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What Shape are You?

My post before this was a kind of therapy / Buddhism / personal growth kind of deal, but I also spend a lot of time thinking about how to run effective teams and to be a responsible, thoughtful manager of people. It is my work: I am a lead engineer at Bungie, an independent video game developer of about 300 employees (though not for long, we're growing.) There are some unique aspects to making videogames, and I'll use game development terminology here as I refer to, say, texture artists or sound designers or programmers, but when I talk to friends in different creative industries - film, industrial design, other software development - I find these themes are pretty universal.

If you're going to manage people, you're going to have a lot of conversations about employee performance. It's just bound to happen. Sometimes, like during reviews, it might seem excessive. You might wonder if's worth all the time it takes. It is. It's OK that you spend a bunch of time on this. As a manager, that is your job. It's your job to have well-formed opinions about how you evaluate people and how you work with them to help them grow. If you aren't spending time on that, then you may be succeeding as a leader, but probably not as a manager. Apples and oranges.

It is, however, important to spend this time well. During conversations about performance, everything you talk about should boil down to one thing: the value they contribute to the team. What is their value, and how can they become more valuable?

I find a lot of review conversations tend to focus on strengths, weaknesses, and specific work results. These seem like reasonable topics, and there's value there, but I also find this often leads to a review that looks like this:

Defecting by Accident - A Flaw Common to Analytical People

On SEBASTIAN MARSHALL

Related to: Rationalists Should Win, Why Our Kind Can't Cooperate, Can Humanism Match Religion's Output?, Humans Are Not Automatically Strategic, Paul Graham's "Why Nerds Are Unpopular"

The "Prisoner's Dilemma" refers to a game theory problem developed in the 1950's. Two prisoners are taken and interrogated separately. If either of them confesses and betrays the other person - "defecting" - they'll receive a reduced sentence, and their partner will get a greater sentence. However, if both defect, then they'll both receive higher sentences than if neither of them confessed.

This brings the prisoner to a strange problem. The best solution individually is to defect. But if both take the individually best solution, then they'll be worst off overall. This has wide ranging implications for international relations, negotiation, politics, and many other fields.

Members of LessWrong are incredibly smart people who tend to like game theory, and debate and explore and try to understand problems like this. But, does knowing game theory actually make you more effective in real life?

I think the answer is yes, with a caveat - you need the basic social skills to implement your game theory solution. The worst-case scenario in an interrogation would be to "defect by accident" - meaning that you'd just blurt out something stupidly because you didn't think it through before speaking. This might result in you and your partner both receiving higher sentences... a very bad situation. Game theory doesn't take over until basic skill conditions are met, so that you could actually execute any plan you come up with.

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