Helping leaders and teams perform better under pressure and uncertainty. Agile Thinkers Academy is an Agile21 brand. Join us in this change of Agile education!
Agile21 is a consultancy and training company founded in 2012 with the motto “Improving through people.”
Between 2012 and 2018, Agile21 delivered as an evolution from the traditional PMI, IIBA, COBIT, ITIL, a new set of courses with a different mindset and structure from Scrum Alliance, ScrumOrg, DevOps Institute, Kanban University, Scrum@Scale, SAFe, LeSS, through recognized training partners al
l around the world. In 2014, Agile21 started organizing ScrumDay Portugal, that evolved to the eXperience Agile conference, the first five-day conference that reunites in Lisbon each year the most reputable Agile practitioners and organizations around the world. In 2018 Agile21 partnered with Radtac, a 20yrs old British Agile Consulting Company with offices in USA, Finland, and Pakistan, specialized in Agile Transformations with clients like JP Morgan, Lloyd’s, Vodafone, Volkswagen, Siemens, AstraZeneca, British Airways, Barclays Bank, among others. Between 2018 and 2020, Agile21 as Radtac Portugal delivered Agile consulting and coaching services working with all industries and departments, helping them improve the way they work. During this period, courses like Agility in Marketing, Agility in HR or Lean Agile Procurement were brought for the first time to Portugal. In September 2020, Agile21 launched a new brand: “Agile Thinkers” for Agile Training & Academies, including Universities and Business Schools partnerships, keeping the partnership with Radtac UK for consulting services worldwide. At Agile Thinkers®, we believe that the companies’ products and services serve the purpose of improving people’s lives. We enhance this through our knowledge in new ways of working, empathy, inspiration, dedication and relationships. That’s why we have practical on-job training, conferences which involve strategy, business and techniques, learning programs like academies applied to professional needs and consulting services to ensure that the principles practiced are done in a sustainable manner. We look for individuals and organizations that are inspired and want to contribute for a better world using better work practices.
06/08/2026
57% of employees hide how they use AI at work. (KPMG, 48,000 workers, 47 countries.)
Read that as a CFO and the reflex is: tighten the policy.
Read it as a systems person and it says something else. When most of your population breaks a rule, you don't have a discipline problem. You have a design problem. Nobody writes a memo asking staff to conceal their best productivity tool, the incentives write it for you.
Employee resistance to AI is not irrational. It's the most accurate reading of organisational incentives you'll find anywhere in the building.
04/08/2026
Low AI usage doesn't always mean low adoption.
Sometimes it means people have stopped telling you what they're doing.
The carousel explores why that distinction matters.
What does low usage usually mean in your organisation?
30/07/2026
Somewhere right now, a company is setting up an approval workflow for €3.
The analyst costs €300 a day. Her AI tokens cost €3. Finance is building a dashboard for the €3.
Here's what that dashboard actually measures. KPMG asked 48,000 workers across 47 countries how they use AI at work. 57% said they hide it. So the usage report the board reviews every quarter doesn't show usage. It shows the fraction of usage people were willing to admit to. The real number is higher, off the books, running on personal accounts.
Shadow IT used to be a Dropbox folder. Now it's thinking.
The strange part is that the metering is meant to build confidence in the AI programme, and it does the opposite. It tells every employee: we expect you to waste this. People read incentives faster than they read policy documents. If exploring costs an explanation, they stop exploring — or stop reporting. Both look identical on the dashboard, and only one of them is a problem you can fix.
The token bill is the cheapest line in the whole system. The expensive line is the behaviour of the person prompting, and no one is measuring that.
If you want to know which pattern your organisation is running, the hiding one or the learning one, our PULSE diagnostic takes 12 minutes. Details in the comments.
28/07/2026
Feeling stuck does not always mean you need to start again.
Sometimes the next step is smaller:
one capability,
one honest conversation,
one real situation to test your value.
Some parts of your work may be changing faster than your role title suggests.
Take the PULSE Assessment.
Link in bio.
10/07/2026
Se isto parece familiar, talvez a conversa certa ainda não tenha acontecido.
Há organizações onde tudo parece certo em cada parte, mas o todo está a degradar-se há demasiado tempo. Isso raramente se vê bem em dashboards. Torna-se visível quando alguém está disposto a olhar para o sistema como um todo.
Most people don’t need to reinvent their professional life.
They need to stop drifting.
The signals are often visible:
You are still busy, but less certain that your work is building future value.
Parts of your role are becoming easier to automate or compress.
Your experience still matters, but you are less clear about where it can carry next.
You know something should change, but the next step remains vague.
So nothing happens.
Not because you lack ambition.
Because deciding on an entirely new direction feels too large.
A more useful 90-day approach is smaller and more concrete.
During the first two weeks:
Track what actually fills your working days. Identify how much time goes into outputs, judgement, decisions, trust and coordination.
During days 15–45:
Examine where your existing experience could carry more weight. Look for overlap before assuming you need to start again.
During days 46–90:
Choose:
one capability to develop;
one honest conversation to have;
one real situation in which to test and demonstrate your value.
The objective isn’t to solve your entire future in three months.
It is to replace vague concern with evidence, learning and one deliberate move.
Your Next 90 Days is a practical guide to doing that.
É ela que te permite entrar no trabalho. Mas não é ela que decide se consegues lidar com a complexidade, trabalhar bem com os outros, ou manter desempenho quando o plano falha.
Julgamento. Comunicação. Ler a sala. Decidir com informação incompleta. Adaptar quando a realidade muda.
É aqui que o trabalho real acontece.
E é aqui que muitas organizações continuam a falhar: contratam pela técnica, avaliam pela técnica e formam sobretudo a técnica. Depois surpreendem-se quando alguém tecnicamente muito forte não consegue sustentar o resultado, ou acaba por sair.
Quanto mais complexo é o contexto, mais o desempenho depende das competências não-técnicas.
É exatamente nesse espaço que trabalhamos.
Marca uma conversa 👇 (link no 1.º comentário)
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06/08/2026
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08/07/2026