Having great documentation is crucial if you want to make a great video game. It’s also vital that your team is actually reading it – if they aren’t reading your documentation, they’re not making your game. Don’t get me wrong, they’re still making a game… it’s just not yours.
Our protagonist, Naofumi, gets summoned to an alternate reality where he and three others are charged with protecting the realm of Melromarc from the waves of catastrophe. Upon their arrival, King Melromarc immediately treats
Over the years I’ve seen a lot of organizations face a lot of problems, and I’m always amazed when I see them jump into blame mode versus solution-seeking mode. I’ve never seen a situation improve by finding someone to blame.
What happened to the team that kicked butt? Where did the flow go? It feels like nobody talks to each other anymore; at least in constructive ways. Everyone is guarded and suspicious. What went wrong and when?
Sound familiar?
One of my favorite things is finding and developing top talent, AKA unicorns. I’ve had the good fortune of discovering and training numerous unicorns throughout my career. Sometimes I helped prepare them for leadership roles,
Most people intrinsically think the world is centered around them. They also believe everyone else is constantly thinking or talking about them, but they aren’t – at least not that much. Truth is, we’re all too busy thinking about ourselves.
I’ve been approached many times by my employees, asking if we can have an uncomfortable conversation. It’s almost always about a raise. Here’s the thing: these are not uncomfortable conversations, at least for me.
As a leader, I don’t encourage criticism because it tends to be mostly negative and unproductive. That said, some of my most pivotal moments have come from uncomfortable conversations. I’m not talking about salary negotiations
In my career, I’ve had people come to me with great ideas that they were unable to use them because there were too many “Too’s.”
Too big. Too costly.
Let me start by saying that I am not a fan of stacking employee curves (15/70/15). As I’ve said before, I believe that employees have different strengths and weaknesses.
When I give performance reviews, I use the same system, wherever I may be working. I work with the principle of 5 stars. I explain this before every review so I’m sure the person I’m reviewing knows where they stand and why. It is easy for people to
I introduced my parents and one important life lesson when I wrote about How a Childhood Lesson Taught Me to Be Cautious of the Narrative. I followed it up with life lessons from my awesome father; this time around, I want to talk about
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