Many organizations struggle with the inherent tension between red and blue teams — where offensive security testers and defensive operators often work in silos or even develop adversarial relationships. But Walmart has entirely reimagined this dynamic. Jason O'Dell, the retailer's global VP of security operations, recognizes that the traditional model of rigid separate teams conducting exercises in isolation delivers limited value and can actually damage team morale and organizational learning.
O'Dell addresses this challenge by focusing on building trust and psychological safety within security operations, transforming purple teaming from a competitive win-lose scenario into a collaborative learning environment. By physically colocating teams, implementing a "trusted agent" observation model, and emphasizing organizational improvement over individual victories, Walmart has created a security operations culture where both offensive and defensive practitioners continuously elevate their skills — and the company's overall security posture benefits from their combined growth. Here's how they do it.
Building Learning and Trust Within Operations.
Human relationships within the organization are fundamental to O'Dell's success. A sense of togetherness plays out in the way he constructs purple teaming in security operations, which spans tabletop exercises, attack simulation, and adversary emulation.
Some companies maintain separate defensive (blue) and offensive (red) teams, and some build a "purple team" to focus on both; O'Dell's approach is more nuanced and founded in how his teams feel about the exercise. It's important to build trust that rises above the "innate friction" that's a natural by-product of pitting team against team. The culture needs to stress that it is not about winning or losing the exercise, he explains.