You may have a leadership team that doesn't understand the problem domain, that is, the "opponents" in the rugby analogy. They fumble around blindly, placing their faith in the Process and the herculean effort of the dev team to eventually attain expertise through trial and error which it is leadership's responsibility to provide in the first place, or to hire appropriate experts to provide.
Alternatively, it may be the case that your leadership team is relying on the Process to insulate them from their responsibility to promote the well being of their employees, and from the loss that naturally follows when an important member of a vital team leaves the company. Rather than viewing their team as a resource to be nurtured and developed, they view you as a liability. Such companies instead develop their Process to such an extent that any member's agency and responsibility is effectively zero. Team members act like hamsters in a wheel, spinning endlessly, consuming an infinite treadmill of tickets and producing result units in 3x to 10x the amount of time it would take an empowered, impassioned developer. These inefficiencies are viewed as acceptable, even inevitable-- so deeply do they fear their employees taking meaningful ownership of their work.
Alternatively, it may be the case that your leadership team is relying on the Process to insulate them from their responsibility to promote the well being of their employees, and from the loss that naturally follows when an important member of a vital team leaves the company. Rather than viewing their team as a resource to be nurtured and developed, they view you as a liability. Such companies instead develop their Process to such an extent that any member's agency and responsibility is effectively zero. Team members act like hamsters in a wheel, spinning endlessly, consuming an infinite treadmill of tickets and producing result units in 3x to 10x the amount of time it would take an empowered, impassioned developer. These inefficiencies are viewed as acceptable, even inevitable-- so deeply do they fear their employees taking meaningful ownership of their work.
Many such cases.