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 Picture credit: gnackgnackgnack Should we get video game designers to shape the organizations of the future? I think our businesses might be more effective and robust if we did. This is not so crazy as it sounds, professional games designers know how to plan a resilient environment and define suitable roles. They also know a lot about sustaining player engagement, which is an eternal problem for most organizations – in the form of employee motivation.  Picture credit: kevin (iapetus) How often are we surprised when a task, or entire project, slips unexpectedly because key staff have outrageously (sic) taken a holiday at a critical point in the schedule? And, of course, the pattern of holiday absences is compounded by the number and variety of roles involved, which can make project management a nightmare from May through to the end of August. Building a Senior Management Team is as easy as ABC, so long as that doesn’t stand for Antony, Brutus and Cassius! You can usually judge a good director by the strength and quality of their direct reports, especially once the director has been in post for more than twelve months. By then the “Number One” should have shaped the senior management team (SMT) into an effective unit, capable of running things smoothly themselves with the least amount of direction and supervision. The Leadership industry should start being honest and stop wasting peoples’ time by pretending that everyone can become a leader with a bit more effort and, of course, the right training materials. Picture credit: nicasaurusrex The honest truth is that not everyone can be a leader; real life isn’t like Lewis Carroll’s Caucus Race, with prizes for all. This
We’ve all got one, haven’t we? A project that nobody wants to know, let alone be part of. Starved of resources and goodwill the staff on such Cinderella projects languish alone, apparently unloved by the rest of the organisation, while they wait desperately for a friendly Fairy Godmother and Prince Charming to rescue them from their life |
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Copyright Colin Beveridge 2008 - 2010. Some rights reserved.  |
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