Is it easy to get a crash course in football by Pele or Maradona for a week and produce a world cup winning football team?

Answer is NO. Then why do lots of people in the corporate world think of hiring scrum trainers & expert developers to train their team for a week and then expect their team to be undergo a transformation at a magical scale?


German football team made it a point to transform their team and it took them a lots of years before they were able to reach the pinnacle. A quick side by side comparison of what is causing agile transformation to fail.


Football: Someone was there owning this entire transformation, the German football association spent a lot of time identifying talent in their teens and groomed them.

Office: In the corporate world switching jobs every few years have become common, but there is no passing on of the context, resulting in the new person taking charge, starting from all over again, as well as frustrating existing good performers who have to rebuild the perception.


Football: Players expecting state of the art training facilities, fitness programs and new shoes are not a luxury, it is a necessity.

Office: Computers have become so cheap compared to the salaries, yet the policy of providing the best tools and good work environment are archaic.

Coach vs Management

Football: Coaches are given their due powers to help the team achieve the goal. It is very easy for anyone to comment on how professionals should play their game, there would be no use adhering to the metrics if the team cannot win. Winning is the only measure for management.

Office: Often coaches are seen as part of the management or management tries to heavily influence coaching which results in a team which will work either for metrics or to please higher ups without the actual result that it had aimed for.


Football: Just the ability to kick the ball does not make a footballer. Training will be introduced to increase physical strength & stamina, better mental wellness, injury prevention, tactics and strategy.  A heavy investment is made in the training facilities.

Office: In the software industry a generation is about 2-3 years. Computer science degrees are nowhere near what is state of the art in the industry. At many places the on boarding process is either very shallow or not up to date with the recent developments, leaving people to learn most of the things hard way. Given too many things to learn and the information overload, this results in inefficient learning and application of knowledge on the job. We need to prepare people to find answers that are not available on Google.

Team composition

Football: Rookies don’t learn by watching greats from the bench, instead they play along with the veterans. Every sports team makes sure to have the right composition with a mix of rookies, emerging players and veterans. That is how they sustain a winning team.

Office: Architects and Leads often do not code or not part of the team every day, this means that most of the time the team just looks up to for advice or waits for reviews. There should be a good mix of people at all experience level so that there are enough people to try new things, enough people who have mastered few things and enough people who challenge change.

Above all – Persistence

Nothing in the world can take the place of persistence. Talent will not; nothing is more common than unsuccessful men with talent. Genius will not; unrewarded genius is almost a proverb. Education will not; the world is full of educated derelicts. Persistence and determination are omnipotent. The slogan ‘press on’ has solved and always will solve the problems of the human race. ~ Calvin Coolidge

Image courtesy of Salvatore Vuono at

Every one of us have our share of bad judgement and we either get away with it or we pay a heavy price for that. An idea that friendly strangers are bad would have prevented me from getting some great friends, yet we carry around stereotypes and preconceived ideas every day and put to use those ones. Some of the things which affect our judgement are

Ladder of inference/ Mental models

I came across these terms in Peter Senge’s The fifth discipline. It is about how we form opinions based on our narrow scope of observation and later on due to the influence of those opinions we form, we select the data from the event which validates our opinions. This was very well explained by one of my peers through an activity.

The facilitator randomly threw few pens on the floor and asked the audience for a number, the audience counted the no. of pens and gave an answer which he rejected by giving some random number. He continued to do the same thing many times and the audience started giving random numbers for ten consecutive times. After that he revealed that he was showing the number in his hands and the pens on the floor was just a decoy, post that when he threw the pens down people started noticing the number in his hand. In this experiment people just formed an opinion by relating to the pens down on the floor and the number.

It is no wonder why people form opinions based on their first impression/interaction, the world we perceive is just a model we have created based on the data we selected which are hardly verifiable or incomplete facts.

Recency effect/ Primacy effect

It is very easy to remember things which happened recently than a while ago. It is also very very easy to remember the first encounter but lots of things which happen in the middle tends to get lost. This effect in the hands of business people has become an effective tool but in the layman’s world if only the first and last things matter; then people who put a consistent effort to maintain something are not rewarded much compared to people who just create a great first impression and leave on a positive note but have completely messy approach.

We are always on the run and may not be able to review things as a whole but it is better to not concentrate on first and last things but look at things as a whole, it is very easy for us to form opinions based on just the first and recent impressions.

Availability heuristics

This is tricky, we like to consider ourselves intelligent and knowledgable; so we think that we have carefully selected the data and formed our opinions. Things which happen as expected is never a news, the one which comes up in the news is always something odd. News is often sensationalized, a good example is about the safety of the airplane travel. If we are able to imagine something vividly, then it is easy for us to picture the good things or pitfalls in it. We always look for shortcuts to confirm our opinions are right and that affects our judgement a lot, this often combines with the recency effect.

Good judgement comes with experience, experience comes with bad judgement


This is a follow up of my previous post Nice Guys, do you finish first?

I got to know the term seeders and leachers from the Torrents. The term leeching is very common in the computing world,  but is it relevant in any other context?

Yes it is relevant in other contexts as well, I keep observing these in my workplaces. Some of the workplaces I have seen has very rigid written performance expectations and assessment criteria. The performance evaluation is nothing but a way of identifying the leechers and removing them from the system. The key problem in this setting is that the cause and effect might be very spread apart and it is easy to find ways to comply with every word from the expectations set and still be a leecher. Lots of tools and methods at the workplace evolve at a very rapid pace which makes it hard to keep the expectations at a written form and convey to people.

Who is a seeder? Is someone who comes to work delivers the job as per requirement and goes home a seeder?

A seeder is someone who not only does her job but also makes sure the peers need not rework or struggle in the coming days as result of her job. If a team contains lots of seeders then there is effective communication, on time delivery and a good balance of work and life. The team can pretty much handle themselves without a need for a supervisor. On the other hand if the team contains lots of leechers, then there is a need for a supervisor to keep a check on the delivery and try to remove the leechers out of the team.

Any example of a leecher? What happens if we dont remove them from the system?

Let us take the example from the documentary Nice guys finish first, the social setting of a group birds is such that each bird removes of the ticks from the other birds. Each bird is groomed by someone else to be healthy. In this setting it is very easy for a bird to get groomed and get away without returning the favour. The bird which exploits the social setting is a leecher. If we dont remove the leecers from the system then the overall advancement of the system is very limited and will encourage selfish behaviour.

Unfortunately it is not so easy to find leeching in self organized teams, the reason is that leeching might be involuntary through unconscious incompetence. The individuals might not realize that they are over grazing the resources and soon going to add pressure on their team mates. Timely facilitated retrospectives, reflections and corrective actions without penalties will help improve the well being of the self organized teams.

Image: africa /