How to Assess the Impact of Project Changes

If you're in the business of leading projects, then at least 10% of your time should be spent on identifying and planning around risks. At least, this is what I was taught in my first PMI project management course years ago. And while reasonable people can disagree on the specific amount of time needed, the point is solid - one of the major roles anyone in production or program management type roles is assigned to take on is risk assessment and mitigation. Unfortunately, for a lot of producers in the game industry, this isn't something they were formally trained on, particularly if you came into the role from another discipline in games (such as QA or Design) or if your only formal training came from a two day Scrum course. I saw the subject come up in the Building Better Games Q&A call and I was actually excited when Aaron Smith brought up the same techniques I was trained on years ago and have adopted (and adapted) ever since. It's the way I teach my own teams and while it requires dilligence and consistency, it's not hard to pick up (it's easier than the rules for the board game "Risk"). 1 - Identify risks On a regular basis, you should be asking your team what are the risks they see. Every time a decision needs to be made, a story is written, or a feature is spec'd, you should think about what could go wrong. Those are your risks. 2 - Document Keep the risks written down in a doc everyone has access to (Gdocs, Confluence, etc). The way I prefer (and what I saw Aaron advocating) is a spreadsheet. Each risk gets a line item and a category (if the risk happens, what would be impacted - costs? security? people? players?). 3 - Impact You should also track the potential impact - how bad is this risk if it happens? Is it a trivial risk or a catastrophic one? Would it involve some work to reboot a service or would it potentially take down your entire data center? Assign these risks a score. I prefer 1 to 5, Trivial to Catastrophic. 4 - Probability You should score out how likely each risk is to occur. Is it highly unlikely or nearly certain? Score these out also on the same scale, typically 1 to 5. 5 - Prioritize Multiply the Impact and Probability to come up with your score, somewhere between 1 (something trivial that is highly unlikely) to 25 (a nearly certain, catastrophic event) and then sort or at least color range your spreadsheet accordingly to show your risks in a way that prioritizes your attention. 6 - Action Plans The last column I make sure to include is what type of plan is in place to address the risk. Something with a minor impact may be something we just accept where something more serious may require a full mitigation plan. The value here is that you've documented these risks and can communicate them out (as well as what needs doing). You're addressing risks before they become real problems in this way. #production #risks #gamedev #bettergames

"You can’t manage what you don’t measure." Yet, when it comes to change management, most leaders focus on what was implemented rather than what actually changed. Early in my career, I rolled out a company-wide process improvement initiative. On paper, everything looked great - we met deadlines, trained employees, and ticked every box. But six months later, nothing had actually changed. The old ways crept back, employees reverted to previous habits, and leadership questioned why results didn’t match expectations. The problem? We measured completion, not adoption. 𝗖𝗼𝗻𝗰𝗲𝗿𝗻: Many organizations struggle to gauge whether change efforts truly make an impact because they rely on surface-level indicators: → Completion rates instead of adoption rates → Project timelines instead of performance improvements → Implementation checklists instead of employee sentiment This approach creates a dangerous illusion of progress while real behaviors remain unchanged. 𝗖𝗮𝘂𝘀𝗲: Why does this happen? Because leaders focus on execution instead of outcomes. Common pitfalls include: → Lack of accountability – No one tracks whether new processes are being followed. → Insufficient feedback loops – Employees don’t have a voice in measuring what works. → Over-reliance on compliance – Just because something is mandatory doesn’t mean it’s effective. If we want real, measurable change, we need to rethink what success looks like. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗺𝗲𝗮𝘀𝘂𝗿𝗲: The solution? Focus on three key change management success metrics: → 𝗔𝗱𝗼𝗽𝘁𝗶𝗼𝗻 𝗥𝗮𝘁𝗲 – How many employees are actively using the new system or process? → 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 – How has efficiency, quality, or productivity changed? → 𝗨𝘀𝗲𝗿 𝗦𝗮𝘁𝗶𝘀𝗳𝗮𝗰𝘁𝗶𝗼𝗻 – Do employees feel the change has made their work easier or harder? By shifting from "Did we implement the change?" to "Is the change delivering results?", we turn short-term projects into long-term transformation. 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀: Organizations that measure change effectively see: → Higher engagement – Employees feel heard, leading to stronger buy-in. → Stronger accountability – Leaders track impact, not just completion. → Sustained improvement – Change becomes embedded in the culture, not just a temporary initiative. "Change isn’t a box to check—it’s a shift to sustain. Measure adoption, not just action, and you’ll see the impact last." How does your organization measure the success of change initiatives? If you’ve used adoption rate, performance impact, or user satisfaction, which one made the biggest difference for you? Wishing you a productive, insightful, and rewarding Tuesday! Chris Clevenger #ChangeManagement #Leadership #ContinuousImprovement #Innovation #Accountability

Every Project Manager's Nightmare "Changing Requirements" 👇 Project managers struggle with : ✅The ever-shifting milestones ✅The constant flux of requirements ✅The delicate balance of stakeholder expectations While change is inevitable in project management, uncontrolled changes CAN DERAIL even the most well-planned projects. Are you dealing with constantly changing requirements and unstable project milestones? Here's a strategic approach to handle these challenges effectively: 1)LEAD WITH EXPERTISE   ↳ Share solution alternatives    ↳ Frame recommendations using experience:     " Based on similar projects, I recommend..." 2) PRACTICE STRATEGIC CURIOSITY   ↳ When faced with urgent changes, seek context   ↳ Ask: "Could you help me understand the background behind this request?" 3) PROVIDE REALITY CHECKS   ↳ Transparently communicate impact   ↳ "We can incorporate this change,     but it will require 2 additional sprints    and delay our current milestone to Q2. Is that ok?" 4) ENABLE PRIORITY DECISIONS   ↳ Shift the prioritization onus back to the requestor   ↳ "To accommodate this urgent requirement,      which existing feature should we deprioritize?" 5) ESTABLISH DELIVERY BOUNDARIES   ↳ Set clear completion criteria   ↳ "Let's fully deliver the payment system      before we pivot to the new features" 6) PRESENT SOLUTION OPTIONS   ↳ Move beyond binary responses, provide choices   ↳ "Here are three approaches we could take:     [options]. Which best aligns with your needs?" 7) DATA BACKED DECISIONS   ↳ Use metrics to support your position   ↳ "Our team is currently at 120% capacity     here's how this change would impact our existing commitments" How do you handle ever changing requirements ? Do share in your view below