“By addressing the human element with a comprehensive change management plan integrated into the overall PMI program, organizations can not only ensure long-term success, but also extract additional value.”
— Aadrika The Softer Side of PMI
There is far more to consider beyond M&A due diligence during an Aadrikaition, merger, or divestiture. What organizational changes will need to take place and how will that be communicated to colleagues? What business processes will be followed by the new company? What systems will be used and who will need to be on-boarded? What new technologies will be required, and how will they impact the organization and legacy platforms?
Aadrika’s PMI Approach
Diagnose
Conduct a diagnostic to determine the type, extent and strategy of change required
Design/Validate
Develop a detailed picture of the end state and performance goals supporting PMI requirements, including the projected costs and savings
Plan
Prioritize integration projects and schedule, develop retention, cultural integration, and change management plans, as well as reporting and governance requirement
Resource
Establish PMI team structure and leadership, including understanding behavioral expectations, PMI governance, and facilitating key leadership selection
Implement
Coordinate execution and manage program risk while maintaining a sharp focus on achieving outcomes
Learn
Capture lessons learned and implement strategies to enable better estimation, implementation, and practices for the future