Is it possible to build Agile in Game Development?

After 10 years in game development, I frequently hear that Agile doesn't work here. Of course, it doesn't work because usually, you need to hire human beings to make it work. It's a joke. Not only must you recruit, but you also need to build a team, implement some practices, go through resistance, and only after that will it start showing results. Through my years of experience with Agile practices, I've determined basic rules when I’m starting to work with new teams:

1. Understand What Agile Means to You

Without a profound understanding of the subject and belief that it works, it will be hard to succeed. This understanding will help build trust and belief that even if it’s hard now, it will be easier tomorrow, and the team will achieve great results. Therefore, no matter what I'm doing, I start with building my personal buy-in.

2. Investigate the Environment and Atmosphere

A huge mistake any leader can make is starting changes without knowing their team. I'm not just talking about personal aspects but also the work culture the team is used to. One of the most useful approaches for this is determining team agreements. It’s not only a great tool for understanding how to work better together but also a great team-building activity that helps build trust.

Usually, I take the corporate core values as a baseline and discuss with the team how we can incorporate them into our work. It also decreases concerns from the company's management as they see that I'm respecting their corporate culture and helping the team to do the same.

3. Avoid Excessive Jargon

Especially as a young professional, it can be difficult to avoid this because books and courses might be your only advocates. Instead, I find it more useful to say, "I've noticed an issue here... let's try to fix it this way." Basically, a problem-solving approach. It's funny because now I apply it to nearly everything, including raising my child.

4. Understand Before Judging

Often, complaints are not the root of the problem but symptoms of the system. It's like how a runny nose isn't a sign of a broken nose but a symptom of a virus. Of course, it can also be part of a person's personality. But first, it's better to investigate root causes.

5. Build Trust with Stakeholders

This is one of the most important things a leader has to contribute to. Whether in a relationship-based or task-based culture, trust is the key to success. It helps people to not be afraid to admit their failures.

On the other hand, remember that bad things happen and bad people exist. Keeping your initial intentions in mind usually helps maintain high-quality stakeholder management documentation.

6. Be Ready to Adapt

Sometimes changes happen. How we react to them determines our leadership style, maybe even more than anything else. This is something I’m learning and teaching others.

One of the best pieces of feedback I’ve received from my teams was: “I don’t like all these things, but I like how they work with us.” For me, it means that sometimes people will resist you, but when they see the benefits for themselves, they will be thankful. It might sound self-confident, so rely not only on your gut but also on feedback from the team.

Key Takeaway

Everyone can have their processes. The key to success is the mindset behind it. Changing mindsets takes ages, and building them takes decades. Build your mindset, not just Agile.