# Major Game Studio Designs Leadership Program Around Self-Reflection Missions and Peer Sharing Instead of Mandatory Completion > IT/Gaming · Leadership Courses ~20, Program Period 2 months, Reflection Missions 5 types. - Last updated: 2026-07-15 - Canonical URL: https://www.touchclass.com/en/case65 - Markdown mirror URL: https://www.touchclass.com/en/case65.md - Language: English - Category: Customer stories ## Key points - IT/Gaming · Leadership Courses ~20, Program Period 2 months, Reflection Missions 5 types. ## Page content *The content below is extracted from the rendered source page.* IT/Gaming Major Game Development Studio ## Major Game Studio Designs Leadership Program Around Self-Reflection Missions and Peer Sharing Instead of Mandatory Completion Standard ~20 Leadership Courses 2 months Program Period 5 types Reflection Missions ## Background "We hate mandatory-completion training, but manager training we need" — the structural dilemma of IT/gaming. Major Game Development Studio Rapid organizational growth at a major game studio meant individual contributors were suddenly promoted to managers. In a workforce dominated by developers, designers, and planners, "training handed down from above" triggered resistance. The structural challenge: employees rejected mandatory training but acknowledged the need for management skills. In IT/gaming's autonomous culture, mandating completion backfired. "Another training?" resistance risked becoming rejection of learning itself. ## Solution Capability diagnosis + five reflection missions + peer sharing. Major Game Development Studio Approximately 20 leadership courses were designed as a 2-month program, but with a participation-focused rather than completion-mandated structure. After distributing competency diagnostic reports, 5 self-reflection missions were submitted as comments on the social board. Self-reflection missions and peer sharing were combined, focusing on "participation" rather than "completion." Reading and reacting to colleagues' reflections created mutual learning effects. The 2-3 month camp-style format preserved autonomy while maintaining learning density. ## Results Self-reflection + peer sharing fits professional-culture norms. Major Game Development Studio The participation-based design secured buy-in from technical managers. High participation was achieved despite no completion mandate — self-reflection plus peer sharing proved compatible with professional cultures. Social board reflections functioned as a mutual learning forum, enabling depth of learning impossible in one-way training. However, measuring actual leadership competency improvement requires separate assessment. ~20 Leadership Courses 2 months Program Period 5 types Reflection Missions ## Insight Forcing mandatory completion backfires in IT and gaming. Major Game Development Studio In IT/gaming, enforcing mandatory completion backfires. This case confirms the observation that participatory design with self-reflection missions and peer sharing raises acceptance among professional managers. However, the precondition for this approach is psychological safety in the organization — trust that sharing self-reflection content will not result in penalties. [Social Learning](https://www.touchclass.com/en/product?tabId=5) [Leadership](https://www.touchclass.com/en/product?tabId=1) [Onboarding](https://www.touchclass.com/en/product?tabId=2) ## More Customer Stories [IT/Media Digital Media Company Digital Media Company Builds Learning Habit with "Wednesday = Learning Day" Live Sessions — Video Contest Lifts MAU 30%p](https://www.touchclass.com/en/case66) [IT/Gaming IT Platform Company IT Platform Company Systematizes Competitive Intelligence Across ~80 Sales Training Categories](https://www.touchclass.com/en/case72) [IT/Gaming IT Startup IT Startup Builds a Mobile-First Developer Onboarding System During Rapid Growth](https://www.touchclass.com/en/case73) ## Ready to transform your training? Experience TouchClass with a personalized demo. [Request a Demo](https://www.touchclass.com/form/contact) ## Related resources - [Samsung Life Insurance: 100% Remote Training for 30,000 Agents](https://www.touchclass.com/en/case1.md): Insurance/Finance · Learners 30,000, First Live Viewers 6,000, Content Views 180K. - [Samsung Fire & Marine: Learning Creator Platform for 30,000 Agents](https://www.touchclass.com/en/case9.md): Insurance/Finance · Learners 30,000, Avg. Monthly Feedbacks 12,000. - [Major Life Insurer A: 30,000 agents onboarded online in 2 months from 100% offline](https://www.touchclass.com/en/case12.md): Finance/Insurance · Learners ~30,000, Live Concurrent 7,000+, CEO Video Comments 2,000+. - [Major Capital Company: Lessons learned after MAU crashed from 91% to 4%](https://www.touchclass.com/en/case13.md): Finance/Insurance · Learners ~2,100, Compliance Training MAU 91%, Post-training MAU 4%. - [Major P&C Insurer A: 286 learning creators built a self-sustaining content ecosystem](https://www.touchclass.com/en/case14.md): Finance/Insurance · Learners ~39,000, Learning Creators 286, Monthly Opinions 12,000+. - [Mid-size Insurance Agency: Digitized morning briefings with 11 live sessions per month](https://www.touchclass.com/en/case15.md): Finance/Insurance · Learners ~200, Live Sessions 11/M, Cross-training Insurers Multiple Firms. > Source governance: https://www.touchclass.com/data/source-governance.json · Full LLM context: https://www.touchclass.com/en/llms-full.txt · Structured data: https://www.touchclass.com/data/capability-effects.json, https://www.touchclass.com/data/solution-use-cases.json