Tuesday, December 23, 2014


Talk about rewriting software from scratch and business people will not like it.
They hate rewrite idea. If you try hard to convince them, soon they will start hating you. They will switch off, you.
Their rationale goes like this
    "We built it so over years spending so much.
    We cannot just let that trashed, there is great IP built into it."
    “The software was working to great extent as we experienced, it has been working so great for so many years, how is it becoming useless all of a sudden? We are just 90% there we just need 10% to cover up.”
You are correct, like an accountant.. and completely wrong as a technologist.
My advice:
    "this 10% will take same or more time than what it took to build first 90%."
What you have in hand is some system which is mediocre. Yes mediocre. You are so concerned to achieve that rest 10% impossible because it is built to be mediocre. The mediocre 90% achievement is not taking your business anywhere. It will not achieve rest 10% if it is not changed by removing this mediocre.
This is last mile problem, most struggle as they fail to understand the reality.
They will end up in stalemate.
Want 100% but not ready to change the 90% that preventing achieve the last 10%.
They will go round and round checking with multiple experts and wondering how this 90% can be so wasteful after it is so close to final state.
Time goes on...

Friday, April 25, 2014

My Zycus Story

My Zycus Story

I joined Zycus, left it twice to join it third time. 
Now I am moved out again to work full time with Zycus spinoff Pebstone.

At Zycus, I managed to move their flagship AI technology to 100% Java as a System Designer.
I was Microsoft cult guy, I had never worked before on Java.

Immediately next I had to deliver yet another really big value at Zycus. I completely fulfilled organization’s algorithm needs.

I developed Artificial Intelligence systems at Zycus pretty well. AI is interesting field of science, I had no earlier exposure to it. My work made core of the Zycus products and its internal production systems.

... Text Classification, Text Clustering, Information Extraction and many other algorithms and shipped them as AI Engines that others will use in their Product or in Production Systems. Some products were only possible because technology I built.

I built many rock-solid stable, amazingly fast and scalable systems at Zycus during these early years.

Innovation remained my core motto.

The next challenge was to build top performing talents who are extraordinary technologist.
By this time I made my mind to focus on “Setup and Move Forward”.

I was extreme innovation oriented, extreme technology guy and extreme individual performer that time.
I changed in to something different very soon.

I made myself multiplied. I made myself redundant so I can move to next level of challenge. I transformed my resources into leaders at every level. I realized leader’s role as intense people centric during these times.

By building Agent based AI for Vendor Risk Analysis, Web Robots, Focused Crawling, highly Scalable Web Crawlers with concepts like scalable architectures with the next generation of talent. Best part is some could deliver fantastic technology independently without me needing any hand holding anymore.

Later as Principle Technical Architect I vision for technology needs of Zycus. This was possible with the team of young leadership at R&D.

I vision, Architect and implemented a world class SaaS infrastructure at Zycus. This is the yet another critical value I delivered at Zycus.

I influenced many thought transformations in the way software was developed at Zycus.

Introducing service oriented thinking, forced separation of Presentation from Business logic, Searched based architectures, and Document based systems. I chewed tons of criticism at lunch stemmed from change anxiety and peer issues. Change everybody hates, but is must.

Without people business or technology cannot move anywhere. Talent is absolute need. I focused to build culture of lead and perform. Investing in people development relentlessly. This is not easy task. Leadership is building leaders at every level.

Almost three years I led Pebstone startup phase with all functions, Propellum technology makeover and operating R&D HOD at Zycus simultaneously.

I worked as single man army on AI Algorithms for years alone. Extremely overloaded. Started getting part time assistance on general java app development due to work loads. That was after 5 years! From there a small team grew to convert “Algo Man’s” legacy to R&D Department in Zycus. That same small department become new company. R&D was split in 3 companies. Zycus R&D Dept, a brand new startup company based on innovation incubation and in Propellum to change the technology to take it to scalable business operations. With my movement to Pebstone, R&D Dept in Zycus is closed. The last two members are moving to Propellum.

With great fellow team members this journey was possible.

The greater fun part of the changing inside and transforming outside.
I transformed Zycus internally many times for various things silently. Before coming to Zycus I was MS guy.

I was working with Asterix Softech Ltd. A startup in its fourth year.

My biggest value to Asterix was building their first commercial product which was their dream.

Asterix was Java cult when I joined. I was C, C++ guy. I changed Asterix to MS Technology Company. I realized that their dream product is just not possible at that time with Java where they spent 4 years doing something. I vision and initiated change and drove it well. In the journey I learnt MS technology well.

Next was the Zycus which took me for C/C++ expertise, not for MS technology, led a critical java system design, I was Java novice then but changed myself to do Java well here very late.

Most my learning about technology and Architecture developed during days in Asterix.

I strongly believe core value of leader is the change he brings to everyday affair for himself and others involved.

Wednesday, April 9, 2014

How to choose Leader?

How to choose Leader?

How to choose Leader?
There is no formula for leader’s personality or style.
They come in all styles and personalities.

Significant contribution of leaders is towards others who are together for common goal.

To choose leader, see people around. See who is bringing change. These people may only be reactive to situation before they start bringing change. Pick these cherries.

One who is loud, on the pro act mostly need not be the real leader. People often mix personality type with leader’s role at a times. Leader in action will fulfill all acts as and when needed.

Single test of leader is see how he has done transforming from where he has come from.

Leader is like serial entrepreneur, from one transformation he moves to another, because he can’t live in with adjustments made to his and everyone’s life while being together.

Leaders show up. They are natural to come out and lead.
They are not designation to fill in.

So forget that you have new CEO or a President recruited to lead.
CEO or any other position has only greater influence and authority than the rest involved.
Person in the role may not be having any great leadership.

Will the person bring transformation for better or just doing something and trying something?

On other hand consider a junior designation may have been filled by a leader.
It is only the time that this talent will show up when people with him need to get rid of something or say achieve something.

Good leader will change things. He will change situation directly or change the people that changes the situation.

Leader can be visible or not, he may be directly acting or the people acting under influence of the new perspective.

People often make mistakes in evaluating a leader.
Popularity is wrong method to evaluate leader.
Matching type or complementing personality type also a wrong way to evaluate a leader.

Only test is, did leader made the transformation happen?

How by overcoming constraints, how he worked upon people, how did he utilized situational opportunities, how did he made people to achieve common goal, how did he setup and utilized internal dependency, how he worked upon limitations, how he made opportunity out of hopeless situation… every leader will do this.

Do you know someone who brings change in the situation he is in for everyone involved?

People may have favorable style or type for their Leader, but they are wrong to keep such criteria.

Do you need leader? Exactly why? What is to be changed? Why can’t you bring that change?
Everyone is leader at their level of capacity. OR situation is different that you may not be effective as you are hardwired in a certain ways as everyone else is. So it is OK to recruit a leader. This very act shows bringing change through your act.

“Leader Leads Change”, do not confuse to “Leader Leads People”. That’s why leader may not be visible upfront sometimes.