Managing the Game

A Line in the Sand: The Spec Ops Interview: http://www.gamasutra.com/view/feature/167705/a_line_in_the_sand_the_spec_ops_.php

Here’s why you’re surprised when you stink at multiplayer games: http://www.gamasutra.com/view/news/167729/Heres_why_youre_surprised_when_you_stink_at_multiplayer_games.php

Parallel Mafia bringing the future of organized crime to mobile devices and (possibly) Facebook: http://www.insidesocialgames.com/2012/04/03/parallel-mafia-bringing-the-future-of-organized-crime-to-mobile-devices-and-possibly-facebook/

Needs and Gratification Theory and Game Genres: http://www.psychologyofgames.com/2012/04/needs-and-gratification-theory-and-game-genres/

Intuition, Expectations and Culture: Learning from Psychology to Build Better Game Interfaces: http://www.gamasutra.com/view/feature/134989/intuition_expectations_and_.php

Study: Teens losing interest in traditional games, prefer social/mobile experiences:

http://www.gamasutra.com/view/news/168007/Study_Teens_losing_interest_in_traditional_games_prefer_socialmobile_experiences.php

Beware of Hotel California:http://eatingbees.brokentoys.org/2012/04/04/beware-of-hotel-california/

Art of Video Games at the Smithsonian :http://www.raphkoster.com/2012/04/04/art-of-video-games-at-the-smithsonian/

20 Signs That You Can’t Trusted as a Leader:

http://www.greatleadershipbydan.com/2012/04/20-signs-that-you-cant-trusted-as.html

The Real Data Behind Movies Becoming Games: http://www.gamasutra.com/view/feature/168018/the_real_data_behind_movies_.ph

10 Ways to Improve Your Credibility: http://www.greatleadershipbydan.com/2012/04/10-ways-to-improve-your-credibility.html

Following Your Instincts: Developing Darksiders II: http://www.gamasutra.com/view/feature/168568/following_your_instincts_.php

Make a better game: Limit the player:

http://www.gamasutra.com/view/news/168121/Make_a_better_game_Limit_the_player.php

‘No Bullshit’: The Management Style Behind Deus Ex: HR‘s Success: http://www.gamasutra.com/view/feature/168181/no_bullshit_the_management_.php

Is it Ever OK to Demote a Manager Back to Their Former Position?:

http://www.greatleadershipbydan.com/2012/04/is-it-ever-ok-to-demote-manager-back-to.html

Gamification Dynamics: Flow and Art:  http://www.gamasutra.com/view/feature/168230/gamification_dynamics_flow_and_art.php

Defender’s Quest: By the Numbers: http://www.gamasutra.com/view/feature/168303/defenders_quest_by_the_numbers.php

Sponsored Feature: 10 Steps for Top Google Play Store Rankings (Without Spending a Penny!):

http://www.gamasutra.com/view/feature/168025/sponsored_feature_10_steps_for_.php

Opinion: Let’s talk about why QA sucks:

http://www.gamasutra.com/view/news/168223/Opinion_Lets_talk_about_why_QA_sucks.php

The Origins of Fun: http://www.gamasutra.com/view/feature/168370/the_origins_of_fun.php

How Leaders Can Build a Change-Friendly Culture: http://www.greatleadershipbydan.com/2012/04/how-leaders-can-build-change-friendly.html

How to Lead Yourself When the Boss is Not Around: http://www.greatleadershipbydan.com/2012/04/how-to-lead-yourself-when-boss-is-not.html

How Does In-Game Audio Affect Players?: http://www.gamasutra.com/view/feature/168731/how_does_ingame_audio_affect_.php

Leadership: It’s the Softer Side That Counts: http://www.greatleadershipbydan.com/2012/04/leadership-its-softer-side-that-counts.html

Five Ways Games Appeal to Players: http://www.gamasutra.com/view/feature/168807/five_ways_games_appeal_to_players.php

Frima Studio is full of friends and is also where I currently manage the game. I thought I would take a moment to showcase the awesome work of Frima Studio. Check out our website.

I once had a superhero I had created called El Coyote. His arch-nemesis was a wizard who turned people into donkeys. His name was The Assumption because he made asses out of you and me. I always found that phrase funny but it really is true. Assuming things can be one of our greatest weaknesses.

Something I always try to get across with any team I work with is not to assume anything. If there is a decision to be made and you don’t have all of the facts it can be very dangerous and costly to assume you know the right answer. When working with a team I always stress that if they have a question they should stop what they are doing and ask someone what they need to know. It will save you time, money, and face to know the right answer even if your assumption was correct.

Why will it save you time, money and face even if your assumption was correct? Asking someone a question to clarify your assumption creates an even better habit for you which is communication. The reason people assume so much isn’t because they know everything. It is because people dislike communicating, at least not communicating in an effective and professional manner. People don’t like to appear ignorant and asking questions creates a perception that they are. However this is an incorrect assumption. Most people would rather you ask questions for clarification than do something incorrectly in your job. You will look more ignorant by doing it wrong and explaining that you assumed something than getting it right the first time by asking questions.

Asking for clarification is usually a better sign of doing a proper job. It indicates you have read or listened to the information given to you for a given task. It shows a willingness and want on your part to do your job correctly. It helps build communication skills between you and your colleagues and/or clients. These are all good things. Granted asking the same question multiple times or about things that are blatantly in the documentation given or was just recently explained verbally can be viewed badly. It is important to listen and read things that are given to you before asking questions.

The next time you assume you have all of the information or know what the client or colleague is thinking take a moment to stop and evaluate the situation. Ask yourself if the person ever answered the question directly that you are assuming to know the answer to whether in writing or verbally. If there is even a sliver of doubt take the time to clarify.

It’s been a while and I have been busy. Got a new job and moved again. New job and home have been taking a little time to get used to. However it is a new year and I have been thinking a lot about management and design. So I hope to be posting more here in the future. I make no promises but we will see how I do.

When I first became a manager I was taught these basic management skills. I have literally carried these five basic skills with me at all times over the years. One of my early mentors laminated and gave them to me when I became a manager.  I have seen different variations but at their core they remain the same.

1) Lead by example

2) Focus on the situation or behavior, not the person

3) Treat others with respect

4) Maintain two way conversations that are open & honest

5) Take it upon yourself to better the situation

I believe with a solid plan, the right leadership and a talented team you never have to sacrifice time, quality or cost.

Had a short but fun stint working at Petroglyph Games as a Senior Game Designer. I got brought in to work on End of Nations right before a restructuring of the company so sadly I am back on the hunt for a job. I enjoyed my time there, learned a lot, and made some great friends.

As of July 23, 2010 Red Dust Studios is closed. Which also means as of July 23, 2010 I am looking for work. I would appreciate any leads for game designer, associate producer or project manager positions in the game industry. Recruiters welcome.

I want to apologize for the lack of posting the last few months. I have been busy with a new change in my life. I left Icarus Studios and got a new position with a great new company in Las Vegas called Red Dust Studios. I am the Senior Game Designer there. Expect new posts in the near future.

Have an open door policy and stand by it. Let your employees come to you about their problems. Listen to them and their concerns. Then do what you can to help them out. We are all busy with what we do but if you don’t take those moments to listen then a small problem can grow into a bigger problem. Showing your team that you care and are willing to go to bat for them is one of the best things that you as a manager can do. I personally work harder and go the extra mile for my superiors who do it for me. Not just out of a personal work ethic but because I know I have value and respect from my boss.