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Maxims

POSTED BY Itheriael September 11, 2022

Thoughts on 

FOUNDATIONS


  • The most important activity for all BSG members is to recruit new members. This is to ensure that the team has a long life as well as the largest possible number of teams for internal competitions, future leaders, etc.
  • Any virtual gaming team that wishes to be successful must have a passion for their game, a dependable game-server environment, a website, and dependable voice communications.
  • The most critical job of BSG leadership at the level of Tribune Commander and above is to learn how to find and select good leaders and to remove the not-so-good ones.
  • Learn BSG’s code of conduct “inside and out.”
  • Enthusiasm for your game mixed with initiative produces the fuel that fires growth in a team.
  • 80% of the work in BSG is done by 20% of the membership. Always try to improve these odds.
  • It is always better to make a decision or plan and follow through, even if it turns out to be a mistake, than it is to be indecisive.
  • Once a plan of action is decided on and publicly announced, it is always better to follow it through to its end. Vacillation or “wishy-washiness” will lower a leader’s effectiveness.
  • A leader in BSG should do their best to strike a work/play balance of at minimum 50% each, with liberal libations in more “play-time”.
  • As a leader in BSG, one should always work to be intimately familiar with members, actions, and the activities of subordinate units or leaders 2-levels below. For the Legion Commander this is the Tribune or Tribune Commanding Officer and for the Tribune Commander this is the Squad or Squad Leader.
  • One should “wage war” with the soldiers that are here and now. Not those that have-been and are gone, nor who have yet to be.

Thoughts on 

GAMES


  • All BSG units go through three phases of development called the Game-Cycle. First is the Spin-up Phase, second is the Critical Mass phase, and third, the Maintenance phase.
  • If you are on a team with a game that is “old” and losing it’s luster, then creating fun and interesting activities and your chain of command’s experience will be your best friend.
  • The length of each Game-Cycle phase is different for every game and unit in BSG.
  • Many successful BSG units achieve Critical Mass around the time their first expansion pack arrives.
  • The most important activity for all new units is to focus on the first game-cycle phase, Spin-up. The second most important activity is to prepare for the Critical Mass phase.
  • During the Spin-up Phase of the game cycle, leaders within the unit should be focused nearly exclusively on their game.
  • During the Spin-up Phase, leaders should spend at least 50% of their organized practices/activities in recruiting.
  • Recruiting new members raises a unit’s morale. Recruiting members is a prime activity of all 3 phases of the Game-Cycle.
  • The most difficult time to be a Tribuneal leader is during the Maintenance Phase of the Game-Cycle. It is during this phase that the unit’s leadership team needs to “pull out all the stops” on creating fun activities and polling the members on whether or not they are having fun.
  • Every game and game-server has a “tipping point” where, once this number of players is reached on a server, it will cause players to flock to it in droves in order to be a part of the mayhem. Finding this number and aiming for it nightly is the key to creating a very popular and populated server.

Thoughts on 

ADMINISTRATION


  • The vast majority of BSG members do not like to read. Therefore, keep written communications as short and concise as possible. A paragraph should never be more than two or three sentences at most.
  • When an applicant shows up with a hotmail email address, automatically assume the BSG welcome letter mail they receive goes into their spam/junk folder (because of hotmail). So, automatically send a personal note requesting that they look in their junk folder to retrieve their mail.
  • Most Tribune level leaders leave their post before they’ve been in it for one year. This is mostly due to too much work and not enough play. To combat this attrition, a leader must do 3 things: Delegate, delegate, and delegate. Always try to improve these odds.
  • Delegation does not equal laziness, but is more akin to effectiveness.
  • It is always better to have a “small” roster of members who are present and active then it is to have a roster full of “empty uniforms”.
  • A roster of “empty uniforms” reduces a unit’s morale, and reduces senior leadership’s confidence in the officer maintaining the roster.
  • A unit with server funding provided by only one or two members is setting themselves up for a critical problem. Server funding needs to be spread out among as many members as possible so that server support does not rest in the hands of only a few.
  • When handing out medals, rank, and badges, do not give them out like cheap candy, but also do not be a miser.

Thoughts on 

DRAMA-FREE GAMING


  • Wear the rank appropriate for the position.
  • Ninety percent of all strife, drama, and member flame-outs in BSG are directly or indirectly the result of someone feeling they are entitled to a rank, position, or the ability to make the key decision.
  • Respect the position, not the person.
  • Entitlement mentality is at the root of nearly all personnel problems faced by BSG leadership.
  • If you think you will get that next promotion or position because you’ve been in your current position or rank the longest, think again.
  • A strict policy of “non-fraternization” (i.e. black-out) with members who “flame-out” and form their own group is the only sound remedy to bring “closure” to the wounds they cause.
  • Never place someone in a position as a “warm body” or “place holder.” It is always better to double up on duties until you find the person for the job.
  • No one here gets paid, we are a volunteer army. Therefore, there is absolutely no room for “primadonnas.”
  • If you feel a member in your unit is a primadonna, you will be better off to “show them the door” early (or late even), no matter how “133t” their “skillz” are. Or, if it is you, maybe you should re-consider your position.

Thoughts on 

CONDUCT & MORALE


  • Some of the best BSG leaders are the ones who have gladly taken on a position “lower” than the one they currently hold when asked, and who don’t “belly-ache” or complain.
  • If someone joins your team and wants to help out in some way, it is silly and foolish to not find something for them to help with immediately.
  • As a leader, how your actions or words are perceived by your teammates often times will be misinterpreted. Perception often times is different from intention. When possible consider how your words or actions will be perceived.
  • The root cause of most misunderstandings, fights, and missed-opportunities in BSG have been the result of not communicating intentions or actions. Frequent and wide-spread communication avoids many potential problems and may shed light on unforeseen opportunities.
  • The BSG chain of command (COC) is not in place to be an over-bearing overseer. The BSG chain of command is in place to provide goals and direction, operational assistance, and developmental guidance.
  • If the member in your direct COC doesn’t provide goals and direction, operational assistance, and developmental guidance, it is your duty to find someone in your COC that will. BSG’s future depends on this basic principle.
  • If you don’t see the need for unit goals and direction, operational assistance, and developmental guidance since it is “just a game”, then you should definitely re-consider your position as a BSG “leader”.
  • Always, always, always be the first to take responsibility for a mistake and absorb as much blame as possible. The ability to honestly admit a mistake is a vital component in the “grease” that lubricates a leadership team and improves your leadership team’s effectiveness.
  • Whenever confronted with the prospect of pointing out a valued member’s error(s), do your best to come up with twice as many good things the member has done to contribute to the team.
  • Never chastise or correct a member in front of other members when possible.
  • Before you push the “Send” button on that “scathing” email. Put it in your “drafts” folder for at least one day. Then, if after one full day it still merits sending. Don’t hesitate to send it.

Thoughts on 

OFFICER/POSITION SELECTION


  • Good character and a servant’s heart will take one far in BSG, and thus will take BSG far.
  • It is ten times easier to place a member in a position of leadership than it is to remove them, more so when it is your friend.
  • BSG leaders are selected because the leader who is promoting the member feels that person can do the best job, not because they are “the next in line”. This is not a workers-union, and there is no line.
  • If one wishes to be a leader in BSG, forget about glory-seeking for yourself and constantly look for the great things your sub-ordinate leaders are doing, and give them the glory instead. There you will sew the seeds of a great team.