8. 1. Confidence
2. Cost
3. Commitment
4. Conflict
5. Cooperation
a. Example
b. Risk profile
c. Hard for me
d. Training
9. 1. Confidence
2. Cost
3. Commitment
4. Conflict
5. Cooperation
a. Example
b. Risk profile
c. Hard for me
d. Training
What it means to me; Rules of thumb.
35. 1. “It’s not working because they’re
not using the tool/engine/system
correctly!”
2. “I had to rewrite it because they
couldn’t tell me what they wanted!”
Cooperation
36. Surprise is the enemy.
Every day find a way to make
something more boring.
Cooperation
37. 80% of the thing is selling the thing
1. Know what people say they want
2. Paint a picture for the future you’re
selling
Cooperation
40. 1. Confidence
2. Cost
3. Commitment
4. Conflict
5. Cooperation
a. Example
b. Risk profile
c. Hard for me
d. Training
How I approach the trade-offs.
48. > a. Kill yourself / Burnout
b. Long-term failure
< a. No one can work with you
b. Implicit promises.
Commitment
49. > a. Kill yourself / Burnout
b. Long-term failure
< a. No one can work with you
b. Implicit promises.
1. Steady pressure: 80/50 Rule
Commitment
50. > a. Kill yourself / Burnout
b. Long-term failure
< a. No one can work with you
b. Implicit promises.
2. Team drive commitments +
veto/review
Commitment
51. > a. Kill yourself / Burnout
b. Long-term failure
< a. No one can work with you
b. Implicit promises.
3. Provide problem and value to solve.
(Never solution)
Commitment
54. > Toxic environment
< a. No creative energy
b. No critical review
1. Survey team constantly
2. Intra-team review comfort
3. Unfiltered feedback firehouse
Conflict
62. Scale of communication.
- Unique per person: Want every
single person to have confidence.
Confidence
63. Scale of communication.
1. Leads needs to know messaging.
2. Easier for people to react. Make
commitments loud and early.
3. All the 1:1s
Confidence
68. Autonomy vs. Management
1. Self-burnout
2. “Oh yeah, that would probably be
pretty easy to do…”
Commitment
69. Autonomy vs. Management
1. Strongly encourage time off
2. We don’t want “heroism” – always
represent it as a problem to be
solved.
3. Examples of implied promises
Commitment
71. Not naturally “warm”
1. First instinct: “Suck it up.”
2. First instinct pretty much always
wrong.
Conflict
72. Not naturally “warm”
1. Time to build trust that I actually
care.
2. Ask if looking for suggestions or
advice.
3. Reminder perception problems are
real problems
Conflict
75. Timing
1. Goal is to stay out of the way of the
next thing (demo, etc.)
2. Build reference targets
3. Dedicated resources to immediate
concerns
Cooperation
76. 1. Confidence
2. Cost
3. Commitment
4. Conflict
5. Cooperation
a. Example
b. Risk profile
c. Hard for me
d. Training
What I want to make sure team knows.
78. How to pitch
What do I need to know most in
order to be confident?
Confidence
79. These things should be included in any
pitch
Paint a picture
Identify Value
Identify Cost
Identify Opportunity to Learn
Strategy for Transition
82. These things should be part of ROI
Development cost
Maintenance cost
Cost of entry
Efficiency return (if applicable)
Player value (if applicable)
Learning value
84. Minimum viable product (MVP)
“You will be able to…”
Separate would-be-nice from
guarantees.
Commitment
85. These things should be part of
commitment
Concrete changes (What will you be able to do
you can’t do now?)
Problem and part of problem solved. (Not
tasks or tech description.)
Clear expectations about what will not be
done.
87. Clear expectations for values
Not about “changing your
personality” – about effectiveness and
what’s right.
Conflict
88. These things should be part of setting
clear values
What do you believe?
Connect to news / current events.
Value expectations part of review/1:1 process
Always know who will take action after conflict.
91. These things should be part of
championing solutions
Articulate how the studio/games will be
radically different.
Articulate why the change is important to you,
personally.
Need to know how to gather support.