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.

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

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

17. 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

18. WHAT CAN YOU DO
ABOUT IT

19. What Can You Do About It?
1. Objectively assess employee engagement

21. What Can You Do About It?
1. Objectively assess employee engagement
2. Accept your responsibility as leaders
3. Make the time

23. 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

24. 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