Cultural transformation starts with a clear purpose, supported by succinct and continuous communication. It is imperative that as organizations embark on the necessary changes to support their move to a cloud operating model. The reasoning for the move should be clearly understood. Document the business outcomes and ensure it is visible and available to all stakeholders in the organization.

To change the culture and operating model of an organization takes time. Prioritizing key workstreams, attaching timelines, and assigning clear ownership and accountability is critical to the transformation of the organization. Involvement from key stakeholders across the business is important in ensuring all requirements are communicated and captured early. Ambiguity will cause delays, budget overages, and may negatively impact business outcomes.

How an organization communicates can either inhibit or accelerate the desired culture and business outcomes. While not an exhaustive list, it is important to consider the following as an organization plans their communications to support a cloud operating model:

  • Communication Promotes Motivation

    • Clearly articulate expectations and outcomes

    • Communicate the importance of each contribution against business outcomes

  • Ownership Drives Accountability

    • Provide clear and consistent lines of accountability across areas of change

    • Provide a clear and documented scope of responsibilities

    • Provide clear guidance, measurements, and criteria for success

  • Inclusion Fosters Success

    • Ensure those impacted by the transformation have their perspectives included

    • Create an environment for immediate feedback and contrarian views

With any organizational change, it is not uncommon for new requirements to surface, introducing unknown constraints during execution. Organizations should have processes in place to incorporate new requirements into existing workstreams.