Human capital – the beating heart of Cloud transformation success
Why would you spend years and millions on moving away from fixed servers only to leave fixed mindsets and practices in place? “Being human in the digital world is about building a digital world for humans,” states Andrew Keen, renowned challenger of technology. This was true pre-Covid but is even more so now as we experience a new paradigm for how global industry and populations can and want to work.
“We’re living in a virtual world of convenience and working from home. Ironically this matches an employer’s need for productivity with an individual’s need for a better work/life balance,” says Mandip Bharj, co-founder of Aitemology™, creator of the Plug and Playbook series. “The need for Cloud computing and the enabling technology has never been greater.”
The technical wizardry behind Cloud transformation is binary and tangible; its success hinged on a clear strategy and the capabilities of those delivering it. The human elements such as change management and governance are typically seen as an overhead but overall programme success absolutely lies in understanding their indispensable value. The upside is huge; greater efficiency, reduced costs and general levels of frustration, and a healthier position when the next round of change inevitably kicks in.
Successful post-programme transition to BAU and beyond will be determined by other critical non-technical factors such as a robust sourcing strategy, thorough contract review and of course people capability. A move to Cloud inevitably means a change in your IT operating model and new operational requirements demand different skills.
“It’s never too early to do a skills health check,” says Abby Eaton, fellow Aitemology™ co-founder. “Don’t assume your old-world IT and BAU teams are still fit for new-world purpose. Taking a look at your talent shouldn’t be scary or expensive. Approach it as a personal development opportunity to make it a positive experience, and you’ll only need to go to market if there’s no in-house solution.”
But even BBC Business writers have recently highlighted a national digital skills shortage. TechSkills, the not-for-profit organisation uniting employers and universities to improve the flow of digital talent is addressing the problem at graduate level. Luke Pilfold-Thomas, Aitemology’s third co-founder sits as an Employer Board member alongside TechSkills' MD Tom Lovell who reflects: “As a result of pervasive technology we are seeing a greater focus on data science and product, so organisations are looking for people who can cut across skillsets. Whilst they will need the change/people/delivery basics they will also know how to translate technical requirements into end-user impacts and business objectives. We work with our partners to ensure the curriculum stays relevant and develops skillsets that are in demand.”
Eaton concludes: “Cloud is a Forth road bridge project that will always need attention. It’s human capital that drives innovation and success so retrain and maintain the best change champions you can. Barack Obama sums it up perfectly: ‘Change will not come if we wait for some other person or some other time. We are the ones we’ve been waiting for. We are the change that we seek.’”
Aitemology™ is the creator of the Plug and Playbook™ series of digital and business transformation methodologies (Cloud, Productise, Change, Consult). Consisting of a ‘how to’ primer underpinned by specific/dedicated aitems™ (policies, processes, technical products, reports, templates etc.), organisations can navigate their chosen technical/non-technical transformation journey step by step from start to finish with confidence, clarity and control.
