish central tech team)
59. 59
Structure surgery:
▪ Lower cost:
▪ Internal development is expensive. Non
core assets, engines, game modes can
be outsourced or licensed
▪ Helps to not pay for the team in between
projects
60. 60
Structure surgery:
▪ Increase quality:
▪ Outsourced and licensed assets, engines
etc. may not be specifically designed for
your product and may weigh down on
overall quality
▪ Insourcing the work and creating
internal expertise, generally improve
quality longer term
63. 63
Your new engineer (3 weeks on the job)
comes over early in the morning: “You
asked me yesterday to check if the slow
frame rate had to do with the number
of rendering primitives we are
drawing.”, says the engineer and
continues: “I checked it and this is not
the case. What do you want me to do
next?”
64. 64
▪ What do you do:
(a) Ask to verify physics
system
(b) Tell that you (or Sr.
Engineer Bob) will profile tomorrow
(c) Ask to figure out profiling
issue and not bother you
unless 100% stuck
65. 65
Working through others
▪ Few things can be accomplished by a
single individual…
▪ You can try to do everything yourself
(and fail) or work through others
276
66. 66
Beware
▪ Working through others is less about
specialist work
▪ Leaders/managers trade depth of
expertise for breadth of knowledge
277
67. 67
Working Through Others
▪ Through leadership
▪ Purpose
▪ Focus
▪ Commitment
▪ Through management
▪ Assessment
▪ Strategy/Plans
▪ Structure/Organization
▪ Control/Decisions/Process
278
68. 68
▪ What do you do:
(a) Give another task
(b) Take job back
(c) Give up control
69. 69
If you answered (a) or (b)
Soon or immediately after:
Your new engineer: “What do you want
me to do next?”
70. 70
If you answered (c)
You may have started to give
ownership of the problem to someone
71. 71
▪ Working through others imply establishing
a policy and not taking the job back
77. 77
Do you have a Policy?
▪ For your own job?
▪ Do you know what needs to be done?
▪ Do you know what is your decision
domain?
▪ Do you know what is available to you?
288
78. 78
▪ Imagine you are a ex Technical Lead who moved
on to a management role
▪ You are a manager of the new Systems lead
▪ First party has just bounced back your game
submission because of a crash bug. There is a
risk of busting the ship date…
▪ Technical Director of the project is not available.
Already out on PTO and on a flight to Sydney
(not Sydney, NS)
▪ Systems lead is struggling…
▪ You think the team is not on the right path and
you have a very good idea what to investigate
and eventually fix the issue
79. 79
▪ Do you:
(a) Let your Systems lead continue to look for a fix
(b) Take charge of the issue
80. 80
Breaking Policies
▪ Sometimes, policies must be broken…
▪ If the house is on fire, abandon
policies and act as a specialist if you
know how and think this will help. You
will sort out policy issues later
291
81. 81
▪ Interviewing one of directors of a
project about to implode:
“...But I am not here to do low level
work, my responsibility is to support
my leads, even letting them do their
mistakes…”
82. 82
Breaking Policies
▪ Sometimes, you may allow people to
make mistakes
▪ You may not allow people you are
responsible for to make career ruining
mistakes
293
84. 84
Performance Issues
▪ Is the rock too big for the person?
▪ Redesign the work…
▪ Is the person too small for the rock?
▪ Exercise leadership…
295
85. 85
The Rock
▪ Lack of resources
▪ Lack of time
▪ Wrong scope
▪ Unrealistic quality target
▪ Boxed by some/all of the above
296
86. 86
The Pyramid
It is often said: can only
do 3 out of 4 or even
worse 2 out of 4…
(will come back to this
one later)
297
Time
Cost Scope
Quality
88. 88
The Person
▪ Lacks knowledge
▪ Training? Mentor-trainee relationship?
▪ Doesn’t know what needs to be done
▪ Policy lacking? Training?
▪ Not feeling work is important
▪ Common end missing or misaligned?
▪ Not feeling work is doable
▪ Plan ok?
299
89. 89
The Person
▪ Misunderstands what needs to be
done
▪ Communication ok?
▪ Bored, not interested in work
▪ Needs ok? Vision ok?
▪ Thinking that it needs to be done
differently
▪ Trust?
300
90. 90
The Person
▪ Conflicts with others
▪ Trust? Needs? Competition? Culture?
▪ Stalled by others
▪ Plan? Structure? Organization?
▪ Outside context
▪ May not be fixable…
301
92. 92
Intervene
▪ Present factual results
▪ Confirm factual results
▪ Ask what happened? why?
▪ Listen…
▪ Use leadership & management tools
to offer ways forward and leaving the
freedom of choice always open to the
individual
303
93. 93
Beware
▪ You cannot react to what you think
someone thought or to your
interpretation of behaviour. Both may
be significantly off
▪ You can only react to the fact of
results committed not achieved
304
94. 94
Beware
▪ Attribution bias is often very strong
with managers (attributing behaviour
to the person rather than the
situation)
▪ It is ok to sometimes try to change
someone’s situation (move to another
team). It is not always “passing a
problem to others”
305
95. 95
Beware
▪ Psychological reactance. Motivational
reaction to imposed rules or
regulation that appear to limit
behavioural freedom of choice of the
individual. It may result in significant
strengthening of the opposition
306
97. 97
Change…
▪ Team is not making progress
▪ Market moved rapidly
▪ Consumer tastes changed
▪ Technology changed
▪ Costs are up, revenues are down
▪ Team failed or on a path of failure
308
99. 99
Change
▪ Identify barriers
▪ Multiple, wrong or no agenda (no common end)
▪ No commitment
▪ Poor organization
▪ Inability to communicate
▪ Lack of trust
▪ Conflict
▪ Etc.
▪ Determine immediate steps to get past
barriers
310
100. 100
Change
▪ Intervene with small group of key
individuals first
▪ Intervene with a larger group after
▪ Get out of the way! Leaving updated
policies behind
311
120. 120
▪ It takes 10000 hrs to become
really good at something. It takes
relatively little time (100-300 hrs)
to understand key elements of an
unfamiliar field. Don’t be afraid to
spend time to do it! It will help
your decision making a lot
123. 123
▪ What is the process to arrive to
effective, long term (strategic) vision?
124. 124
▪ Ultimately establishing strategic vision is like
making a bet… Has to do a lot with creativity and
divergent thinking. Answers What? and Why?
125. 125
▪ Followed by figuring out steps/tactics to
achieve it (plan). Having to do a lot with
convergent thinking. Answer Who? and How?
127. 127
Strategy:
▪ Situational Assessment:
▪ Information sources, their quality and
volume
▪ Strong points and weak points
▪ Existing expertise
▪ Technology base
▪ Reliability of the assessment
128. 128
Strategy:
▪ Trends and Opportunities:
▪ Market dynamics (e.g.: raise of PC free
to play, VR/AR or Switch)
▪ Exploiting existing advantages (e.g.:
move to a new platform or new territory
with an existing title)
129. 129
▪ Tools:
▪ Google Trends
▪ Analytics of your prior games
▪ Sales stats
▪ Top charts
▪ NPD
▪ VGchartz
▪ Etc.
130. 130
Strategy:
▪ Vision of Desired Outcomes:
▪ Purpose (why your desired outcome is
valuable or essential)
▪ Focus (what is important and what is
not)
▪ Ultimately, a bet…
131. 131
Blue Ocean Strategy
Creative entrepreneurship.
What to focus and not to
focus on when building a new
product or service
344
W. Chan Kim and Renée Mauborgne
132. 132
Strategy:
▪ Success Metrics:
▪ What would indicate the strategy succeeding
▪ Number of players?
▪ DAU?
▪ ARPPU?
▪ Retention?
▪ MC?
▪ More often than not this changes radically
overtime…
▪ Beware of making this part of your vision… It
can be misinterpreted
133. 133
To summarize:
Important strategy elements:
▪ Situational assessment
▪ Trends and Opportunities
▪ Vision of Desired Outcomes
▪ Success Metrics
135. 135
Common Strategic Mistakes:
▪ Hidden status-quo preference:
▪ Lets innovate, but not loose existing
markets and products…
▪ Lets try a MTX/free to play business model
but still charge $80 for the box…
136. 136
Common Strategic Mistakes:
▪ Hijack by secondary goal:
▪ Letting synergy or savings from unification override
product vision
▪ E.g.: to minimize cost lets all move to the same
technology (It got to be cheaper! Sharing will be
incredible! We don’t need 5 streaming systems in the
company etc.)
▪ Games of different genres (e.g.: sports games and
shooters) require quite different tech… Little if any
long term savings when unifying tech, lots of politics
to control the shared resource, high immediate cost to
unify.
138. 138
Common Strategic Mistakes:
▪ False consequence:
▪ Correlation is not causation
▪ E.g.: High Metacritic means persistent value
of properties means high revenue. So lets
aim for high average MC!
▪ What if you achieve high MC but don’t sell?
▪ Teams also start to care about MC at the expense
of dev costs…
139. 139
▪ 6 elements of a Plan to achieve
the desired strategic vision:
140. 140
Elements of a Plan:
▪ Prioritized scope (focus):
▪ Outlines deliverables/features in
prioritized form
141. 141
Elements of a Plan:
▪ Resources:
▪ Staffing
▪ Time
▪ Budget
▪ Equipment
▪ Etc.
142. 142
Elements of a Plan:
▪ Predictability:
▪ Historical data
▪ External experience
▪ Granularity of planning
143. 143
Degrees of assessment
▪ Knowing you are doing well
▪ Knowing you are doing poorly
▪ Not knowing you are doing poorly
▪ Not knowing you are doing well (You
would think this doesn’t happen?)
144. 144
To summarize:
Elements of a Plan:
▪ Prioritized Scope
▪ Resources (Staff, budget, time)
▪ Predictability
Discussed previously:
▪ Structure and Organization
To be discussed:
▪ Risk Management
▪ Process
154. 154
▪ You are in charge of relief in an
emergency zone:
▪ Option A: Save 200 lives
▪ Option B: 33% chance to save all 600
people and 66% chance saving no one
155. 155
▪ You are in charge of relief in an
emergency zone:
▪ Option C: Let 400 die
▪ Option D: 33% chance to save everyone
66% chance 600 will die
156. 156
Risk
▪ Risk is the potential that a chosen
action or activity (including the choice
of inaction) will lead to a loss (an
undesirable outcome).
- Wikipedia
369
162. 162
Likelihood vs. Magnitude
▪ High likelihood/high magnitude risks need
to be addressed: avoided, mitigated or
transferred
▪ Low likelihood/low magnitude risks could
be accepted
▪ Low likelihood/high magnitude?
▪ High likelihood/low magnitude?
169. 169
Thinking Fast and Slow
Intuition, logic and cognitive
biases
382
Daniel Kahneman
170. 170
Dealing with Cognitive Biases
▪ Awareness of the biases helps to fight
them
▪ Talking to advisors you trust
▪ Developing and forcing your “System 2”
more:
▪ System 1: Initial intuitive perception of the
problem
▪ System 2: Executive control that uses
System 1 output and prospects into the
future and attempts checking current
hypothesis
172. 172
The Big Four:
▪ Add time (or deliver in parts)
▪ Add resources (people, budget etc.)
▪ Reduce scope (reprioritize scope)
▪ Reduce quality (compete on price)
173. 173
Dealing with Risk:
▪ Prototype:
▪ Develop a small scale version that
addresses some or all of the key risks
▪ You cannot build a game before you
build a game though…
386
174. 174
Dealing with Risk:
▪ Plan B:
▪ If you have a fall back you can
potentially afford to risk
▪ Perhaps implement Plan B first before
proceeding with risky Plan A
387
175. 175
Dealing with Risk:
▪ Develop alternatives:
▪ Develop multiple solutions usually by
different teams
▪ Could be really expensive
▪ Could help mitigate technical, IT and
tools risks
388
176. 176
Dealing with Risk:
▪ Parallelize:
▪ Split the problem into parts
symmetrically
▪ Build content by multiple teams working
in parallel
389
177. 177
Dealing with Risk:
▪ Pipeline:
▪ Split the problem asymmetrically
▪ Once loaded, pipeline output is a fraction
of the overall that equals to the time in
the longest phase
390
178. 178
Dealing with Risk:
▪ Iterate:
▪ Cyclically refine the solution until
reaching quality threshold or running out
of time
391
184. 184
▪ Game development projects rarely fail
purely because of the process issues…
▪ Yet, solid process helps to establish work
collaboration patterns and can definitely
improve your efficiency
▪ It usually helps to improve in areas you
already know how to solve…
185. 185
Any Development Process:
▪ Turns goals into designs and into
actions
▪ Actions produce artefacts
(deliverables and information)
▪ Evaluates progress towards goals
▪ Surfaces new discovery
▪ Adjusts goals, plan and the process
itself
186. 186
Practices and Methodologies
▪ Practices
▪ Rapid prototyping
▪ Incremental development
▪ Continuous integration
▪ Methodologies
▪ Agile Scram
▪ Scaled Agile Framework (SAF)
▪ Large Scale Scram (LeSS)
▪ Kanban
▪ Design/Prototype first
187. 187
Waterfall
▪ Somewhat of a historic accident. Mentioned (not by name) in Dr.
Winston W. Royce “Managing the Development of Large Software
Systems” IEEE WESCON 1970 as an example of what not to do…
“I believe in this concept, but the implementation described above is risky
and invites failure”
Dr. Winston W. Royce
188. 188
Important Questions:
▪ How often will requirements change?
▪ How much discovery is anticipated?
▪ Is it shallow discovery or fundamental
discovery?
▪ New product vs. sequel vs. evolutionary
product?
▪ Proportion of content work to engineering
work?
▪ What are the internal and external
dependencies?
▪ Cost of failure?
189. 189
Agile Scram -ish Design/prototype
first -ish
Kanban -ish
Area Gameplay
programming, AI
features
Low level engine
(streaming system,
low level animation
etc.)
Character art,
environment art
Requirements Driven by designers Driven by TD
(budgets, tech
direction)
Driven by AD (style
guide, art direction
doc)
Change Significant, usability
driven
Moderate,
experiment driven
Moderate, art
feedback driven
Scalable Yes No Yes
Pipelineable No No Yes
Feedback frequency
needed
Frequent Infrequent Moderate
190. 190
With Any Process
▪ Distribute ownership and create policies
▪ Evolve the organization
▪ Have a method to resolve or moderate
conflicts
▪ Adapt the process for the work that needs
to be done rather than attempting to
readjust work to fit the process
404
191. 191
Beware
▪ Small, well maintained process is always
better than a complex one that no one
manages to follows
▪ Any process seems to work better on your
next game (mostly since organization and
knowledge have evolved)
▪ Game development is not just software
development, not everything in terms of
existing processes can be applied without
change
405
192. 192
Signs of a broken Process:
▪ Grave-yard of tracking documents
▪ Started a tracking doc that survived for
2-3 weeks
▪ Outdated bibles
▪ When something unexpected happens
– meetings get cancelled
▪ People on the team don’t know who is
in charge of the entire project…
406
193. 193
Project Management Body of
Knowledge (PMBOK)
Encyclopedia of project
management patterns and
techniques.
407
Project Management Institute
195. 195
Your Toolset of Leadership and Management:
410
Communication Tools
Influence Tools
Cooperation and
Collaboration tools
Tools to deal with conflict
Understanding of motivation
Understanding of creativity
Policies
Structure and
Organization
Training tools
Planning tools
Risk management
Processes
196. 196
▪ What is often more important for
sustained success are shared convictions
and principles
▪ Shared convictions and principles ==
values
▪ Values develop over time through
successes and failures, but they take a
leader to spell out.