Organizational change is a deliberate alteration of structures, responsibilities, behaviors, culture, or ways of working. In architecture modernization, it includes changing how stakeholders think, decide, collaborate, and lead—not merely adopting new tools. section 2.0 section 15.1.4
Treat organizational change as an evolutionary capability:
- Identify the areas most likely to obstruct modernization before attempting a comprehensive solution. section 2.0
- Build internal expertise so new practices do not disappear when external consultants leave. section 15.1.4
- Give teams enough time and support to continue practicing and improving new ways of working. section 15.1.4
- Align leadership incentives and behaviors with the changes expected from teams. section 15.1.4
A community of practice for product-centric change
During a shift from project-centric to product-centric work, an enabling team established a community of practice for heads of product and platform. Every two weeks, leaders raised transition problems and received advice from peers and external experts. The forum supported learning across teams while the organization developed new product and platform responsibilities. section 15.1.4
