The intersection of technology and leadership

Category: Learning (Page 1 of 15)

A Brief Review of 2019

The start of 2020 and another year has gone by. While I experienced so many different new things in 2019, it’s really hard to capture so many of the memories in a single post.

Memorable experiences

Here are some of my professional highlights of the year:

Keynote with Werner Vogels (CTO of Amazon)

As part of the AWS Summit in Berlin, I was invited to do a customer keynote with Werner on stage. His bodyguard, who is somehow even taller than Werner (and much more built) took this photo:

Werner Vogels and Patrick Kua
Werner Vogels and me at AWS Summit Berlin

Another highlight was the presentation coach, who helps Werner and Andy Jassy with their talks gave me such positive feedback after the keynote, saying that she hoped I continued doing more of these.

Presenting about personal leadership lessons learned at a conference on the ski slopes in Austria

Skinnovation talk photo
Skinnovation, Innsbruck (Austria)

Taking part in Skinnovation was a really fun experience. It somehow blended investors, start up founders, other tech leaders and made it a fun and casual environment. There was nothing quite like the experience giving a talk in a ski hut while it was snowing outside!

Taking part in the first ever tech conference in Jordan

Jordan is a rich hub in the middle east and it was an honour to be invited to take part in the inaugural edition. I was super surprised at how vibrant the community was (the questions and conversations never stopped in the breaks!) and impressed by the gender balance (at least 50-50) that I don’t see here often in Germany or the UK.

Patrick Kua speaking at Xpand Conference in Amaan
Xpand Conference, Amaan

A bonus highlight was fitting in a trip to Petra with a very early morning visit meaning a lot of peace and quiet before all the other tourists arrived.

Petra panorama photo
Petra, before all the big tourist crowds arrived

Transitioning to Chief Scientist

Those who have played the CTO role know how variable this title can be. In the first half of the year, I transitioned officially to being a “Chief Scientist.” This new title allowed me to refocus where I could use my strengths and my interests of supporting people in tech (versus spending more time with other departments/teams). As part of this, I really enjoyed spending significant time doing more 1-1 coaching and mentoring of people in tech, helping them navigate the rapid changes in hypergrowth, find a way to navigate their worries during constant change and to help people accelerate their growth. It was such a pleasure to have personally helped so many people during this time.

Supporting a tech community in need

I was approached by a tech training community trying to upskill people in a war-torn area. Like a coding academy, their mission was to help cross-train people so they had new opportunities in life. Although I wasn’t able to physically attend (it would have been both difficult and likely dangerous) I was able to do a presentation remotely and support the community from afar. I received a lot of feedback afterwards about how helpful it was.

Starting a newsletter for leaders in tech

On the back of the semi-weekly email I used to send out as CTO, I had a lot of requests for sharing what I read, and what I was researching. LevelUp, a curated newsletter for leaders in tech was the result. It just reached Issue #20 and looking forward to even more this year.

Level Up, a curated newsletter for leaders in tech http://levelup.thekua.com

Levelling up new Tech Leads

I ran a Tech Leadership development course in N26 three times this year and was able to offer this workshop as part of the Lead Dev conference in London and Berlin. Seasoned Tech Leads provided feedback like, “I wish I had this training when I first started out!” while others provided feedback like, “I never knew this is what was expected of a Tech Lead.

One particular personal feedback stood out from one participant who came away realising they were more than ready for the role, but their manager hadn’t ever given them an opportunity to step up and they (a minority in tech) gained a lot of confidence to go back to their workplace and have a conversation around their role and future growth opportunities.

Lessons learned

I am entirely grateful for all the good (and bad) experiences I had this year. As the old saying goes:

I wouldn’t be where I was today, if I never experienced the things that I experienced.

Unknown

Here are some of my key learnings from this year:

  • Only you hold yourself accountable for how you behave. You can’t control how other behave, but you can always control how you react.
  • Stress (and especially extreme stress) sometimes triggers extraordinary behaviour. (See the above lesson).
  • (Relearned) Trust is built slowly over time. Losing trust happens in an instant.
  • Good leaders will always aim for the best outcome for everyone. Bad leaders will do simply what they’re told.
  • (Reaffirmed) Having a title doesn’t automatically make someone a great leader.
  • Psychological Safety is a huge prerequisite for learning and high performing teams. Leaders are responsible for nurturing this.

How was your 2019?

It was extremely useful to reflect on the year gone by and to share some of my lessons learned. Feel free to share with me how your 2019 was and any lessons you learned below in a comment.

Diversify Your Twitter Feed in Five Easy Steps

I recently came across Diversify Your Feed. It reminded me of a tool I forgot, called “Proporti.onl.” Both tools estimate the gender distribution of people you follow on twitter. I was interested to see how my twitter feed did.

Initial results from http://diversifyyourfeed.org/

What a surprise and disappointment!

There are many reasons to support diversity. A 2018 study from BCG found that diverse management generates up to 38% more innovation revenue. The analysis went further to find four key diversity factors that influence this too:

  • Industry background;
  • Country of Origin;
  • Career Path; and
  • Gender

Inclusion matters as much as diversity. After all, there’s no point in finding diverse sets of people if your environment excludes them from contributing. I also realise there are many other types of diversity other than gender. I can imagine writing a tool to categorise other types of diversity may be much harder.

I wasn’t expecting a 50-50 ratio for men/women for my twitter. I was surprised that my twitter account scored really really low! Here are five steps I took to diversify my own feed. I hope they serve you well too.

1. Collect data on your feed today

Run “Diversify Your Feed” and “Proporti.onl” to see how far off your feed is. You influence less the followers you have, but you can control who you follow.

2. Find inspiration from tech conferences with a diverse set of speakers

Many modern tech conferences recognise that diversity and inclusion are important. Many support blind CFPs, or specifically ask if people identify with a minority group. Others reach out to proactively build a diverse speaking group. Many try to support and inclusive environment with tools like a Code of Conduct.

Find conferences who list speakers from previous years. Focus on connecting with different speakers from more diverse backgrounds. My favourite diverse and inclusive conferences include the GoTo series (Amsterdam, Berlin,Copenhagen, Chicago), LeadDev (Austin, London, New York), Craft Conference, and the Pipeline Conference.

3. Look at curated lists

Some websites have done the hard work of searching for people and give you a good springboard to start following new people. Try:

I searched for terms like “inspirational women twitter”, “women in tech 2018,” and “great women leaders list.” I’m sure you’ll find others too.

4. Look at their “Followers”

People are often connected to people like themselves. Twitter makes it very easy to look at people’s followers. Look through a person’s followers list for inspiration. Using this approach helped me find connections I would never have before found.

5. Take action and follow them

I used to have specific rules when following people. For example, I had a rule that I would follow someone I either worked with before, or least met them in real life. Don’t let rules like these hold you back from being exposed to more diverse ideas and opinions.

You can unfollow people if your feed becomes too noisy or less relevant.

Give people a chance. Follow a broader selection of people today.

You may wonder what applying these rules did for me. The result? See below:

A few days later

What’s your tip to diversify your feed?

With a little bit of data and a few concrete tips, I am exposed to more diverse thoughts and people. I hope these tips help you as well.

Leave a comment if you have additional resources or tips!

Book Review: Brain Rules for Aging Well

I finally got around to reading “Brain Rules for Aging Well: 12 Principles for Surviving and Thriving at Work, Home, and School” by John Medina. I’m really pleased I did.

I found the book extremely easy to read. The book summarises the latest in brain science about what keeps the brain strong. It underscores what science proves to work. More importantly, it breaks many myths about what doesn’t. Medina uses a lot of stories and analogies to simplify the complex field of brain science.

The field of studying the brain is relatively young. It was only in the last few decades that we could easily observe the brain without needing to remove it! As a result, this book still leaves many open answers but is at least honest about it.

Some tips that help keep the brain active and healthy include:

  • Maintain healthy relationships with a wide variety of people. Avoid emotionally controlling or abusive relationships. Avoid verbally aggressive people. Surround yourself with people who have different opinions and who value different perspectives.
  • Reflect on what you are grateful or appreciative about. Share your gratitude with others.
  • Learn about something new constantly. Better yet, teach others to expand your own understanding and stretch your brain.
  • Stay active (through exercise). Exercise strengths not only your body, but also your brain.
  • Get enough sleep. Sleep isn’t about resting. It’s about reseting, getting rid of “toxins” and forming connections essential to learning.

I also learned about a few areas that influences how your brain functions. Your diet has a big influence. Nostalgia can also help. I liked the question, “When did you have the most meaningful experiences of your long life?”

The book also underscored limits to the brain. We are rubbish at multi-tasking. Memories are volatile, so repetition is essential. If someone doesn’t feel safe in a particular environment, they will perform worse. The brain is not designed for long-term stress where you feel like you have no control.

I recommend Brain Rules to anyone who has interest in how their lifestyle affects how they think. It’s accessible, practical and hopefully you leave considering changes to your lifestyle!


Book Review: Factfulness

It was almost a decade ago, I first watched Hans Rosling talk about the ever changing state of the world (see the videos here). He was a poster-child for demonstrating how visuals can bring static data to life. In his last legacy to the world, Rosling published the book, “Factfullness.” Unfortunately he passed away in 2017 due to pancreatic cancer.

Factfullness reflects many of Rosling’s personal stories. It also shares his frustration with a world filled with bias and “fake news.” This book is extremely relevant given the current state of politics both in the UK and the US.

Factfullness challenges us to push past biased social and news media. Instead we should focus on globally available data such as from the United Nations. In the book, Rosling paints a much more positive view of the world than what the media likes to portray. As he often repeats, “It may still be bad, but it’s significantly better.”

Fuelled with data, Rosling shows us how child mortality is drastically decreasing. He demonstrates how fewer people live in critical poverty. He reminds us how women have better rights today. The book highlights how monkeys are more factful than educated humans. Rosling points out we are less factful because of “Instincts.”

The Gap Instinct describes how we quickly classify something into one of two camps. Examples include being poor/rich, sick/healthy, or us/them. Reality is more of a spectrum, with a majority in the middle and that there’s not that much of a gap. Rosling warns us to be careful of extreme comparisons.

The media fuels the Negativity Instinct. Rosling points out, “Negative news sells.” He contrasts this with an observation that  incremental improvements are not considered newsworthy. In this chapter, he starts using the phrase he later repeats, “It can be both better and bad.” (The situation can still improve, but the world has improved significantly.)

The Straight Line Instinct describes how we think linearly. In the context of an ever growing population, this instinct fuels the fear of overpopulation. Rosling highlights how childbirth rates reduce as a country becomes more prosperous. He challenges us to use data to better understand the shape of data. He gives examples where curves are more like doubling curves, or act like an S-curve. Straight line functions are the exception rather than the rule.

Rosling shares a personal example where the Fear Instinct causes unclear thinking. This reminds me of the Type I thinking (from Thinking Fast and Slow by Daniel Kahneman). Type I thinking means we react in critical situations with poor results. Fears from physical harm, captivity or contamination drive us to act irrationally. Rosling challenges us to differentiate between frightening and dangerous. Danger is risk multiplied by exposure. When we recognise this instinct, seek calmness before making an important decision.

The Size Instinct focuses our attention on individual numbers out of context. A compelling story or a concrete example leads to us overestimating an impact. Rosling recommends we look at numbers in proportion. We should do relative comparisons, or look at trends rather than numbers alone. Rosling reminds us of the Pareto Principle (80/20 rule) or use rates (e.g. number per person).

The Generalisation Instinct describes our habit to automatically category and generalise. Stereotyping through generalising leads us to incorrect conclusions or unjustified judgements. It also leads us to poorer decisions. GapMinder invented Dollar Street to highlight different categories. Rosling challenges us to look for differences and similiaries across categories. Avoid using categories to justify an assumption.

The Destiny Instinct drives us to believe destiny is pre-determined. This reminds me of the Fixed versus Growth Mindsets, made popular by Carol Dweck. To fight the Destiny Instinct, we must recognise small improvements and changes. We should seek knowledge about how cultures and societies do change over time.

The Single Perspective Instinct drives us to seek a simple solution or answer. I recognise this instinct from my studies in Systems Thinking. A counter against this instinct is to collect different Mental Models. Each Mental Model provides a different perspective on a situation. I loved this quote from this chapter. “The world cannot be understood without numbers, and it cannot be understood with numbers alone.”

The Blame Instinct describes our desire to find a scapegoat, or to point the blame at an individual. It blocks our ability to focus on contributing factors. It also means we are unlikely to prevent similiar problems in the future. Rosling provides great advice here. It reminds me of advice for healthy, blameless post-mortems. “Look for causes, not villains and look for systems, not heroes.”

The final instinct Rosling describes is the Urgency Instinct. This instinct draws upon Type I thinking and biases for action now rather than later. Rosling reminds us that urgent decisions are rare. He encourages us to take a breath, insist on data and be wary of taking drastic actions.

I really enjoyed reading this book. Rosling’s personal stories bring vibrancy to the book. He highlights how even “experts” or “highly educated” people fail to act factfully. The book makes us wary of the “Instincts” and provides concrete actions to help us. If you’re interested in learning more about Factfullness, get the book here.

6 Lessons Learned in my year as CTO at N26

Life has been a bit of a whirlwind trip in the last year. I moved cities (London to Berlin). I started a new role as a CTO. I transitioned from 14 years of consulting into a management role. I joined the hyper-growth startup, N26 – the mobile bank the world loves to use.   It’s been exciting to particularly see the company growth. Our customer base has grown from 500K+ users to more than 1 million. Our users transact more than €1B in currency. We’ve expanded our offices from Berlin to New York. We also announced moving to Barcelona and this is only the beginning. 

In this blog entry, I will share my personal lessons learned on the rollercoaster ride from this year. 

1. Management overlaps with leadership, but is different

Over the almost 14 years of consulting, I spoke all the time about leadership. I still believe that anyone can be a leader. Leading is less about a title, and more about how you act. In my role, I also better appreciate the important role of effective manager. Google even proved that effective management matters.

I still think great managers are also great leaders. We try to test for this at N26 during our interviewing process. We hold our managers accountable for having difficult conversations. We want them to be kind, not only nice.  We want managers to nurture an environment of candid feedback. Great managers manage things and lead people. Managers, unlike coaches or consultants are also held accountable for this. 

2. Hypergrowth stretches everyone

I’ve definitely grown over this year. Our company has also grown rapidly (both with users and people). Hypergrowth means people have opportunities for new tasks. We are also not the first company to experience this. The community has been very generous with sharing their knowledge. I will contribute more to this in the future too, as I build on lessons learned.

I have found myself repeating, “The company will grow much faster than people.” 

With this in mind, I have tried to support, develop and grow as many people as possible. At the same time, I’ve focused on bringing in new skills and experiences that we need. Combining a learning workforce with experienced people is tremendously powerful.

3. Really underscore the Why, not just the What

I believe very much in Simon Sinek’s “Start with Why.” A group of brilliant, collaborative problem solvers will end up with a better idea if they understand why.  You can, of course, still give your input. Your role as a leader it to explain the context. Or to clarify the goal or problem. Not just the solution.

I’ve seen too many technical debates fail because they first didn’t agree on the problem. Agree on why, then move on to what. 

In a fast moving startup, I found people underrate listening. Listening and asking questions are my most powerful tools as a leader.

4. Investing in people has exponential returns

I always try to be generous with my knowledge and experience. I’ve particularly enjoyed helping people grow. Sometimes it’s required tough, candid conversations. Effective feedback helps people grow. Coaching and training helps people see potential they don’t see. It’s been wonderful to help people discover, test and practice tools that make them more successful. 

I’m proud of N26’s technical leaders (both formal and informal). I’m impressed with how people have rapidly grown. I’m also impressed with what they do to pass it on.

5. What got you here, won’t get you there

I read the book, “What got you here, won’t get you there” many years ago. It’s message resonated with me during this year. Startups often go through several phases, “Start Up, Scale up, and Optimise” is how I like to think of it. We are definitely in the Scale Up phase. This phase demands different thinking. 

Acting as if we were in the Start Up phase no longer scales. It’s an educational journey for many people. At scale, you can no longer manage every single situation. At scale, you can no longer make all the decisions. At scale, you have to decide on where you will have the greatest impact. At scale (as a manager), you make less, and need to focus on multiplying more. 

6. Focus on Capabilities, not just People

In Hypergrowth, it’s too easy to hire lots of people. I am wary of this after reading the Mythical Man Month many many years ago. As a manager, I first focus on understanding what capabilities we need. I also think about how those capabilities are best met. Be clear on what you need before hiring people. 

Focusing on what you need helps you find the right people. It also helps those people be clear about how they will be successful. 

Conclusion

I have learned many other lessons in this year as a CTO. The six lessons above reflect some of the major themes for this past year that I hope you many learn from.

I’m super proud of the people I work with. I’m super proud of the product we produce. It’s been a great ride so far, and it’s only the beginning of the journey.


My Personal Productivity Tools

Everyone has their favourite tools for getting the job done. In this post, I want to share some of my favourite pieces of software and how I use them.

For Presentations

I start with an abstract or outline with a simple markdown editor like MacDown (OS). Markdown gives me enough formatting to play with structure and messaging. When I’m happy with this, I use Keynote to prepare the slides. Magic Move transition is the killer app for presentations.

I have an account with The Noun Project for imagery, and use Inkscape (OS) to format and edit the icons. I also rely heavily on another image editor, Gimp (OS). I feel Gimp has more versatility than Inkspace, particularly with photo editing.

For Reading

I like to read books in the real world, but when using my Kindle, I use Calibre to manage my e-books. Refind is super helpful for saving links to find later while I use Pocket to save links to read offline. Feedly plays a big role helping me manage my RSS feeds and plugs straight into Pocket.

My normal workflow looks like this. During short commutes, I browse through Feedly and save interesting articles to Pocket. I   sync the Pocket app before I head to an airport, or hop on a train with limited connectivity. I also save interesting reading material via Refind and Pocket when I’m at a computer.

For Writing

When I started my blog in in 2004 (more than a decade!), I chose WordPress out of all the blogging platforms. I’m very happy with my choice. WordPress outgrew its competition such as Movable Type, Typepad, JRoller, and LiveJournal. I started to use  Hemingway Editor this year for writing, and rely on Flickr (CC) for imagery. ImageOptim is my go-tool for optimising images for the web.

I use Twitter’s native mobile applications and then Tweetdeck for the laptop. I used Tweetdeck long before Twitter acquired them. 

I make heavy use of the Mac/iOS Notes apps to capture ideas and write drafts because it syncs so well across devices. It’s simple enough to jot ideas down where I am and expand on them when I find time to write.

For Everyday Use

I happily use KeePassX as my password generator and manager, syncing to my devices. It syncs well with KeePass Touch on the phone and provides enough usability for me. I also like the control it gives me by not trusting a third party to store this in the cloud. I rely heavily on Google Docs/Sheets for general office administration. I then switch to OpenOffice when I need to work with documents or spreadsheets offline.

Skype and Slack play and almost daily role with me. I use a combination of Stickies and Trello for my personal backlog.

Conclusion

Everyone has their favourite tools that make them effective. These are the ones that I draw upon all the time. What are your favourite tools that you use on a regular basis?

Walled gardens, open source and why I never publish posts to LinkedIn

Whether or not you like LinkedIn or not, it seems to have won the “social network” for professional contacts. This post isn’t so much about LinkedIn, but about some of the well-known tricks to keep people attached to a platform. These techniques are also used heavily by companies such as King Games, Facebook and Snapchat. If you work in tech, I ask you to consider where you post your personal content and what that means for all of us.

Even LinkedIn acknowledges it’s own Authentication “Wall”

Before I go on, I want to share a short trip based on my own personal history.

The growth of the open internet

When I first started working in the industry, J2EE was the new “hype” and people were still using CVS. Email was fairly common, although many were through proprietary platforms (remember Lotus Notes anyone)? Since then, the Internet exploded in popularity bringing with it many open platforms for sharing information and knowledge. You will have benefited from this generosity of knowledge. StackOverflow is now a ubiquitous, open, resource that provides invaluable knowledge for people in tech. Platforms such as WordPress enable anyone to share their views or experiences with the world and this is what is so special about the openness for the Internet. Wikipedia is richer than any Encyclopedia Britannica could have been.

The rise of open-source

One of my first jobs working in tech was working as an intern with Bell Labs. I worked on a perl-based testing system that allowed people to run test scenarios on multiplexers and hardware located within a telephone switch. I remember really clearly how everything was written in-house. You needed a logging library, you’d write it yourself. You needed an error reporter, there was an in-house custom built solution for that.

Since then, the world has really changed. Open source has changed the way that we develop. We literally build on the work of previous generations. We compose libraries and frameworks to focus on what our business problem is, instead of rebuilding common utilities again and again.

Stay a responsible web citizen and keep your content open

If you are in technology, you have benefited from the openness of the internet. Avoid posting your public content to walled gardens such as Facebook, PInterest or LinkedIn which require users to login *before* they read the content. Be a good web citizen and keep your public content open. I will continue to do so (by posting to this blog) and I hope you will too.

Quotes on metrics and numbers

I published an article a few years ago, called “An Appropriate Use of Metrics.Martin Fowler, who hosts the article, tells me that it receives good regular readership. As someone who has been working as a consultant, I’m aware of how an inappropriate use of metrics can really incentivise the wrong behaviour, destroy company and team cultures and drive incongruent behaviours between teams and people.


Source: From Flickr under the Creative Commons licence.

In this post, I thought it’d be worth sharing a few quotes around numbers and metrics. I’ll leave you to decide where they may or may not be useful for you.

Tell me how you measure me, and I will tell you how I will behave.

Source: Eliyahu M. Goldratt (Father of the Theory of Constraints) from “The Haystack Syndrome” (1980).

What can be counted doesn’t always count, and not everything that counts can be counted.

Source: Often attributed to Einstein but the Quote Investigator suggests crediting William Bruce Cameron (1963).

Not all that matters can be measured.

Commentary: An alternative form to that above often attributed to Einstein.

What gets measured gets done, or What gets measured gets managed.

Source: According to this blog, there doesn’t seem to be a definitive source.

It is wrong to suppose that if you can’t measure it, you can’t manage it – a costly myth.

Source: W. Edwards Deming from “The New Economics.”

(One of the Seven Deadly Diseases of Western Management) Management by use only of visible figures, with little or no consideration of figures that are unknown or unknowable.

Source: From W. Edwards Deming’s Seven Deadly Diseases of Western Management.

Data (measuring a system) can be improved by 1) distorting the system 2) distorting the data or 3) improving the system (which tends to be more difficult though likely what is desired).

Source: Brian Joiner via the article, “Dangers of Forgetting the Proxy Nature of Data.

The most important figures that one needs for management are unknown or unknowable.

Source: Lloyd Nelson (Director of statistical methods for the Nashua corporation) via Deming’s book, “Out of the Crisis.”

When a measure becomes a target, it ceases to be a good measure.

Source: Also known as Goodhart’s Law phrased by Marilyn Strathern.

If you can’t measure it, you’d better manage it.

Source: Management consultant, Henry Mintzberg

People with targets and jobs dependent upon meeting them will probably meet the targets – even if they have to destroy the enterprise to do it.

Source: W. Edwards Deming. No concrete source found except for Brainyquote.

Starting as CTO at N26

I’m excited to announce that I’ll be taking on the Chief Technology Officer (CTO) role for N26 (formerly Number26), Europe’s first mobile bank with a full European banking license, and who is setting new standards in banking.

I’m joining an exciting and talented team based in Berlin, Germany – one of the favourite start-up cities in Europe. In my new role, I’ll draw upon more than a decade of my consulting experiences with the well-respected and industry-changing technology firm, ThoughtWorks – best known for leading the adoption of agile ways of working (particularly its technical practices), publishing open-source software like CruiseControl (the first widely used Continuous Integration servers) and Selenium (well-known automated web-testing tools), and sharing ideas through books like Continuous Delivery and the Lean Enterprise. I’m really looking forward to applying my experiences guiding organisational design, building evolutionary architectures, developing technical leaders all while sustainably delivering value for our customers.

What will be different?

After many years as a consultant, I realise that working with a product organisation is a different beast. I look forward to having some responsibility to instigate and guide changes throughout the organisation and living out the long-term consequences (both good and bad!) of my actions. I know that this is often a missing feedback loop for consulting. In my role, I’ll be able to invest more in challenging and growing people and building out new technical and organisational capabilities.

I also look forward to spending a bit more time “at home”. I still expect to travel for my new role, still speak at some conferences but I hope I will have a bit more say as to when and where I’ll travel to, based on our business needs rather than where clients happen to be based. Did I mention that I’ll also be based in Berlin, and it’s a great city with a very good balanced lifestyle? I might even get a chance to further develop my German again.

Why FinTech and N26?

As a consultant, I was always skeptical about having significant long-term impact on established financial companies. With teams, or parts or the organisations, yes. With a 10,000+ person company, less so. The exciting part about working with N26 is that I will work with a strong management team to prevent unnecessary bureaucracy and to let people focus on adding value to the product and organisation. We benefit from not supporting certain types of legacy, and building software with Continuous Delivery and modern technologies first. I’ll be helping guide us away from the traps and pitfalls I have seen many customers suffer from in the last decade.

The N26 Black Card

I also like the fact that N26 is growing fast, and has already proven to meet customer needs, where all growth has been organic so far with very little advertising. Did you know that we recently hit 500,000 customers? It’s also one of the first mobile-first startup banks with a European banking licence, which opens up a world of opportunity that a lot of other FinTech banking products do not yet have.

Here’s what TechCrunch wrote two years ago:

N26 (Number26) could be the best banking experience in europe – Tech Crunch

Bank of the future

In case you can’t tell, I’m really delighted to be leading the technology organisation behind the bank of the future. The team has already accomplished a lot so far, and I look forward to working with the team to do even more. We’re going to build an exciting place to work in the FinTech sector and have a huge impact on our ever-growing customer base across Europe. If you’d like to be a part of the N26 team and join me on this journey, did I mention that we are hiring?

Drop me a line on twitter @patkua (DM’s open), or on my email address if you’re even curious. Berlin’s a great city to live and N26 is a great place to work while you’re there.

Book Review: 37 Things One Architect Knows

The author of 37 Things One Architect Knows, Gregor Hohpe, has a lot of experience to share, already having published the hugely successful and still highly relevant book, Enterprise Integration Patterns book in 2003. More than a decade later, Hohpe published his experiences playing the Architect role across many different organisations and shares useful tips and tricks for the modern day Architect.

Grab a physical copy of 37 Things One Architect Knows here or get the ebook as a published bundle Tools for Tech Leads and Architects

The term Architect is certainly overloaded, and although his book is aimed at describing the role of a Transformational Architect (one who can help shift traditional organisations into thinking, planning and acting more digitally), there are many different gems that Architects in all types of situations can benefit from.

Hohpe describes the Architect role using the analogy of a large building and the interplay between the Architect, the elevator and traversing the building up and down; “Be sure to stop in the “engine room” and various floors from time to time,” is a useful reminder for Architects to avoid staying in the Penthouse (aka Ivory Tower) and understand the value that a well-informed Architect can add when they truly understand the issues in the “engine room.” He has kindly also published an expanded version using this metaphor on Martin Fowler’s Bliki.

The book is divided into five different sections:

  • Architects – Exploring the various interpretations of the term Architect, and his perception of its responsibilities.
  • Architecture – Useful tips and approaches to understanding, defining and shaping decisions.
  • Communication – A really key area that Architects need to develop and draw skills on to be succesful.
  • Organisations – An explanation about the relationship between the Architect and the interactions and world they find themselves in.
  • Transformation – A call to action for Architects.

Hohpe has a great story-telling skill, and with cute and memorable chapter titles like “Control is an Illusion”, “If You Never Kill Anything, You Will Live Among Zombies” and “You can’t fake IT” there are useful cross-references contextualising the pragmatic advice gathered over his long career in technology.

Buy this book if you want to be a more effective software architect. You will learn some of the false assumptions or traps unexperienced architects fall into when they take on the role. You can order a physical copy of 37 Things One Architect Knows here or get the ebook as part of a bundle, “Tools for Tech Leads and Architects”.

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