November 23, 2025 • 19 mins
Tell us what you thought of the episode and any topics you would like us to cover!
Creativity does not vanish when teams spread across time zones; it needs a smarter operating system. We dive deep into how modern game leaders turn remote and distributed work into a durable advantage, from crisp communication frameworks to human-centered practices that keep teams aligned, motivated, and shipping. Drawing on real-world patterns across indie and AAA, we map the leadership moves that matter most when whiteboards and hallway chats are no longer default.
We start by reframing the challenge: remote studios thrive when leaders replace ad hoc messages with clear channels, shared documentation, and intentional cadences. You’ll hear how to build trust on purpose through consistency, transparency, and public recognition, then connect accountability to outcomes with roadmaps, definitions of done, and visible ownership. Time zones stop being a blocker when you protect overlap windows, record key calls, and lean into asynchronous tools like Loom, Miro, and shared boards that keep work moving without late-night pings.
Culture and well-being take center stage as we unpack virtual rituals, demo days, studio town halls, and lightweight coffee chats that create belonging at a distance. We break down psychological safety and feedback systems that encourage questions, normalize work in progress, and turn mistakes into learning instead of blame. You’ll also get practical guidance on tool selection that reduces noise, growth pathways through mentoring and training, stronger onboarding for remote hires, and cross-team collaboration that fights silos and sparks new ideas.
If you lead artists, engineers, designers, or producers across continents, this playbook helps you build clarity, protect energy, and ship better games. Subscribe for more game leadership tactics, share this episode with a teammate who needs it, and leave a review telling us which practice you’ll adopt first.
Join Our DISCORD!
Wishlist Shadow City Mysteries: A Clockwork Noir on Steam!
Pre-Order Shadow City Mysteries: The Roleplaying Game on Backerkit!
Link to my FREE ebook: 5 Heroic Leadership Skills
Music by: Joey the Mad Scientist
Hit subscribe/follow and be sure to check out: https://pressstartleadership.com/
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
SPEAKER_00 (00:38):
Hey there, Press Starters, and welcome to the
Press Start Leadership Podcast,the podcast about game-changing
leadership, teaching you how toget the most out of your product
and development team and becomethe leader you were meant to be.
Leadership coaching and trainingfor the international game
industry professional.
(00:59):
Now, let me introduce you toyour host, the man, the myth,
the legend, Christopher MifsDude.
SPEAKER_01 (01:07):
Hey there, Press Starters, and welcome back to
another awesome edition of thePress Start Leadership Podcast.
On this week's episode, we'regoing to be discussing leading
remote and distributed teams inthe video game industry.
Best practices forcommunication, trust, and
accountability in remote gamedevelopment teams.
(01:28):
The video game industry hasalways thrived on creativity and
collaboration.
For decades, these qualitieswere nurtured in shared spaces,
buzzing offices, late-nightpizza fuel crunches, and
spontaneous conversations aroundwhiteboards.
But the last few years haveredefined how studios work.
Remote and distributed teams areno longer temporary stopgaps.
(01:50):
They are now a permanent andgrowing reality of the industry.
From indie developerscollaborating across continents
to AAA Studios managing hundredsof employees worldwide,
governing remote and distributedteams and game development has
become a core leadershipresponsibility.
This shift presents bothopportunities and challenges.
(02:11):
Leaders must now master new waysof fostering communication,
building trust, and ensuringaccountability when face-to-face
interactions are limited.
The truth is simple.
The skills required to leadremote and distributed teams
overlap with traditionalleadership, but they also demand
new approaches.
Leaders who cling to outdatedmethods risk disconnection,
(02:31):
inefficiency, and low morale.
Those who adapt can unlock newlevels of flexibility,
diversity, and resilience intheir teams.
Why governing remote anddistributed teams matters in the
game industry?
The video game industry isuniquely suited to remote and
distributed work.
Tools like Unity, Unreal Engine,Jira, and Slack already support
(02:52):
digital collaboration.
Yet, remote work is alsomagnified challenges around
clarity, creativity, andculture.
When governing remote teams,leaders must recognize
communication barriers aregreater.
Time zones, cultural difference,and digital tools can distort
messages.
Trust must be intentional.
Without physical presence, trustcannot be assumed, it must be
(03:14):
built and maintained.
Accountability must betransparent.
Remote environments requireclear systems to track progress
and outcomes.
Cultures must be nurtureddeliberately.
Casual bonding and sharedrituals are harder to replicate
virtually.
These factors make governanceessential.
Leaders are not only managingproduction pipelines, they are
(03:34):
shaping environments wherecreativity, collaboration, and
motivation can survive distance.
Actual step number one.
Establish clear communicationchannels.
Communication is the backbone ofany team, but it becomes mission
critical for remote anddistributed game dev teams.
Without clear systems,miscommunication can cause
costly delays, missedmilestones, or fractured team
(03:57):
relationships.
So how to establishcommunication effectively.
Designate primary channels.
Use Slack, Discord, or Teams fordaily communication.
Clearly define where projectupdates, casual chat, and urgent
issues should go.
Schedule regular video calls.
Weekly stand-ups or bi-weeklycheck-ins help replicate the
presence of in-personcollaboration.
(04:18):
Document everything.
Written documentation preventsmisinterpretation and provides
clarity for team members indifferent time zones.
Use asynchronous tools.
Not every discussion needs to belive.
Use tools like Loom or Miro forupdates that can be reviewed
later.
By intentionally designingcommunication systems, leaders
prevent confusion and ensurethat remote teams remain
(04:39):
aligned.
Actionable step number two.
Build trust intentionally.
Trust naturally develops whenpeople work side by side, but
remote teams require deliberatetrust building.
In distributed environments,absence of trust can lead to
micromanagement, disengagement,or even turnover.
Ways to build trust as a leader.
(04:59):
Show consistency.
Deliver on promises and modelaccountability.
Practice transparency.
Share information about projectgoals, financial health, and
challenges.
Acknowledge achievements.
Publicly recognize contributionsto ensure individuals feel
valued.
Encourage vulnerability.
Model openness about challengesso team members feel safe to do
(05:19):
the same.
Trust is not built overnight.
It is accumulated throughconsistent actions and
reinforced through positiveinteractions.
Actual step number three.
Set clear expectations andoutcomes.
In remote game development,accountability can falter if
expectations are vague.
Leaders must set crystal cleargoals, timelines, and
deliverables.
(05:40):
This provides structure whilealso giving team members freedom
to manage their own workflows.
Practical strategies.
Create detailed project roadmapsthat break milestones into
achievable tasks.
Use project management toolslike Jira, Trello, or Notion for
visibility.
Define done criteria for tasksto prevent misinterpretation.
Encourage ownership by linkingdeliverables to individual
(06:01):
responsibility.
Clarity eliminates guesswork,reducing frustration while
increasing productivity.
Actual step number four.
Embrace time zone differencesproactively.
One of the biggest challenges ofdistributed teams is the time
zone overlap.
It can create delays, limitreal-time collaboration, or lead
to burnout if not handledcarefully.
Best practices.
(06:22):
Map out time zones for all teammembers.
Schedule meetings in overlappingwindows that respect work-life
balance.
Record important calls for thoseunable to attend.
Use asynchronous tools forupdates to reduce reliance on
live conversations.
Leaders who embrace time zonedifferences proactively
demonstrate respect for theirteam members' lives and create
(06:43):
more sustainable workflows.
Actual step number five.
Foster studio culture virtually.
Culture is the invisible gluethat holds teams together.
Physical studios, culture isreinforced through shared
spaces, casual conversations,and rituals.
In remote and distributed teams,leaders must intentionally
create cultural touch points.
How to foster culture virtually.
(07:04):
Host virtual game nights orwatch parties.
Celebrate milestones withdigital parties or care
packages.
Create Slack channels forhobbies, mems, and personal
updates.
Reinforce studio values in allcommunication, not just official
documents.
Culture is not just about fun,it's about belonging.
Leaders who invest in virtualand culture ensure their teams
(07:26):
remain connected despitedistance.
The core leadership qualitiesneeded for remote governance.
To succeed in governing remoteand distributed teams in the
video game industry, leadersmust develop specific qualities.
Empathy.
Understanding the personal andprofessional challenges of
remote work.
Clarity.
Communicating with precision toavoid misinterpretation.
(07:46):
Flexibility.
Adapting to shifting schedules,technologies, and team dynamics.
Trustworthiness.
Demonstrating reliability andtransparency.
Visionary thinking.
These qualities shape governancethat goes beyond mechanics.
They create environments wheredistributed teams can thrive.
(08:06):
Actual step number six.
Use technology strategically.
Technology is both the enablerand potential obstacle of remote
governance.
Leaders must choose tools wiselyand avoid overwhelming teams
with unnecessary complexity.
Practical technology choices forcommunication, Slack, Discord,
or Microsoft Teams.
For project management, Jira,Trello, or Asana.
(08:27):
For documentation, Confluence,Notion, or Google Docs.
And for creative collaboration,Figma, Mira, or shared
whiteboards.
The key is not just adoptingtools, but creating consistent
practices around them.
Overloading teams with multipleoverlapping platforms creates
confusion.
Actual step number seven.
Provide growth and developmentopportunities.
(08:48):
Remote environments can makeprofessional development feel
distant.
Leaders must actively createpathways for growth.
How to provide opportunities.
Offer virtual training programsor conference access.
Pair team members with mentorsfor skill development.
Encourage knowledge sharingsessions where staff teach each
other.
Recognize growth milestones, notjust completed tasks.
(09:11):
By investing in development,leaders demonstrate care and
build loyalty.
Actual step number eight.
Ensure accountability withoutmicromanagement.
Leaders sometimes confuseaccountability with constant
surveillance.
In remote settings, this leadsto resentment and burnout.
Effective governance requiresaccountability systems that
empower rather than constrain.
(09:32):
Ways to implement accountabilityeffectively.
Use transparent project boardsso progress is visible to all.
Set outcome-focused goals ratherthan micromanaging processes.
Hold regular one-on-onediscussions to discuss
challenges and support needs.
Foster a culture whereaccountability is shared, not
imposed.
Trust plus accountabilitycreates balance.
(09:53):
Teams feel empowered but alsoresponsible.
Challenges leaders mustovercome.
Governing remote and distributedteams is not without obstacles.
Leaders must anticipate andaddress common challenges.
Isolation.
Team members may feeldisconnected without intentional
culture building.
Overwork.
(10:13):
The lack of physical boundariescan lead to blurred lines
between work and rest.
Misalignment.
Without strong communication,priorities can drift.
Burnout.
Without empathy and balance,remote teams can burn out even
faster than in-office teams.
Acknowledging these challengesis the first step towards
addressing them.
Why this matters for the futureof the video game industry?
(10:34):
Remote and distributed teams arenot a passing trend.
They are the future of the gameindustry.
Studios that master remotegovernance will gain access to
global talent, reduce costs, andbuild resilience.
Those who fail riskdisconnection, inefficiency, and
being obsolete.
Leaders must therefore takeremote governance seriously.
Not as a temporary adaptation,but as a core leadership skill
(10:55):
for industry future.
Actual step nine.
Create rituals for consistency.
Remote teams thrive when thereare rhythms that provide
stability.
Without consistent rituals,remote work can feel disjointed.
Examples of helpful rituals forgame dev leaders.
Weekly sprint kickoffs to alignpriorities.
End-of-week demo days wheredevelopers showcase progress.
(11:17):
Monthly studio-wide meetings toreinforce vision and values.
Informal coffee chats scheduledrandomly to replicate hallway
conversations.
Rituals provide predictability,which reduces stress and helps
teams feel connected.
Actual step number 10.
Build psychological safety.
Psychological safety is thebelief that people can take
risks without fear ofpunishment.
(11:38):
In remote environments wherecommunication lacks nuance,
misunderstandings can easilyescalate.
Leaders must ensure people feelsafe to share ideas, admit
mistakes, and ask questions.
How to create psychologicalsafety in distributed teams.
Respond constructively tomistakes instead of assigning
blame.
Encourage questions even if theyseem basic.
Normalize sharing work inprogress rather than expecting
(12:01):
perfection.
Model vulnerability by admittingyour own uncertainties as a
leader.
When psychological safetyexists, creativity and
innovation flourish even acrossdistances.
Actual step number 11.
Measure outcomes not hours.
In traditional offices, someleaders equate productivity with
time spent at a desk.
Remote work challenges thisassumption.
(12:22):
Governing remote and distributedteams requires measuring
outcomes, not hours.
Practical approach.
Set clear deliverables for eachrole and track completion.
Use key performance indicatorsthat reflect quality and impact.
Celebrate results rather thanrewarding being online.
Encourage flexibility and workschedules, especially for global
teams.
This approach builds trust andfocuses energy on what matters
(12:44):
most, making great games.
Actual step number 12.
Encourage cross-teamcollaboration.
Remote teams can become siloed,with each department working
independently.
Leaders must intentionallyfoster cross-team collaboration
to keep creativity flowing.
Strategies for fosteringcollaboration.
Organize cross-disciplinaryworkshops to solve design
(13:05):
challenges.
Create shared project spaceswhere teams contribute together.
Pair developers from differentdepartments for short-term
problem solving.
Encourage non-work collaborationthrough casual interest groups.
Cross-team collaborationprevents isolation and mirrors
the multifaceted nature of gamedevelopment.
Actual step number 13.
(13:26):
Anticipate burnout andwell-being needs.
Remote work removes commutes andallows flexibility, but it also
introduces risks of overwork andburnout.
Leaders must actively protectteam well-being.
Ways to support well-being.
Establish clear boundaries forwork hours and encourage breaks.
Provide access to wellnessresources such as counseling or
(13:47):
ergonomic guidance.
Regularly check in on personalwell-being during one-on-ones.
Normalize time off by leadingwith example.
Healthy teams are protectiveteams, protecting well-being
that is not only human, but alsostrategic.
Actual step number 14.
Develop transparent feedbacksystems.
Feedback can feel moreintimidating in remote
(14:09):
environments because tone andcontext may be lost.
Leaders must design feedbacksystems that are transparent,
constructive, and supportive.
How to structure remotefeedback.
Use regular one-on-one sessionsfor personalized discussion.
Provide feedback in writing,then follow up with
conversation.
Balance positive recognitionwith constructive critique.
Encourage peer-to-peer feedbackto create a culture of
(14:31):
improvement.
Transparent feedback ensuresalignment while building trust.
Actionable step number 15.
Strengthen onboarding for remotehires.
Onboarding is one of the mostvulnerable points for remote
employees.
Without physical immersion instudio culture, new hires can
feel adrift.
Leaders must build onboardingsystems that integrate new team
(14:52):
members effectively.
Best practices for remoteonboarding in game studios.
Create a structured onboardingplan with clear milestones.
Assign a mentor or buddy toguide the new hire.
Provide digital resources thatexplain workflows and culture.
Schedule early one-on-ones withleadership to reinforce
inclusion.
(15:13):
Strong onboarding ensures newhires feel part of the studio
from day one.
Long-term strategies forgoverning remote and distributed
teams.
Beyond immediate actionablesteps, leaders must adopt
long-term strategies thatsustain governance across
distributed environments.
Invest in leadership trainingfor remote management.
Train managers and remote firstskills, including asynchronous
(15:36):
communication, culturalsensitivity, and digital project
management.
Prioritize equity and access.
Remote teams often span multiplecountries.
Ensure equitable access toresources, career growth and
visibility regardless ofgeography.
Document culture and vision.
Codify your studio's culture,values, and vision in written
(15:57):
form so it's accessible andconsistent for all.
Evolve continuously.
Remote governance is not static.
Reassess tools, policies, andpractices regularly to adapt to
team needs.
The challenges of governingremote teams in game
development.
Even with best practices,challenges remain.
Cultural miscommunication acrossinternational teams, technology
(16:19):
fatigue from too many digitalplatforms, invisible inequities
where certain regions or rolesreceive less visibility,
leadership adaptation for thoseused to in-person management.
Acknowledging these challengesopenly allows leaders to address
them constructively.
The benefit of getting it right.
(16:39):
When remote and distributedteams are governed effectively,
the benefits for video gameindustry are profound.
Access to global talent, studioscan hire the best regardless of
location.
Diversity of perspectives.
Distributed teams bring verycultural insights into design.
Resilience.
Remote systems protect againstdisruptions like natural
disasters or pandemics.
(17:01):
Flexibility.
Employees with flexiblearrangements often report higher
satisfaction and loyalty.
Innovation.
Teams empowered to collaborateacross borders often generate
unexpected ideas.
Good governance transformsremote teams from a logistical
challenge into a strategicadvantage.
Final thoughts.
The leadership imperative.
(17:22):
The shift to remote anddistributed teams in the video
game industry is not temporary.
It is structural.
Leaders who ignore this realitywill struggle with
communication, morale, andproductivity.
Leaders who embrace it willaccess talent, creativity, and
resilience on a global scale.
Governing remote and distributedteams requires intentional
communication, deliberate trustbuilding, and transparent
(17:43):
accountability.
It requires leaders to adapt, tolisten, and to evolve
continuously.
The actual steps outlined hereprovide a roadmap.
Establish communication systems,build trust, set expectations,
embrace time zones, fosterculture, and protect well-being.
Add to that rituals, feedback,and strong onboarding, and you
(18:05):
create not just functionalremote teams, but thriving ones.
The video game industry willcontinue to evolve, but one
constant remains leadership isabout people.
Whether in the same office orscattered across continents,
leaders must build environmentswhere people feel connected,
trusted, and empowered tocreate.
This is how remote governancebecomes not just a necessity,
(18:27):
but a competitive advantage.
Alright, and that's this week'sepisode of the Press Start
Leadership Podcast.
Thanks for listening, and asalways, thanks for being
awesome.
Hey there, Press Starters, and welcome to the
Press Start Leadership Podcast,the podcast about game-changing
leadership, teaching you how toget the most out of your product
and development team and becomethe leader you were meant to be.
Leadership coaching and trainingfor the international game
industry professional.
(00:59):
Now, let me introduce you toyour host, the man, the myth,
the legend, Christopher MifsDude.
SPEAKER_01 (01:07):
Hey there, Press Starters, and welcome back to
another awesome edition of thePress Start Leadership Podcast.
On this week's episode, we'regoing to be discussing leading
remote and distributed teams inthe video game industry.
Best practices forcommunication, trust, and
accountability in remote gamedevelopment teams.
(01:28):
The video game industry hasalways thrived on creativity and
collaboration.
For decades, these qualitieswere nurtured in shared spaces,
buzzing offices, late-nightpizza fuel crunches, and
spontaneous conversations aroundwhiteboards.
But the last few years haveredefined how studios work.
Remote and distributed teams areno longer temporary stopgaps.
(01:50):
They are now a permanent andgrowing reality of the industry.
From indie developerscollaborating across continents
to AAA Studios managing hundredsof employees worldwide,
governing remote and distributedteams and game development has
become a core leadershipresponsibility.
This shift presents bothopportunities and challenges.
(02:11):
Leaders must now master new waysof fostering communication,
building trust, and ensuringaccountability when face-to-face
interactions are limited.
The truth is simple.
The skills required to leadremote and distributed teams
overlap with traditionalleadership, but they also demand
new approaches.
Leaders who cling to outdatedmethods risk disconnection,
(02:31):
inefficiency, and low morale.
Those who adapt can unlock newlevels of flexibility,
diversity, and resilience intheir teams.
Why governing remote anddistributed teams matters in the
game industry?
The video game industry isuniquely suited to remote and
distributed work.
Tools like Unity, Unreal Engine,Jira, and Slack already support
(02:52):
digital collaboration.
Yet, remote work is alsomagnified challenges around
clarity, creativity, andculture.
When governing remote teams,leaders must recognize
communication barriers aregreater.
Time zones, cultural difference,and digital tools can distort
messages.
Trust must be intentional.
Without physical presence, trustcannot be assumed, it must be
(03:14):
built and maintained.
Accountability must betransparent.
Remote environments requireclear systems to track progress
and outcomes.
Cultures must be nurtureddeliberately.
Casual bonding and sharedrituals are harder to replicate
virtually.
These factors make governanceessential.
Leaders are not only managingproduction pipelines, they are
(03:34):
shaping environments wherecreativity, collaboration, and
motivation can survive distance.
Actual step number one.
Establish clear communicationchannels.
Communication is the backbone ofany team, but it becomes mission
critical for remote anddistributed game dev teams.
Without clear systems,miscommunication can cause
costly delays, missedmilestones, or fractured team
(03:57):
relationships.
So how to establishcommunication effectively.
Designate primary channels.
Use Slack, Discord, or Teams fordaily communication.
Clearly define where projectupdates, casual chat, and urgent
issues should go.
Schedule regular video calls.
Weekly stand-ups or bi-weeklycheck-ins help replicate the
presence of in-personcollaboration.
(04:18):
Document everything.
Written documentation preventsmisinterpretation and provides
clarity for team members indifferent time zones.
Use asynchronous tools.
Not every discussion needs to belive.
Use tools like Loom or Miro forupdates that can be reviewed
later.
By intentionally designingcommunication systems, leaders
prevent confusion and ensurethat remote teams remain
(04:39):
aligned.
Actionable step number two.
Build trust intentionally.
Trust naturally develops whenpeople work side by side, but
remote teams require deliberatetrust building.
In distributed environments,absence of trust can lead to
micromanagement, disengagement,or even turnover.
Ways to build trust as a leader.
(04:59):
Show consistency.
Deliver on promises and modelaccountability.
Practice transparency.
Share information about projectgoals, financial health, and
challenges.
Acknowledge achievements.
Publicly recognize contributionsto ensure individuals feel
valued.
Encourage vulnerability.
Model openness about challengesso team members feel safe to do
(05:19):
the same.
Trust is not built overnight.
It is accumulated throughconsistent actions and
reinforced through positiveinteractions.
Actual step number three.
Set clear expectations andoutcomes.
In remote game development,accountability can falter if
expectations are vague.
Leaders must set crystal cleargoals, timelines, and
deliverables.
(05:40):
This provides structure whilealso giving team members freedom
to manage their own workflows.
Practical strategies.
Create detailed project roadmapsthat break milestones into
achievable tasks.
Use project management toolslike Jira, Trello, or Notion for
visibility.
Define done criteria for tasksto prevent misinterpretation.
Encourage ownership by linkingdeliverables to individual
(06:01):
responsibility.
Clarity eliminates guesswork,reducing frustration while
increasing productivity.
Actual step number four.
Embrace time zone differencesproactively.
One of the biggest challenges ofdistributed teams is the time
zone overlap.
It can create delays, limitreal-time collaboration, or lead
to burnout if not handledcarefully.
Best practices.
(06:22):
Map out time zones for all teammembers.
Schedule meetings in overlappingwindows that respect work-life
balance.
Record important calls for thoseunable to attend.
Use asynchronous tools forupdates to reduce reliance on
live conversations.
Leaders who embrace time zonedifferences proactively
demonstrate respect for theirteam members' lives and create
(06:43):
more sustainable workflows.
Actual step number five.
Foster studio culture virtually.
Culture is the invisible gluethat holds teams together.
Physical studios, culture isreinforced through shared
spaces, casual conversations,and rituals.
In remote and distributed teams,leaders must intentionally
create cultural touch points.
How to foster culture virtually.
(07:04):
Host virtual game nights orwatch parties.
Celebrate milestones withdigital parties or care
packages.
Create Slack channels forhobbies, mems, and personal
updates.
Reinforce studio values in allcommunication, not just official
documents.
Culture is not just about fun,it's about belonging.
Leaders who invest in virtualand culture ensure their teams
(07:26):
remain connected despitedistance.
The core leadership qualitiesneeded for remote governance.
To succeed in governing remoteand distributed teams in the
video game industry, leadersmust develop specific qualities.
Empathy.
Understanding the personal andprofessional challenges of
remote work.
Clarity.
Communicating with precision toavoid misinterpretation.
(07:46):
Flexibility.
Adapting to shifting schedules,technologies, and team dynamics.
Trustworthiness.
Demonstrating reliability andtransparency.
Visionary thinking.
These qualities shape governancethat goes beyond mechanics.
They create environments wheredistributed teams can thrive.
(08:06):
Actual step number six.
Use technology strategically.
Technology is both the enablerand potential obstacle of remote
governance.
Leaders must choose tools wiselyand avoid overwhelming teams
with unnecessary complexity.
Practical technology choices forcommunication, Slack, Discord,
or Microsoft Teams.
For project management, Jira,Trello, or Asana.
(08:27):
For documentation, Confluence,Notion, or Google Docs.
And for creative collaboration,Figma, Mira, or shared
whiteboards.
The key is not just adoptingtools, but creating consistent
practices around them.
Overloading teams with multipleoverlapping platforms creates
confusion.
Actual step number seven.
Provide growth and developmentopportunities.
(08:48):
Remote environments can makeprofessional development feel
distant.
Leaders must actively createpathways for growth.
How to provide opportunities.
Offer virtual training programsor conference access.
Pair team members with mentorsfor skill development.
Encourage knowledge sharingsessions where staff teach each
other.
Recognize growth milestones, notjust completed tasks.
(09:11):
By investing in development,leaders demonstrate care and
build loyalty.
Actual step number eight.
Ensure accountability withoutmicromanagement.
Leaders sometimes confuseaccountability with constant
surveillance.
In remote settings, this leadsto resentment and burnout.
Effective governance requiresaccountability systems that
empower rather than constrain.
(09:32):
Ways to implement accountabilityeffectively.
Use transparent project boardsso progress is visible to all.
Set outcome-focused goals ratherthan micromanaging processes.
Hold regular one-on-onediscussions to discuss
challenges and support needs.
Foster a culture whereaccountability is shared, not
imposed.
Trust plus accountabilitycreates balance.
(09:53):
Teams feel empowered but alsoresponsible.
Challenges leaders mustovercome.
Governing remote and distributedteams is not without obstacles.
Leaders must anticipate andaddress common challenges.
Isolation.
Team members may feeldisconnected without intentional
culture building.
Overwork.
(10:13):
The lack of physical boundariescan lead to blurred lines
between work and rest.
Misalignment.
Without strong communication,priorities can drift.
Burnout.
Without empathy and balance,remote teams can burn out even
faster than in-office teams.
Acknowledging these challengesis the first step towards
addressing them.
Why this matters for the futureof the video game industry?
(10:34):
Remote and distributed teams arenot a passing trend.
They are the future of the gameindustry.
Studios that master remotegovernance will gain access to
global talent, reduce costs, andbuild resilience.
Those who fail riskdisconnection, inefficiency, and
being obsolete.
Leaders must therefore takeremote governance seriously.
Not as a temporary adaptation,but as a core leadership skill
(10:55):
for industry future.
Actual step nine.
Create rituals for consistency.
Remote teams thrive when thereare rhythms that provide
stability.
Without consistent rituals,remote work can feel disjointed.
Examples of helpful rituals forgame dev leaders.
Weekly sprint kickoffs to alignpriorities.
End-of-week demo days wheredevelopers showcase progress.
(11:17):
Monthly studio-wide meetings toreinforce vision and values.
Informal coffee chats scheduledrandomly to replicate hallway
conversations.
Rituals provide predictability,which reduces stress and helps
teams feel connected.
Actual step number 10.
Build psychological safety.
Psychological safety is thebelief that people can take
risks without fear ofpunishment.
(11:38):
In remote environments wherecommunication lacks nuance,
misunderstandings can easilyescalate.
Leaders must ensure people feelsafe to share ideas, admit
mistakes, and ask questions.
How to create psychologicalsafety in distributed teams.
Respond constructively tomistakes instead of assigning
blame.
Encourage questions even if theyseem basic.
Normalize sharing work inprogress rather than expecting
(12:01):
perfection.
Model vulnerability by admittingyour own uncertainties as a
leader.
When psychological safetyexists, creativity and
innovation flourish even acrossdistances.
Actual step number 11.
Measure outcomes not hours.
In traditional offices, someleaders equate productivity with
time spent at a desk.
Remote work challenges thisassumption.
(12:22):
Governing remote and distributedteams requires measuring
outcomes, not hours.
Practical approach.
Set clear deliverables for eachrole and track completion.
Use key performance indicatorsthat reflect quality and impact.
Celebrate results rather thanrewarding being online.
Encourage flexibility and workschedules, especially for global
teams.
This approach builds trust andfocuses energy on what matters
(12:44):
most, making great games.
Actual step number 12.
Encourage cross-teamcollaboration.
Remote teams can become siloed,with each department working
independently.
Leaders must intentionallyfoster cross-team collaboration
to keep creativity flowing.
Strategies for fosteringcollaboration.
Organize cross-disciplinaryworkshops to solve design
(13:05):
challenges.
Create shared project spaceswhere teams contribute together.
Pair developers from differentdepartments for short-term
problem solving.
Encourage non-work collaborationthrough casual interest groups.
Cross-team collaborationprevents isolation and mirrors
the multifaceted nature of gamedevelopment.
Actual step number 13.
(13:26):
Anticipate burnout andwell-being needs.
Remote work removes commutes andallows flexibility, but it also
introduces risks of overwork andburnout.
Leaders must actively protectteam well-being.
Ways to support well-being.
Establish clear boundaries forwork hours and encourage breaks.
Provide access to wellnessresources such as counseling or
(13:47):
ergonomic guidance.
Regularly check in on personalwell-being during one-on-ones.
Normalize time off by leadingwith example.
Healthy teams are protectiveteams, protecting well-being
that is not only human, but alsostrategic.
Actual step number 14.
Develop transparent feedbacksystems.
Feedback can feel moreintimidating in remote
(14:09):
environments because tone andcontext may be lost.
Leaders must design feedbacksystems that are transparent,
constructive, and supportive.
How to structure remotefeedback.
Use regular one-on-one sessionsfor personalized discussion.
Provide feedback in writing,then follow up with
conversation.
Balance positive recognitionwith constructive critique.
Encourage peer-to-peer feedbackto create a culture of
(14:31):
improvement.
Transparent feedback ensuresalignment while building trust.
Actionable step number 15.
Strengthen onboarding for remotehires.
Onboarding is one of the mostvulnerable points for remote
employees.
Without physical immersion instudio culture, new hires can
feel adrift.
Leaders must build onboardingsystems that integrate new team
(14:52):
members effectively.
Best practices for remoteonboarding in game studios.
Create a structured onboardingplan with clear milestones.
Assign a mentor or buddy toguide the new hire.
Provide digital resources thatexplain workflows and culture.
Schedule early one-on-ones withleadership to reinforce
inclusion.
(15:13):
Strong onboarding ensures newhires feel part of the studio
from day one.
Long-term strategies forgoverning remote and distributed
teams.
Beyond immediate actionablesteps, leaders must adopt
long-term strategies thatsustain governance across
distributed environments.
Invest in leadership trainingfor remote management.
Train managers and remote firstskills, including asynchronous
(15:36):
communication, culturalsensitivity, and digital project
management.
Prioritize equity and access.
Remote teams often span multiplecountries.
Ensure equitable access toresources, career growth and
visibility regardless ofgeography.
Document culture and vision.
Codify your studio's culture,values, and vision in written
(15:57):
form so it's accessible andconsistent for all.
Evolve continuously.
Remote governance is not static.
Reassess tools, policies, andpractices regularly to adapt to
team needs.
The challenges of governingremote teams in game
development.
Even with best practices,challenges remain.
Cultural miscommunication acrossinternational teams, technology
(16:19):
fatigue from too many digitalplatforms, invisible inequities
where certain regions or rolesreceive less visibility,
leadership adaptation for thoseused to in-person management.
Acknowledging these challengesopenly allows leaders to address
them constructively.
The benefit of getting it right.
(16:39):
When remote and distributedteams are governed effectively,
the benefits for video gameindustry are profound.
Access to global talent, studioscan hire the best regardless of
location.
Diversity of perspectives.
Distributed teams bring verycultural insights into design.
Resilience.
Remote systems protect againstdisruptions like natural
disasters or pandemics.
(17:01):
Flexibility.
Employees with flexiblearrangements often report higher
satisfaction and loyalty.
Innovation.
Teams empowered to collaborateacross borders often generate
unexpected ideas.
Good governance transformsremote teams from a logistical
challenge into a strategicadvantage.
Final thoughts.
The leadership imperative.
(17:22):
The shift to remote anddistributed teams in the video
game industry is not temporary.
It is structural.
Leaders who ignore this realitywill struggle with
communication, morale, andproductivity.
Leaders who embrace it willaccess talent, creativity, and
resilience on a global scale.
Governing remote and distributedteams requires intentional
communication, deliberate trustbuilding, and transparent
(17:43):
accountability.
It requires leaders to adapt, tolisten, and to evolve
continuously.
The actual steps outlined hereprovide a roadmap.
Establish communication systems,build trust, set expectations,
embrace time zones, fosterculture, and protect well-being.
Add to that rituals, feedback,and strong onboarding, and you
(18:05):
create not just functionalremote teams, but thriving ones.
The video game industry willcontinue to evolve, but one
constant remains leadership isabout people.
Whether in the same office orscattered across continents,
leaders must build environmentswhere people feel connected,
trusted, and empowered tocreate.
This is how remote governancebecomes not just a necessity,
(18:27):
but a competitive advantage.
Alright, and that's this week'sepisode of the Press Start
Leadership Podcast.
Thanks for listening, and asalways, thanks for being
awesome.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
My Favorite Murder with Karen Kilgariff and Georgia Hardstark
My Favorite Murder is a true crime comedy podcast hosted by Karen Kilgariff and Georgia Hardstark. Each week, Karen and Georgia share compelling true crimes and hometown stories from friends and listeners. Since MFM launched in January of 2016, Karen and Georgia have shared their lifelong interest in true crime and have covered stories of infamous serial killers like the Night Stalker, mysterious cold cases, captivating cults, incredible survivor stories and important events from history like the Tulsa race massacre of 1921. My Favorite Murder is part of the Exactly Right podcast network that provides a platform for bold, creative voices to bring to life provocative, entertaining and relatable stories for audiences everywhere. The Exactly Right roster of podcasts covers a variety of topics including historic true crime, comedic interviews and news, science, pop culture and more. Podcasts on the network include Buried Bones with Kate Winkler Dawson and Paul Holes, That's Messed Up: An SVU Podcast, This Podcast Will Kill You, Bananas and more.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com