Jupiter, Neptune, Minerva, and Momus

Illustrates Judgment, Innovation Blind Spots, Systems Thinking, Constructive Feedback

In Agile coaching, we often witness conflict between creators and critics. Leaders launch initiatives, teams ship products, and stakeholders offer opinions. But when feedback becomes constant fault-finding rather than constructive insight, innovation suffers.

The ancient myth of Jupiter, Neptune, Minerva, and Momus¹ reveals a tension that Agile organizations must manage: the line between critique and cynicism. It's a timeless warning about perfectionism, ego, and the cost of dismissing complexity.

This story is especially helpful for Agile teams grappling with too much feedback, unclear vision, or toxic retrospectives. It reminds us that criticism without empathy or understanding can damage morale and derail progress.

According to legend, the first man was shaped by Jupiter, the first bull by Neptune, and the first house by Minerva. Proud of their creations, they agreed to have them judged.

They appointed Momus to evaluate their work. But instead of celebrating what each had achieved, Momus criticized all.

He said Neptune should have put the bull's horns below its eyes, so it could aim better when charging. He said Jupiter should have placed the human heart outside the body, so people's true intentions would always be visible. He mocked Minerva for not adding wheels to the foundation of the house, so it could be moved away from bad neighbors.

Each critique seemed clever, but none were useful. They did not make the creations better. They only exposed Momus's envy.

Disgusted, Jupiter expelled Momus from Olympus.

Lessons Learned

Beware of Clever but Empty Feedback

Momus sounded intelligent, but his suggestions lacked practicality. Agile teams encounter this when stakeholders offer abstract ideas without context. Feedback must be grounded in understanding. Otherwise, it becomes noise.

Creation Requires Risk and Judgment

Jupiter, Neptune, and Minerva each built something valuable. Their work, like Agile products, involved tradeoffs. Perfect solutions are illusions. Agile teams succeed when they focus on value, not perfection.

Faultfinding Can Destroy Trust

When critique becomes constant, trust erodes. Teams begin to play it safe. Creativity disappears. Retrospectives lose meaning. Leaders must model feedback that inspires improvement, not fear.

Systems Are Not Meant to Be Overengineered

Minerva's house did not need wheels. It needed stability. Agile coaches help teams resist overdesigning for edge cases. Let systems evolve. Build for change, not just for cleverness.

Invite Feedback, But Set Boundaries

Jupiter accepted evaluation but did not tolerate endless nitpicking. This is an important coaching stance. Feedback loops are vital, but not all voices deserve equal influence. Agile teams thrive when they learn to separate helpful feedback from unproductive commentary.

Coaching Tips

Use this Parable to Discuss the Role of Feedback: Ask your team, "Who is our Momus?" Invite reflection on which feedback drives improvement and which feels performative or unhelpful.
Frame Retrospectives around Intention, not just Observation: Teach teams to distinguish between thoughtful suggestions and reactive complaints.
Highlight the Cost of Perfectionism: Minerva's house could not solve every problem. Neither can your product. Help teams prioritize resilience and adaptability over fantasy features.
Teach Feedback Literacy: Just as people learn to give feedback, they must learn how to receive and respond to it. Model curiosity and empathy in your own facilitation.

Agility is not about silencing critics. It is about inviting the right kind of criticism. Feedback must serve the work, not ego. Like Jupiter, teams must learn to distinguish judgment from sabotage. Agile thrives when feedback loops are generous, grounded, and geared toward progress.

To build great systems, we must create space for bold ideas and safe critique, but we must also know when to show Momus the door.