![]() ![]() The skill of being a people Manager and the skill with which an individual leads are undoubtedly two separate things. The trick is in identifying the raw qualities in a Manager that can be built upon with leadership training for them to be a good leader – leadership training really does work provided the individual has the raw qualities that can be developed, including an interest in building other people’s careers or appealing to their motivators. Conversely the best leaders will not always be the best doers. The fact is that the best doers will not always be the best leaders. It simply wasn’t of interest to this Manager – a classic case of a good ‘doer’ not showing the potential to be a good leader – as a result, under this Manager, de-motivated staff will be a continuing challenge for the business unless resolved. Although this individual was an effective retail manager and technically very proficient, there was nothing in them, or in what motivated them, that showed any interest in developing other people’s careers and understanding what they wanted to get out of their work life. We took time to meet the Manager of the store and really found out what made them tick. For example, if they really don’t feel that they would be motivated by building other people’s capabilities and careers and that they would not really get a ‘buzz’ out of that – are they right for that role? If the deep-seated desire to see others succeed and grow isn’t a big thing for them, if they are unwilling to take personal responsibility for their team’s efforts and are not prepared to let the kudos for success go to their team and not them – how effective a leader would they be? If what motivates others is not something that motivates them what sort of team would be built under this leader? We had an example of this in a client (a Retailer) where one of their stores was suffering from a lack of motivation amongst store staff. It is important to find out what motivates the Manager. The festival was run on a donations-based model – to keep it free & accessible for anyone to attend, while paying our speakers and performers fairly.Firstly, not all good Managers want to lead. A range of speakers and events looked at some of the cross-sections between gaming and education, music, health, wellbeing, theatre and other areas, and during the festival we filmed a series of Conversations opening up discussion and space for new ideas and collaborations. As well as a festival for people involved in games, we wanted to invite and involve people from other sectors and different artforms too. Over 30 game designers, artists, musicians, researchers and others involved in games got together through a series of panel discussions, workshops, demos, live music performances, virtual play sessions and game jams joined by close to 1000 attendees and participants. What are the most interesting ways of playing and interacting both online and offline at the moment? Are there possibilities for new connections, learning & collaborations between gaming worlds and other sectors? And how can we build a more playful and creative way forward for us all in the future? Over 2 weeks, from 22nd Feb to 5th March, we showcased and celebrated the creativity, diversity, innovation, and imagination in games and interactive media through PlayAway, an online two-week festival. About Tinderbox PlayAway! At a time when so many people are moving online, we wanted to turn to the Games industry for inspiration – to ask how games are adapting and responding to the pandemic, and to explore what role they could play looking ahead.
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