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Framework 2.0

    categories
  • Providing cloud strategy execution aligned with strategic business drivers, general IT strategy and sourcing strategy

    strategy
  • Involving the business in cloud transition, supporting them in adopting new cloud solutions to increase business value

    business
  • Facilitating an organisational structure that enables successful cloud use and building up necessary cloud knowledge and capabilities

    organisation
  • Designing, building and continuously improving the cloud platform (including landing zones, IAM, connectivity and integration) for the sole purpose of serving the business

    platform
  • Fostering a culture where innovativeness leads, people learn and adapt quickly, responsibility and autonomy are embraced, and business & IT work seamlessly

    culture
    capabilities
  • Maintaining a desired speed of cloud adoption and digital transformation according to the cloud strategy and KPIs

    cloud strategy execution
  • Realising the optimal mix of cloud services, products and suppliers according to cloud strategy

    strategic sourcing
    capabilities
  • Creating cooperation amongst DevOps and value teams, IT, and the various cloud stakeholders to automate processes, and spread knowledge and competences so that the CCoE becomes obsolete

    business support
  • Supporting the deployment, change management and policy compliance of applications, infrastructure and services using automation pipelines by autonomously operating business teams

    cloud solution management
  • Acquiring full control of the cloud services provided by the CCoE and those supplied by external services and suppliers

    cloud services & supplier management
    capabilities
  • Enhancing and embedding organisation wide cloud expertise, proactively and continuously, so that a CCoE is not needed anymore for that purpose

    knowledge management
  • Reorganising teams, mandates and responsibilities, the way of working within and amongst those teams, so that competences and talents are optimally used

    organisation development
    capabilities
  • Providing for an effective and efficient cloud platform that is designed according to the guidelines and principles which is flexible with a high level of self service opportunities

    platform development
  • Enabling the business to increase innovation in a controlled way by providing a platform so the operational processes are automated as much as possible

    platform operations
  • Providing fully automated tooling, reporting and recovery in the area of security and compliance of the cloud platform and the solutions it serves

    security operations
    capabilities
  • Developing leadership styles that are based on a validated mission and vision allowing for continuous innovation

    innovative leadership
  • Creating common ground for digital transformation and cloud transition

    change management
    building blocks
  • Achieving and monitoring the objectives of the cloud strategy, during and post transformation

    strategic value tracking
  • Identifying and maintaining active relations with those stakeholders who are likely to contribute to successful transformation

    stakeholder management
  • Maintaining an enterprise architecture that fully supports and contributes to the realisation of the objectives of the cloud strategy

    cloud focused enterprise architecture
    building blocks
  • Selecting and contracting cloud partners and suppliers that bring strategic value and positively impact the creation of value for the organisation and business

    partner selection & contracting
  • Facilitating and managing full alignment of the services provided by the different cloud partners and suppliers for the purpose of (cost) efficiency and integration

    partner alignment
    building blocks
  • Building, maintaining and sharing sufficient cloud knowledge in the organisation

    knowledge building & sharing
  • Ensuring sufficient cloud expertise through accessible and efficient cloud training and certifications

    learning paths
    building blocks
  • Initially setting up and continuously optimising the responsibilities, tasks, roles and positioning of the CCoE in the organisation and in relation to other organisational components

    CCoE formation & positioning
  • Adopting a way of working through which the CCoE enables the organisation to adapt to business needs and organisational changes

    way of working & mandate
  • Shaping and facilitating cloud talent acquisition and development

    career & incentive management
    building blocks
  • Initial design and implementation of a cloud platform (foundation) and landing zones that perform checks, offers guidelines and services to be used by (DevOps) teams

    platform design & build
  • Creating, managing and deploying re-usable reference architectures to be used to build solutions

    reference architectures
  • Ensuring that the platform and solution architectures used are consistent with the principles and guidelines laid down in the enterprise architecture

    enterprise architecture alignment
    building blocks
  • Creating and evangelising core values that are in line with vision, mission and change process

    core values & vision
  • Creating support for change in the formal and informal network of the organisation

    leadership of change
    building blocks
  • Creating new rituals and stories that strengthen and develop new behaviour towards cloud

    storytelling & rituals
  • Creating an environment feeding a continuous drive for optimisation and innovation

    continuous improvement

career & incentive management

“Shaping and facilitating cloud talent acquisition and development”

overview

“In 10 years, the skills and knowledge in your  organisation will bear little resemblance to those we have today”

To ensure an organisation’s workforce is able to fully adopt cloud to fuel a digital transformation, clear frameworks, tools and plans should be provided for the construction of successful workforce transformation roadmaps. For such a roadmap to be useful it should start in the future. The cloud strategy (ref. the Weolcan strategy map) translates strategic objectives into cloud competences needed in the future. These competences should be used to flesh out a roadmap, allowing to plan for the expertise you’ll need. It should provide guidelines on how to answer these 3 most compelling questions:

  • How do you identify, source and recruit scarce cloud talent and expertise?

  • How do you cultivate new cloud expertise and skills without hiring people?

  • How do you maintain cloud talent? Moreover, if proper career and incentive management is insufficiently addressed, the risk of a “cloud brain drain” is high.

Identifying, sourcing and recruiting future cloud talent and expertise will require new recruitment methods like talent marketplaces, hackathons and competitions, and by fostering direct liaisons with universities. To improve inhouse skills without recruiting, proven methods are adopting a buddy system, building a digital learning environment to foster engagement and improve agility, grooming talents to become versatile, but most importantly, building a trusted alliance with HR.

To retain precious cloud talent the first step is to make people your top priority. Partner with business and HR and market a compelling employment value proposition including company branding (culture, inspiring, high performing, social responsible), exciting work (challenges, continuous learning, mobility and growth opportunities, flexibility and autonomy), remuneration (pay for performance, work life balance), great people (innovative leadership, talented people, fun and openness, trust and safety)

activities checklist

initial:

  • Assessing current knowledge and skills (“old IT and cloud related) currently in-house
  • Translating needed future competencies in  cloud roles and profile descriptions
  • Drafting a workforce transformation roadmap ( feeding into the strategic objectives)
  • Drafting an employment value proposition
  • Designing a learning portfolio (what education and training will be offered, to whom and how?)
  • Designing a sourcing portfolio (what sources of IT competencies and services —internal and external —can be used to fill the gaps?)

recurring:

  • Building alliance with HR, business and management
  • Organising marketplaces, hackathons, competitions to attract new talent
  • Maintaining relationship with universities

cloud governance RASCI

cloud consultantresponsible
cloud architectconsulting
cloud security specialist
cloud developer
cloud engineer
cloud analyst
product owner CCoEresponsible
managementaccountable
cloud partners
DevOps teaminformed
business stakeholder
architectureinformed
securityinformed
financeinformed
procurement