Overview

“Leaders of change are able to imagine what the future looks like and then inspire, align, test and learn towards that, using proof points to either continue or quickly pivot based on new information”

The move to cloud leads to impactful changes that can sow fear, uncertainty, and doubt because it is complex and affects existing job roles. Leaders may have difficulty preventing  the transformation from stalling out or failing in this difficult playing field. The transformation requires leaders that inspire and appease fear. Static and rigid structures, sometimes blindsided by informal decision-making processes, will no longer suffice. Having the right leadership for these changes will allow teams to move fast (hurdle, don’t sprint!) rather than having to wait for all the answers before acting. Leaders need to be open about the challenges, so people feel engaged. Inspire teams to share insight and information among each other and not hoard it. This cannot be ‘enforced’ by management, but executive support is vital, nevertheless.​

To determine which leadership style will propel your digital transformation, current styles need to be reviewed and made explicit. A cloud leadership assessment describes current decision-making processes and the relationship between mandate and actual ownership and responsibility. How cloud championship and talent is appreciated and acknowledged by leaders. The Weolcan Way proposes a Cloud Leadership Team. The CLT connects with other strategic initiatives and programs within the organisation and determines and evaluates objectives, guardrails and metrics. It also aligns the resource planning of the CCoE and addresses and removes ‘impediments’ for the CCoE. ​

Transition to cloud will start an ongoing journey to new and unexplored areas of expertise. Leadership of change based on shared vision, mission and core values, will assure IT and business will be partnering, jointly adding value. A Cloud Leadership Team acknowledges the urgency and keeps focus and effort in the right place. Foster competences, principles, attitudes and the way teams cooperate. The aim is to have cloud leadership permeate throughout the organisation.

Activities checklist

Initial:

• Designing a cloud leadership roadmap by which you:​
• Activating and capacitating a Cloud Leadership Team; with at least the CCoE PO and the cloud transformation leader and evolve over time​
• Assessing current leadership styles​
• Assessing current IT operating model​
• Assessing current type of organisational culture​
• Determining organisation specific variables determining ‘leadership’​
• Formulating desired leadership styles and determine gap with current.​
• Integrating new leadership in communication carriers​
• Developing a “digital transformation success profile” for leaders​
• Formulating metrics to assess change in leadership

Recurring:

• Monitoring process and adjust​
• Communicating and activating change agents ​
• Actively identifying and mobilising cloud champions​
• Actively partnering with HR

RASCI