AWS prescriptive-guidance documentation change
Summary
Updated organizational change management documentation with formatting improvements, added new subsections (2.4 and 2.5), removed an external reference link, and made consistent apostrophe usage throughout.
Security assessment
Changes are editorial and structural with no security implications. Updates include formatting lists with bullets, adding new organizational readiness and change justification sections, removing an outdated external reference, and standardizing punctuation. No security vulnerabilities, controls, or features are mentioned or modified.
Diff
diff --git a/prescriptive-guidance/latest/strategy-ocm/align-leaders.md b/prescriptive-guidance/latest/strategy-ocm/align-leaders.md index 5b0db8d36..0713d9263 100644 --- a//prescriptive-guidance/latest/strategy-ocm/align-leaders.md +++ b//prescriptive-guidance/latest/strategy-ocm/align-leaders.md @@ -5 +5 @@ -[Documentation](/index.html)[AWS Prescriptive Guidance](https://aws.amazon.com/prescriptive-guidance/)[AWS Change Acceleration 6-Point Framework and OCM Toolkit](welcome.html) +[Documentation](/index.html)[AWS Prescriptive Guidance](https://aws.amazon.com/prescriptive-guidance/)[AWS Change Acceleration 6-Point Framework and Organizational Change Management Toolkit](introduction.html) @@ -13 +13 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -2.1 Align leadership + * 2.1 Align leadership @@ -15 +15 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -2.2 Assess stakeholders + * 2.2 Assess stakeholders @@ -17 +17,5 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -2.3 Assess the impact of change + * 2.3 Assess the impact of change + + * 2.4 Assess organizational readiness + + * 2.5 Create a case for change @@ -19 +22,0 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -2.4 Assess organizational readiness @@ -21 +23,0 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -2.5 Create a case for change @@ -23 +24,0 @@ Align Leaders is designed to identify, onboard, and prepare key stakeholders and -This section provides a brief overview of Align Leaders and its subpoints. For a detailed discussion, see the guide [AWS Organizational Change Acceleration (OCA) 6-Point Framework – 2. Align Leaders](https://docs.aws.amazon.com/prescriptive-guidance/latest/oca-framework-align-leaders/). @@ -31 +32 @@ _What is it?_ -Leadership alignment is the process of securing engagement and support of key global and regional/local business and IT stakeholders to drive the cloud transformation and transition to the new future state. If you’re using a CCoE, you should periodically evaluate whether it’s organized for functional optimization, and determine when it needs to expand, grow, and change in support of the broader cloud transformation objectives. +Leadership alignment is the process of securing engagement and support of key global and regional/local business and IT stakeholders to drive the cloud transformation and transition to the new future state. If you're using a CCoE, you should periodically evaluate whether it's organized for functional optimization, and determine when it needs to expand, grow, and change in support of the broader cloud transformation objectives. @@ -37 +38 @@ _Why is it valuable?_ -Leadership alignment builds sustained understanding of the initiative and commitment to it. These, in turn, enable prioritization of the cloud transformation objectives, delivery plans, and impacts. This process identifies areas where leaders are or aren’t aligned around the strategic objectives and the change implications of those objectives, and focuses on raising the leadership team’s awareness, understanding, and commitment to the change. +Leadership alignment builds sustained understanding of the initiative and commitment to it. These, in turn, enable prioritization of the cloud transformation objectives, delivery plans, and impacts. This process identifies areas where leaders are or aren't aligned around the strategic objectives and the change implications of those objectives, and focuses on raising the leadership team's awareness, understanding, and commitment to the change. @@ -55 +56 @@ A stakeholder assessment identifies and captures information about the people wh - * Monitor stakeholders’ readiness to undertake the cloud migration or transformation as well as any challenges or risks to their participation. + * Monitor stakeholders' readiness to undertake the cloud migration or transformation as well as any challenges or risks to their participation @@ -148 +149 @@ _Why is it valuable?_ -Leaders need to effect changes that will enable their organization to succeed in current and future markets. Employees might be resistant to change if they don’t believe in what leaders are asking them to achieve. There is a big difference in performance between someone who wants to change and someone who changes because they have to. A solid and well-communicated case for change helps people commit to the cloud transformation journey out of their own volition. +Leaders need to effect changes that will enable their organization to succeed in current and future markets. Employees might be resistant to change if they don't believe in what leaders are asking them to achieve. There is a big difference in performance between someone who wants to change and someone who changes because they have to. A solid and well-communicated case for change helps people commit to the cloud transformation journey out of their own volition. @@ -154 +155 @@ Create a case for change after you conduct a stakeholder assessment. The case of -Utilize the case for change throughout various communications. For example, launch it as a one-pager and review it in employee all-hands meetings. Then shift its voice to focus on how the case for change benefits specific audiences in a given meeting or training class. If you start all major meetings and cloud transformation events with the case for change, employees will become very familiar with it, and will start to understand it at a role-based level. When employees can articulate the case for change to others, the message will become part of the culture and will begin to transform the organization’s journey to the cloud from both bottom-up and top-down directions. When you’re presenting the case for change, ask questions and get the audience involved in a two-way dialogue. This can lead to unanticipated engagements or involvements, and additional connections between the employees and their attitudes toward the cloud journey. +Utilize the case for change throughout various communications. For example, launch it as a one-pager and review it in employee all-hands meetings. Then shift its voice to focus on how the case for change benefits specific audiences in a given meeting or training class. If you start all major meetings and cloud transformation events with the case for change, employees will become very familiar with it, and will start to understand it at a role-based level. When employees can articulate the case for change to others, the message will become part of the culture and will begin to transform the organization's journey to the cloud from both bottom-up and top-down directions. When you're presenting the case for change, ask questions and get the audience involved in a two-way dialogue. This can lead to unanticipated engagements or involvements, and additional connections between the employees and their attitudes toward the cloud journey.