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Scarface 77

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About Scarface 77

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    Sovereign Legacy's Hokage

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    Streaming and Playing Xbox.
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    Over DM
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    Director/HIO/Education Head

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  1. Thank you for a great idea, We decided to move forward on it and have created a guide currently in the Community Information Center. Thanks again for your input
  2. Lead 101 Graduate @KSI Countryman Attended Weeks 1, 2, 3, 5. 6 in 2019 w/ Me Attended week 4 on 6/26/20 Verfied by Me.
  3. Time Management Guide Managing your time can be a very tricky thing and in some cases it can seem just down right impossible. We will discuss 5 different tips on how to manage your time in KSI better and give some explanations behind each point. As you go through each point, try to take the information and apply it to your personal situation to help shape your perspective. Doing this will allow you to know without a doubt how to manage your time to ensure you get everything done. 5 Time Management Tips: Know your Goal Prioritize Plan it Out Minimize Procrastinations Delegate 1. Know your Goal Before you can begin to work on managing your time, you need to set your goals. These goals are the primary things you need to get done in each amount of time and can range from recruiting, training, mentoring, etc. Make sure that when you set these goals, that they are realistic and obtainable. Remember that setting goals you cannot or won’t reach can be demoralizing. If you want to challenge yourself then do so at a slow pace to ensure you aren’t “burning” yourself out. An easy way to hold yourself accountable is to choose an important meeting, such as an officer meeting, to set and establish goals for this week and how much time you will have fulfill it. 2. Prioritize Once you know what your upcoming goals are, you will need to practice learning to prioritize it among your other duties. For example, this week you must meet your squads weekly recruiting goal and you must be prepared to host a workshop the following week, focus on fulfilling your squad's recruiting goal as it is closer than hosting the workshop. An easy way to prioritize your goals is to issue them labels that apply to it and organize your goals based on that. For the sake of the workshop we will be using four different labels: Urgent, Important, Not Important, Not Urgent. Urgent: These tasks are time sensitive and need to be completed sooner rather than later. Important: These tasks are very crucial to your job and need to be focused on and ensured it is completed. Not Important: These tasks, while needing to be completed, aren’t the most important things that you have to do and are often optional things that would be nice if they got done but not always necessary. Not Urgent: These tasks do not need to be completed within the immediate future and can be put off until you finish other things first. Note: Utilizing this format, tasks that you labeled as Urgent and Important are the top priority of your goals while those listed as Not Important and Not Urgent can be completed last. The remaining will be determined by whatever standard you personally assess them to be. 3. Plan it Out After your have set your goals and you've prioritized them, you now have to plan your schedule out. Ask yourself these couple of questions to help identify how much time you will have available. What days do I have off work or school this week? What personal life plans do I have for this week? How much hours should I spend on each task? Should I do things in one sitting or spread it out through multiple sittings? After you answered these questions, you should have an idea of how many hours you will have to complete your goals. You can utilize an alarm or a personal calendar app on your computer and or cell phone to help remind you what needs to be done today. Note: It is in your best interest to set some time towards the end of your time frame to make up work you missed out on due to unexpected circumstances. Sometimes even the best laid plan ends up not working out. 4. Minimize Procrastinations Sometimes the biggest reason we don’t get things done is because we love to procrastinate. The allure of putting off anything not deemed as “Fun” for something more appealing happens all the time. To be effective at time management, you must work for it because like it or not, our minds will travel or new desires to play this or go here will distract us, and ultimately, we will fail in reaching whatever goal that we have set in place. Now at this point, we've established our goals, sorted them by priority and planned out the time in advance, now we just have stick to it. However, if you can multi-task, this shouldn’t be a problem for you. No matter what distractions may come up you can remain on task albeit maybe not with 100% focus on it but enough to get it completed correctly. 5. Delegate Sometimes no matter how hard we try, or how well we planned, we cannot do it all. Therefore, KSI is structured so well, when it comes to being apart of a team, that you can always ask for help. Sometimes delegating tasks to others can be a huge life saver because it allows you more opportunity to spend time on other tasks or come up with brand new ones. This does not mean to pass all your work to someone else and call it time management but rather work on goals as a group. From there you can discuss everything that needs to get done and organize the tasks to those whom would be the best suited to handle it. A great example of this is if you know your job is very likely going to ask you to come in to work on your day off, you can assign the task for that day to someone else just in case you cannot complete it. Note: Asking others to help you out allows them to also gain experience in doing things that maybe aren’t in their normal job description. This in turn also helps their education as well.
  4. Thanks for contributions to CT 201 man.

  5. Conflict Resolution Guide This should be used in Conjunction with the Problem Solving Guide To help give you as much advice on how to identify problems, handle problems correctly as well as find a resolution to ensure it doesn't happen again. There will be a workshop to coincide with this guide coming soon. What is conflict resolution? Conflict, arguments, and change are natural aspects of our lives. Conflict resolution is a way for two or more parties to find a peaceful solution to a disagreement among them. The disagreement may be personal, emotional, clan-ops or work based. When a dispute arises, often the best course of action is negotiation to resolve the disagreement. Conflict resolution through negotiation can be good for all parties involved. Often, each side will get more by participating in negotiations than they would by walking away, and it can be a way for your members to get resources that might otherwise be out of reach. There will always be occasions in which negotiation is not available. However, the goal for every conflict is indeed a negotiation. The goals of negotiation are: To produce a solution that all parties can agree to. To work as quickly as possible to find this solution. To improve, not hurt, the relationship between the groups in conflict. Why should you resolve a conflict? The main goal of conflict resolution is to come to an agreement that benefits all parties. Other reasons to resolve conflicts can include the following: Ability to understand all parties. Goal in being a proactive leader. Opportunity for leaders to grow. To present the most peaceful solutions that are fair to all members. Note: If you can resolve a conflict while teaching and mentoring the members, you are allowing yourself the opportunity to inspire future leaders. We continue to lead by example by making the best out of the worst situations and allowing for members to feel heard. When should you resolve a conflict? Some conflicts require attention from different leaders. Many of which can be solved via officers within a squad but there are some that may require upper leadership to be involved. Do resolve conflicts in situations where you are prepared and equipped to provide a solution. A few of these can be member disagreements, slander, and inappropriate gameplay. Do not resolve a conflict when you are involved with a conflict of interest nor in a situation where you are not prepared or equipped to provide a solution. A few of these can be a breach in the Code of Conduct, self harm or threats of self harm, or a issue with a leader who is not within your jurisdiction to correct. A few examples are listed below. Example: Self harm and suicide threats should be handled by, at minimum, a Director. Poaching should be handled by, at minimum, the divisional 7s staff. Inappropriate gameplay should be handled by, at minimum, an officer. Note: Certain conflicts will need to be handled by the appropriate leaders. If you are unsure as to whether or not you should resolve a conflict, follow your rank structure. The 5 Steps to Conflict Resolution Step 1: Be prepared Before beginning to solve a conflict, remember to do the following. Show empathy: Showing your members that you understand how they feel allows them to be more open to solutions. Use a third party mediator: This eliminates the chance of any "he said, she said" issues as well as provides another unbiased viewpoint Know all sides to the story: Education about the issue at hand will expedite better conflict resolutions. Hear all sides to the story. Listen to each party separately to gather as much information as possible. You should be able to see the big picture before entering into all conflicts. Look beyond the issue: Often, it is not the situation but the perspective on the situation that causes anger to fester and ultimately leads to a shouting match or other visible—and disruptive—evidence of a conflict. Where did the conflict stem from? Be impartial: If you do not have the ability to do that, find someone without bias to assist with your conflict resolution. Your personal feelings towards someone, whether good or bad, should never have an impact on the decisions you make as a leader, and even more so as someone who solves conflicts. Be proactive: Don't wait to handle an issue! Once you have all of the information you need, tackle the issue at hand. Leaving it will only allow the conflict to fester and grow. Listen actively: Paying attention pays off! Hope for the best, prepare for the worst: Have a plan of action for every way the conversation can go. Keep an open mind: Be willing to adapt and listen! Step 2: Control the room Regardless of what situation you’re facing, your tone of voice goes a long way in controlling the room. There is never a need to scream or yell, rather speak with confidence and a tone of firm assurance. Regarding emotion, it is crucial to keep yours controlled and in check, especially when whomever you’re speaking to is upset. Lastly, in issues involving two opposite sides or conflicts between members, keeping a neutral and open-minded perspective will ultimately produce the best outcome for all parties involved, including yourself. As a leader you will undoubtedly deal with situations that are difficult on a personal level. In those times, it is critical that you remember, and adhere to the ideas listed below. Invite Only Party. Politely remove any non-essential guests or members. Stay calm and keep a steady tone of voice. Maintain emotional control at all times. Uphold a neutral, and professional position, regardless of personal feelings. Step 3: Identify the problem When identifying the problem always pay attention to specific details and information from reliable witnesses. Remember to include your own observations when discussing the issue with the members involved. You must set aside the facts and pay attention to the details and the factual information over the person or people individually. Always ask the other party how they feel about it, never assume how one feels. Ask both parties for their side of the story, never explain the situation for them. You are listening for the most acceptable course of action. Point out the merits of various ideas, not only from each other’s perspective, but in terms of the benefits to the community. Note: Remember to discuss what caused the situation. Does everyone have the information they need? Does everyone have the skills they need? Does everyone understand expectations? What are the obstacles? Step 4: Agree on a solution You've identified the source, now it's time to make a change for the better. Remember that no one solves conflicts the same way. There are many ways to come to a decision about your conflict. Competing: I win, you lose. Use when in a situation that needs an immediate solution or an unpopular decision. Do not use when the outcome does not matter to you or you are not the most knowledgeable person on the topic. Collaborating: Both sides win. Use when the objective is to learn from the conflict, or when the viewpoints from both sides are too important to be compromised. Do not use when the conflicts are more trivial or when a quick decision is imperative to the conflict. Compromising: Neither side wins. Use as a temporary solution, or when the situation is time sensitive. Do not use when compromising would undermine the values of our community. Avoiding: Nobody wins. Use when emotions are high and people need to calm down, or when more information is necessary before fully resolving the conflict. Do not use when the situation needs to be defused quickly or if the reason for avoiding the conflict is simply to avoid the conflict. Accommodating: I lose, you win. Use when preserving harmony is the most important aspect in the situation, or when member development is the focus. Do not use when safety is the most important aspect of the conflict resolution. These are the more broad terms to conflict resolution, however, every conflict will have a different outcome. These generalizations of solutions are only here to help with deciding the best course to take for each situation. Most of the time, collaborating and accommodating are going to be the first resort. Conflicts that would result in a blacklist or a security risk would be labelled as competing. When deciding the best course of action always find the best solution for all parties. Set clear guidelines for future expectations and set goals to accomplish and encourage growth and learning from all parties. Note: Take advantage of conflicts and use them to pass on your learning experiences, and others', to those learning beneath you. Mentor members to solve conflicts, as well as avoid creating conflicts. Step 5: Follow up Check in with all parties to ensure that they are okay with the conflict resolution. Check on the progress on the goals that had been set and encourage learning with every occasion. Ensure that grudges are not being held and that working relationships are still functioning in all aspects and pay attention to every side of the conflict until you are certain that it no longer is a conflict. It is important, when resolving conflicts, to learn from the situation. Most problems are handled re-actively. However, a good leader will take that issue and set up proactive measures to keep it from happening again. A few questions that can assist with this are: What action plans will you put in place to prevent conflicts from arising in the future? What will you do if problems arise in the future? What would you do better the next time around? Note: Reactive means to react to the past and proactive means to prevent issues from arising in the future.
  6. Member Retention Guide This information is used in conjunction with the Member Retention workshop: Member Retention Methods: Be Attentive Be Lenient Be a Friend Be a Leader Be an Active Listener 1. Be Attentive Being attentive to your squad mates can mean the difference between a failing squad and a flourishing one. Periodically, people will go on vacations or lose their Xbox membership and forget to inform anyone. This can lead to trouble and by frequently making rounds through the squad, you’ll be able to see if certain members haven’t been on for a few days. If you notice this, you should start making inquiries. Knowing whether a member could use a hand with a monthly membership or if they’ve begun to feel detached from the squad speaks volumes of friendship and compassion. Another reason members can become distant is if they are looking for players to play competitively or they simply don't play the games you do. If you can identify this early on, you can make adjustments. These adjustments could be something such as a squad transfer or simply an introduction to other members with similar tastes. Note: One of the worst things to hear getting back from a 10 day Xbox hiatus is that no one in your squad even noticed you were gone. Always keep in contact with our members. 2. Be Lenient It’s unrealistic to expect every KSI member to act and talk and socialize the same. The reality is, everyone is different. Sometimes people can carry a lot of baggage but in the end, it’s all about drawing a line in the sand and standing by it. We have a Code of Conduct that explicitly states the do’s and don’ts of KSI. That doesn’t mean there aren’t grey areas. Unless someone is being very toxic or has a history of extreme negativity, try to be lenient with them. We all have faults and being able to work around these faults makes us that much better of a person. When hosting game nights, workshops, and meetings, don't enforce members to attend. Be lenient and only encourage participation. Example: You’re playing Rainbow Six Siege and your squad mate accidentally kills you. Don’t freak out! Just laugh it off and let it slide. The last thing you want to do is make their memory of what should be a fun night into a screaming match over an irrelevant death in a video game. 3. Be a Friend A simple fact of life is that we all need friends. For some, Xbox can offer an escape from reality. We’re no longer “John” or “Sarah” but instead we’re “KSI Hershey” or “KSI Snickers”. Remember that everyone can use a shoulder to cry on at some point or another. Members of KSI are not just numbers on the forums or names on a squad tag, we are real people and KSI is our family. Unfortunately, leaving your baggage at the door can be harder than we think so be open and available to your members. Ask them how their week is going or how their family is doing. Members always feel better when they aren’t treated like just another statistic. 4. Be a Leader As the community grows, the need for leaders expands. Leaders are people who not only host events, workshops and gamenights but to also educate other members. When people take interest in tournaments and competitive gaming, officers and leaders can use this opportunity to create an experience that will keep members around. Hosting events in a timely and organized fashion creates a healthier environment for recruits and by giving the members control over what is happening in the squad provides them with the feeling of unity. Remember that as leaders it is our responsibility to understand that no one is perfect and not every member is going to be here forever, but while they are here, we must aim to make it an experience of a lifetime. Note: Remember that being a leader requires time, dedication, knowledge, and respect. 5. Be Active Listeners As we communicate with our members, sometimes they will make comments or remarks about things they either wish the squad did or was different. This could be as simple as different game for game nights or potentially hosting a tournament, etc. They may even hint that they feel left out or ignored when trying to party up with the squad and/or officers, take this notions seriously. This is not to say you should uproot everything the squad does to conform to each request you get but as a leader, if you can improve something for your members you should consider it. IF you feel like members don't feel at home with the squad, try to network them with other members who play similar games, or consider doing weekly shout outs for your members during squad meetings to show that you all pay attention and you care about your members. Don't be afraid to offer hosting a Member Chosen game night even if you only get a small attendance, make it memorable for that small group and you may get more people next time. Ultimately similar to BEING A FRIEND and BEING A LEADER, you should always be an ACTIVE LISTENER, and let your members know your there for them. Retention Tips Activity Take notice of your recent game nights and workshops from the last 2 weeks. You are looking for lack of attendance or lack of consistency and ask yourself could either areas be improved. Hosting a custom game lobby and playing 3 games while calling it a game night sounds good but if people aren’t having a good time or excited about attending them help strategize ways to energize your members to be apart of the events. Things you may want to test to improve attendance: Time of the Workshop (Is it too early or is it too late?) Day of the Workshop (Mid-week vs Weekend?) Change or Increase the advertising methods for events Outsource for potential game night ideas Ask members occasionally if there is anything they would like to see hosted as an event. Maybe potentially hosting a tournament or competitive event can be helpful. Lastly, another good avenue to help boost people attendance is encouraging or designating a day as a member’s choice game night where an officer and a SGT co-host a game night on maybe an off-hand game that isn’t your squads primary or secondary game type. Note: Being creative with game nights can increase morale and in using different games could potentially create a new avenue for your squad to grow off of. Back into the Fold: Sometimes members within the community both new and old tend to drift away from the squad and the rest of the members. There can be a lot of factors as to why this has become the case from lack of attention, trouble fitting in, bad schedule with squad events, lack of communication to name a few. This will inevitably lead members to leaving the community or becoming isolated and deemed "Inactive" that they end up on a fluff list. Look at it from a new members perspective so to speak, there have been cases that the member claimed to only be contacted when they are due/overdue for a promotion but never outside of that. Similar to the scenario in the Member Retention Workshop which is based on a true event in KSI, Newer members sometimes feel they get ALOT of attention and then all of sudden they don't (post CPL promotion). Other times members get promoted into a squad off a game that isn't popular or active within the squad short of the recruiter and a few others. While this isn't intentionally done, it creates a misconception and is another potential reason members feel alone and wish to leave. So now that we address potential reasons people sometimes feel left out and wish to leave KSI because of it , let's talk about how we can help prevent it. 1. Play with your Members: First and foremost there is no shortcut to playing with your members especially as officers. These individuals are the foundation of your squad and officer's do not exist without them. Responding to member's LFG posts on discord, reaching out to different people each day to party up and play some games, POSTING LFG , etc. are some examples to try to reach more members in addition to XBOX party invites and messages. You can also use your squad tag/club and just invite anyone you see online and inquire about playing as well. If a member comes to you with concerns that no-one ever hits them up to play, try to see if you can network them with other members who play similar games and encourage them to add each other as friends. 2. Adapt: This is mainly in regards to your event hosting within your squads. We covered some of the main topic points for this in the ACTIVITY section above but just to drive the point home sometimes you need to adapt your game nights or even host random game nights. This gives member's more of a reason to come out and play because they don't want to miss the fun. Experiment with new ideas, new scheduled times for the events, etc. and see what produces the best results. The more flexible you are with your events the more potential individuals you will be able to reach. Use this topic to help : 3. Communication: While this may seem obvious, communication can be critical in making sure member's have someone to speak to and that you are willing to listen even if it is not KSI related. Referencing being an ACTIVE Listener , sometimes randomly reaching out and asking the member how they are and if they are enjoying things in KSI. If there are concerns they have they will bring them to you and that gives you the opportunity as an officer to find ways to improve their experience. Think back to when you were recruited in and if someone did or didn't reach out to you , how much that would of affected your KSI Experience and if you would still even be in the community. 4. Get them Involved: Everyone wants to feel like they have the ability to contribute and help the squad out in some way, shape and form. Giving them something to call their own is a way to show members that they matter and that can go a long way. Some examples of things you can do towards this objective is Co-Hosting Game nights, Members poll the GAME of the next game night, Co-hosting Inter Squad Tournaments, etc. In a non-competitive sense you can encourage your good players to set up some king of training event to teach newer or less experienced players on how to improve their game play. Games like Smite, Rainbow Six Siege, Destiny 2, and even COD have excellent platforms in their custom game options or the ability to walk someone through a raid even if they aren't knowledgeable about it. Again these are your MEMBERS helping other MEMBERS and potentially creating bonds that will exist moving forward when they look for people to play with. Challenge to ALL KSI OFFICERS! Each week you should write a list of 3-5 names of members from your squad. The goal is to have 1 conversation, play 1 game and have them attend 1 event as long as their schedule allows it. You can even try to group your list together and complete this task in one shot. The goal is to increase your familiarity WITH everyone in your squad as well as helping them make new friends! Then at the start of the next week you have a new list of people, then in conjunction with your officer staff you should actively be communicating with most if not all your squad members each week. Try it out and let me know how it worked out!
  7. Leading by Example **This is a work in progress, a guide for whomever is hosting will be added to this in the next few days** - Skarzx Introduction: As leaders, we should strive to set an example for our officers and members; You are their reference point for activity, work ethic, being professional etc. However, one of the biggest pitfalls for leader's is being more of a boss asking people to do something that you won't do. Not only will you cause resentment and lower morale with your officers, you will also lose their trust. This is not to say you should do other people's jobs for them rather assist them when they need it. In this exercise we will go over a few questions regarding being a leader and a scenario that is an example of failing as a leader. Main Discussion Points What is a leader in your opinion? What are some examples you have of leading by example or witnessed others leading by example? Is there a fine line between helping someone and doing their work for them? Do you think KSI structure allows for Leader's to be successful? Scenario: KSI Shaws 7 reached out to his general KSI John to talk about his squad. Shaws wanted to point out that the squad has been lacking in the recruiting department and noticed quite a few people appearing offline on the squad tag including some officers in the last week. John calls for an officer meeting to address these concerns and gets his 3 officers together with Shaws. John expresses the concerns that were brought to him and harshly questioned his staff on WHAT they have been doing the past few days. His officers staff claimed they have tried to recruit but think doing a recruit lobby with John and all the officers would be a great idea. As for the members appearing offline they made the comment that they tried to contact John about some potential fluff but couldn't get a hold of him because he was appearing offline. John stated that he has been busy with his other duties and real life and what little time he had he wanted to play some new games he got in peace that's why he is appearing offline. However they should not be appearing offline in case the members need to contact them. Then John suggested they go ahead with the recruit lobby idea but without him because recruiting is their job. They should also bring some sergeants to help train potential staff sergeants. Scenario Questions: What stood out to you in this scenario? Who was the most at fault? John, Shaws or the Officers? If you were John how would you handle the situation? If you were the officer staff how would you handle it? Summary: It is very easy to have John's mentality and put your personal responsibilities above others. It's also very easy to push for more or even better results from officers within your squad. It's easier because it requires more effort and time from someone other than you, yet you reap the benefit the most. Do not fall into this way of thinking, whether you're an officer or a general or EVEN a 7's staff member you should look to help whenever needed. If someone is having a hard time with their duties, assist them and give them advice on how to handle it better. If we push the next generation to be tyrannical then they will in turn train others to be the same. Promote teamwork, communication and good work ethic at all times, to help ensure KSI continues to be the amazing community that it is. **If you need help learning how to host this workshop please contact @Scarface 77 or KSI Skarzx 77 for an explanation on the some discussion points, etc**
  8. Retaining Members For Information regarding this topic and in conjunction with this workshop please read : Introduction: KSI is built on a solid foundation of dedicated members who work to make the community great. While the total amount of members can only be increased through recruiting efforts, it's MEMBER retention that keeps them here for the long haul. No-one wants to feel like a statistic especially in an atmosphere that is built on being like a family. Leaders should always strive to be there for the members whether it's answering a question, mentoring them, or simply playing a game; we create bonds that can last for a long time. However like anything we aren't perfect, no-one is and we will lose members simply because it wasn't a good fit. But to ensure we give everyone a chance we should always make a point in communicating with everyone within our divisions and networking gamers to like-minded individuals. In this exercise we will discuss some points regarding member retention and at the summary of this you should read the Member Retention Workshop on the forums. Main Discussions Points: Why is Member Retention important? What are some tips you utilize towards Member Retention? What about finding the member's "Why", how can that help with retaining? Why do people leave KSI besides real life complications? If a member tells you their leaving KSI, what do you do? Scenario: KSI Chris, a staff sergeant in his squad, gets contacted by one of his members, GhostLife. Ghost messages stated that he was leaving KSI due to no-one ever hitting him up except the 2 times they needed to promote him. Chris asked if they can get into a party and talk and Ghost agrees and joins the party on xbox. Ghost says that he has been in the squad for about a month now, and no-one ever hits him up to play or hang out. When he messaged a few members to play some call of duty, none of them responded so then he tried his recruiter but he was always "busy" doing recruiting and doing officer stuff. Ghost then complains that every game night he tried to go to they were on random games that he doesn't play which confused him because he was recruited off of call of duty thinking he was joining a Call of Duty focused squad. All Ghost wants to have are more people to play some hardcore domination or warzone with. Chris explains that the squad is actually open game type and while there are a few call of duty players, most of the squad plays other games. Chris went to check if he has ever posted anything on discord and found out Ghost was never told about the discord server. Scenario Questions Based off the information here, if You were Ghost, what would you do? If you were Chris, what would you do? What is Ghost's "WHY" for being in KSI? What steps could be taken by either the member or officer staff to ensure this doesn't happen? Would you suggest a transfer to another squad? Why or why not? Summary The sad truth is you can't always save everyone, sometimes people want to explore other options outside of KSI and that's okay. But there are definitely plenty of cases where a good conversation can be the difference maker between keeping a good member and losing them. Ideally that should be a last resort, we should aim to always make people feel welcomed and ensure they are always invited to events. As officers each week you should set out with a list of 5 names you either haven't met yet or haven't spoken with in a while and reach out. You would be surprised how many people will leap at the opportunity to game with not only an officer or leader but with another KSI member. Give it a try! **If you need help learning how to host this workshop please contact @Scarface 77 or KSI Skarzx 77 for an explanation on the some discussion points, etc**
  9. Omega Training Welcome to Omega Management Training for members who are aspiring to be Generals within KSI. This training will give you insight on how to properly manage your squad on our clan management system but because you cannot have access until you reach General, we created a similar system for you to use. Below is a spreadsheet created for you consisting of the following: Roster For a complete look at your entire "Squad" complete with their Gamer tags, Game type, and Recruitment Date. When you promote someone you must update their rank on this page. When someone game type changes you must update the game type on this page Private Promotion Channel This page will display any recruits who are eligible for promotion to Private. Before you promote anyone on this page make sure you check if they were accepted onto the recruit tag and either on their eligibility date or past it. Corporal/Sergeant Promotion Channel When members reach private, they are then added to this page. If they have changed GT to reflect KSI then you will note they are due for SGT promotion, fall else they are labeled as a CPL promotion. Their eligibility date for CPL is 7 days AFTER promotion to PVT. Their Eligibility date for SGT is at the division's discretion but for this example it is as soon as they reach private and have their GT changed. Log Channel Here you will post your gamer tag, what changes you made to the roster and when. Omega Spreadsheet Omega: https://docs.google.com/spreadsheets/d/1NdqBx4aSmBH7Ez1TC_26DT5dKEuMGy4qhnaNk23Lg2Y/edit?usp=drivesdk MAKE A COPY AND USE THAT. How to use it: Now the way this training works is each day for a week, you will be given a set of 3 tasks to complete on your Management sheet. At the end of the week you and your mentor will sit down and go over ALL the adjustments you made. Any errors or mistakes found are okay after all this is a training exercise. The goal at the end of the day is helping you understand the processes as best we can and for you to learn the basics around the system. How to Make Changes: Promoted a Recruit to Private - (Add) These members should be on your PVT promotion channel with eligible promotion date but NOT on the roster. Members aren't added to the management system UNTIL they reach the rank of Private or Higher. When your task is a Recruit to private promotion you must do the following: Copy & Place their information in the Private Promotions channel in the bottom portion under completed. Add date promoted. Post their GT, their next promotion (CPL or SGT) and date eligible in the Corporal/Sergeant Promotion channel. Add their Information into the Roster Channel (GT, Game type, Date Recruited) Post the action in the Log channel Promoted a Private to Corporal -(Promo) Copy & Place their information in the Corporal/Sergeant Promotions channel in the bottom portion under completed. Update their Information in the Roster Channel. Post the action in the Log channel Promoted a Private/CPL to Sergeant - (Promo) Copy & Place their information in either the Private or Corporal/Sergeant Promotions channel in the bottom portion under completed. Update their Information in the Roster Channel. Don't forget to Update GAMERTAG Post the action in the Log channel Changed Game type -(Update) Update the Game type in then Roster channel Post action in the Log channel Gamer tag Changes -(Update) Post in CPL/SGT channel for Promotion Adjust Gamer tag in Roster channel Post action in the Log channel Member Removal - (Remove) Remove Member from Roster channel Remove Member from any Promotion channels Post action in the Log Channel For Organizational Purpose we will be using the following Dates : 5/25/20 - 5/31/20. Do not get confused with the current date in real life. Tasks: Monday - (5/25/20) Add All2Ryan (Recruited on 5/25/20) Promoted H0ll0w to CPL On 5/25/20 Update Game Type - Snip3rScop3 (to Modern Warfare) Tuesday - (5/26/20) Promoted Qu3stLov3 to CPL om 5/26/20 Add JohnWall5 (Recruited on 5/26/20) Removed BanHammer23 Wednesday - (5/27/20) Promoted All2Ryan to PVT (5/27/20) Removed Alex3456 GT Change - xXKobraxX to KSI Kobrax Thursday - (5/28/20) Add MikeJon3s (Recruited 5/28/20) Removed Evolv3 Game type - Soup88 (To Modern Warfare) Friday - (5/29/20) GT Change - Soup88 to KSI Soup88 Game type - SourSkittl3s (to Modern Warfare) Promotion - KSI Kobrax to SGT Saturday - (5/30/20) Promoted KSI Soup88 to SGT Promoted OpSniper5 to CPL Removed GiantFish21 Sunday - Recap and Evaluation You can assign your trainee all the tasks to be completed by end of the week or assign him Mondays tasks on Monday, Tuesday tasks on Tuesday etc. At the end of the program sit down and analyze the spreadsheet and explain any mistakes you find and how to prevent them in the future. Remember this is TRAINING so expect a few errors. Any suggestions to improve this exercise, please message KSI Skarzx 77 or @Scarface 77
  10. Burning Out Workshop For workshop hosting, you should read over the material multiple times as well as referencing the Burning Out Guide (links below). The goal of this workshop is to demonstrate just how easy it can be to become overwhelmed with so many responsibilities that we start to decline in all phases of our KSI careers. Through recognizing when we are starting to feel this way we can find ways to rebound back even if it requires taking a few days off to recover and come back strong. (*Also any errors or ideas to improve the workshop can also be sent to @Scarface 77*) Introduction: Sometimes we find ourselves in a position that we have some free time and want to spend it helping out the community. Majority if not all the members of Department Ops who are also in Clan Ops are the biggest examples of this. While these individuals make it look easy, trying to balance multiple jobs in KSI along with your personal lives is tough. Without proper time managing and multi tasking skills you will find yourself falling in quicksand and struggling to stay afloat. As leader's we need to make sure we are taking care of ourselves and getting some gaming in while ensuring others do the same. We are after all a gaming community first and foremost. Note: Check out the Burning Out Guide for additional information: h Main Topic Discussions: What is the definition of being Burnt out in your opinion? Have you ever been burnt out? Why are you in KSI? Do you think certain "Why's" lead to increased/decreased likelihood of being burnt out? Do you think EGO/Pride can hurt someone who is feeling overwhelmed? What are some tips you have to prevent being burnt out? Scenario KSI Shaw is a Lieutenant in Clan Ops who is working towards being a General. He is his squad's top recruiter and most active officer within the staff. His General, KSI John is grooming him to be his inevitable replacement once John earns a 7's position but that's still a few months away. In the meantime however, he still wants to help out the community more and looks into joining a department. He gets an interview with Productions as an editor. In the interview, he is asked a series of questions with one in particular asked if he would be available enough to meet the demands of the position to which he hastily said yes. He was accepted into the department a few days later. A few weeks go by and Shaw's general (KSI John) reaches out to him regarding some complaints about him from other officers. John explains that they have noticed him not doing any recruitments and the last few promotions he was assigned didn't get done on time. Shaw explained that he has been busy with school work, he also started a new job and editing videos for the KSI YouTube that he hasn't had time to go out recruiting or do officer work. Shaw admitted that he hasn't really been enthusiastic about KSI the past few weeks and thought about stepping down but didn't want to let anyone down. He feels stressed out and while he really wants to be a general still, he doesn't know if he can do it anymore. Note: This is a made up scenario, This is not to scare you away from expanding into Departments or Web Operations roles. Scenario Questions Based on this scenario, what happened to Shaw? Why? Would you say Shaw is Burnt out? If you were in Shaw's shoes, what would you do? If you were Shaw's General, what advice would you have for him? Summary Remember that no matter how much you want to help and take care of this community, you must first take care of yourself. Do not assume so much responsibility and find yourself in a position where all avenues your in begin to decline. This will demotivate and demoralize you to the point where you start 2nd guessing your place within the community. If you ever come to a point where you don't feel you can do a job anymore, then communicate and ask to resign from your additional positions. There is nothing wrong with admitting that you cannot handle everything, we are only Human and should never push so hard that we start to resent the community itself. **If you need help learning how to host this workshop please contact @Scarface 77 or KSI Skarzx 77 for an explanation on the some discussion points, etc**
  11. This guide will cover some tips and information regarding Stress and Burning out with KSI. As Leader's we tend to take on a lot of responsibility and sometimes that can pile up to the point of exhaustion and frustration. Hopefully you can learn some things from this guide and we implore you to attend the Burning Out Workshop located here: (*Coming Soon*) Burning Out Guide Three Dimensions of Burning Out: Overview: The definition of being burned out is stated as “a state of physical and mental collapse caused by overworked and stress.” The one issue of getting burned out is the fact that we rarely see it coming and when we finally do acknowledge it, our pride prevents us from handling it properly. Being burned out does not just go away with time, sometimes it can be even worse and will result in unsatisfactory results in all aspects of your workload. We will talk about the symptoms of being burned out to help increase your awareness to know if you maybe dealing with it currently. Emotional Exhaustion: This dimension covers how burning out can do to your mental health within the community and here are some examples to identify it: Finding it harder to concentrate Quicker to anger or hostility Finding yourself exhausted Lack of Enthusiasm or excitement Note: These examples are some of the few identifying factors that show emotional exhaustion. The inability of concentrating and the quick to hostility can be very evident when handling even minor tasks and can create a lot of additional issues with those around you. Feeling exhausted and lacking any sort of excitement especially as someone’s leadership or mentor can actually hurt their growth because more members inherit the habits of those in front of them. Denationalization: This dimension covers how burning out can do to your social interactions within the community and here are some examples to identify it: Paranoia Thinking you can’t handle your jobs anymore Constantly thinking you’re failing Persistent Blaming Others for Issues Note: These examples are some of the few identifying factors that show denationalization. The feeling of paranoia that can sink in from feeling that you are doing badly at your job and thinking every day you will get fired. The negative feelings that being to grow in your mind can also cause blaming other people for your inability to get your job done efficiently. These tend to come from members who assumed too much responsibility and being stressed out too much. Reduced Personal Achievement: This dimension covers how burning out can affect your own success and personal achievement as a leader in KSI and here are some examples to identify it: Lack of completing tasks efficiently Often forgetting tasks or duties Consistent disciplinary issues Reduction in work ethics Note: These examples are some of the few identifying factors of how burning out can affect your performance and successes in KSI. The inability to finish your objectives on time and the quality of your work diminishes; while at other moments you find that you completely forgot to even complete some tasks. You tend to see members of this caliber be in more meetings discussing what exactly is going on because when you assume a lot of responsibility and held them for so much time, any slip in efforts or production is likely to raise suspicions. Sometimes this can be mistaken for leaders being lazy when you start to notice a reduction in work ethic and sometimes is being misinterpreted for being burned out. ___________________________________________________________________________________________________________________________ Five Ways to Prevent being Burned Out: Overview: We showed the three major dimensions of being burned out and the effects it can have on an individual. We as members of this community and as leaders within this community need to be careful not to overdo it because the effects can trickle down and affect our members. While these issues may seem major and have no cure or remedy in sight, there is some things we can do to help prevent or manage our burned-out mentalities. Taking a Break: Sometimes as leaders and as individuals we need to learn how to take some time for ourselves. Between various KSI duties and real-life issues, we find ourselves drowning in work and the best course of action is to just take a breather. Taking a leave of absence, LOA, or just taking a day off Xbox to rejuvenate can go a long way in terms of remaining healthy and at the top of our game. Note: Leave of absence is a temporary leave from Xbox and KSI due to personal reasons including but not limited to; Loss of Internet, Death in the Family, Vacation, Military Leave, etc. You may return to your position and squad upon returning unless extenuating circumstances arise. To take a leave of absence contact your officer staff or divisional leadership for more information. Deferring Additional Duties: As leaders we try to take on too much and sometimes that involves assuming the duties of someone that is a lower rank because you wish to be helpful. However, this can have multiple negative effects on both you and those who follow you within your rank structure. You are preventing them from having experience handling the duties as well as maybe creating a stigma that to be this rank you need to do these things. For example, letting a Lieutenant do their job is sometimes for the best rather than taking on their task as well as yours. Avoid Assuming too much Responsibility: One of the biggest things that plagues leaders is the desire to assume more responsibility. This is mostly when web/dept. ops and additional clan-ops duties come into effect. While we always love when members explore other facets of KSI, we also prefer they do it when they have enough time and energy to handle the responsibilities of all their jobs. All Department Heads ask their applicants if they see themselves as having enough time to complete the tasks and the reason being that no one wants to have to fire someone for failing to uphold their duties. Ask for Help: Similar to deferring additional duties, do not be afraid to ask for help from those around you. This helps not only relieve some burden, but also allows someone with a fresher perspective and mindset to focus more on that one task while you are multitasking others. The worst thing you can do as a leader is to not encourage helping each other out as we are a team and a community and teamwork can do a lot of things. Have some Fun: We tend to forget the key part of being apart of an Xbox community and that is we are on Xbox. Sometimes we need to take a step back and play some video games especially with some members. All work and no play will hinder your enthusiasm as well as your overall mood which can have effects on squad and division morale if you let it linger. We all have personal lives which require responsibilities like working at a job, and when we come home and want to unwind it can be dangerous to hop on Xbox and treat it like a job 24/7. The idea is to release some stress through games and we should never forget that.
  12. Welcome to the KSI Education Department Section. All KSI related educational material can be found in this section. This includes but not limited to: Educational Programs (Lead 101 & CT 201) Community Education Program (CEP Workshops) Educational Workshops (For training Officers and/or Members during weekly squad workshops) Educational Guides (Information that expands topics covered in workshops and education programs) Education Department Roster: KSI Skarzx 77 @Scarface 77 Education Head/Head Information Officer KSI Grifful 7 @KSI Grifful 7 Lead/CT Mentor KSI TexAngel 7 @KSI TexAngel 77 Lead/CT Mentor KSI Gruntier 7 @KSI Gruntier 7 Lead/CT Mentor KSI xKing 77 @KSI xKing 77 Lead/CT Mentor
  13. Please submit any ideas on potential new guides or Workshops. Just post the Topic and a brief explanation on what it should cover and why you think it's important. This does not guarantee one will be written about every submitted idea, but it will help the Education Department if we decide to explore that topic.
  14. This section will be used for Guides created by the Education Department. These guides are for individuals to read on their own time and is meant to teach additional aspects to topics covered in the educational workshops and programs. If you notice any mistakes or errors please contact any KSI Director or me. (This subforum will be adding content shortly so bear with us in the meantime) Contact info: Xbox: KSI Skarzx 77 Forums: Scarface 77 Discord: Skarzx 77#5768 Each Guide will provide information that corresponds to a workshop on the same topic. This is to provide up front information to your members before attending the workshop so they understand the questions they will be answering. Links to the corresponding Guide or Workshop will be at the top of each topic. For new Guide Ideas please visit and submit your idea.
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