Planning for Cloud Integration: Pitfalls and Advantages - Deploying and Managing a Cloud Infrastructure - page 387

is both a quantitative (costs, etc.) and qualitative (processes, etc.) change. It renders some of
the established metrics and concepts obsolete while introducing new ones. As an example,
consider cloud testing and monitoring as opposed to the same activities in a non-cloud layout.
Most organizations are very capable of adapting incremental changes. This is because
most are usually in a self-learning phase amidst new projects. Therefore, changes are a part
of the routine. However, this model rarely works for cloud transformations due to the steep-
ness of the learning curve as well as the requirement of learning new attitude and approaches.
Another factor is the inherent resistance to change in individuals, and as individuals form
organizations, aversion to change is a common reaction. This is the fear of new demands
and new knowledge. In order to get through this resistance and promote cultural evolution,
effective communication and planning needs to be done differently and carefully.
To encourage and empower organizational learning, some key principles can be followed.
Employees tend to be goal oriented, and it helps to paint early a compelling vision for the
future of the organization. The vision should be supported by concrete, applicable informa-
tion. This can help employees see how the evolution will help their daily activities.
Moreover, employees may also bring substantial prior knowledge and experience.
They will try to relate new knowledge to their past experience. Introducing cloud models in
comparison to traditional models can help in displaying the worth of adapting. Also, it is
important to leverage positive group dynamics. People naturally listen to and model leaders
in their teams, departments, and organizations. Therefore, including visible, charismatic,
influential managers can assist a great deal.
Communication is the linchpin of the whole adaption process. The following few action-
able recommendations can help in optimizing communication to facilitate culture change:

Enlist visible and influential people as responsible team members for cloud adaption.

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Encourage regular communication for eliminating gaps in understanding of the core
team members.

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Use different methods of communication to develop deep understanding (visual aids,
text, etc.).

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Resistance is natural. Give people time to cope with the learning process. Answer con-
cerns and questions. This is a great opportunity to turn skeptics into vocal supporters.

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Culture Adaption, Propagation, and Maintenance

There are three important aspects to consider for successfully incorporating cloud computing
within an organization's culture:

The leadership and management involved needs to act strategically in order to encourage
people to collaborate toward a shared goal. Employees are stakeholders, and they need to
be aware of what is going to evolve, why, and how.

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Employees need to be encouraged to actively adjust and organize their work toward
adaption. This involves training sessions, work drills, and exercises. Documentation
is the key here and forms a basis for meaningful productive communication.

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