Adapt Consulting Company – Consult CoCreate Deliver

TECHNOLOGY / CHANGE RESISTANCE MIGHT BE BECAUSE OF YOUR ROLL-OUT

Sometimes when it come to roll-out, training and adoption of new software we forget to explain the purpose, benefirs and how it should be used. We may also fail to set-up the on-line and off-line support as well as examples, guidance and templates. Moreover if we have not improved upon the legacy systems (perhaps face to face and pen and paper) we will see them retained, reducing the adoption and benefits of the new systems(s).

AN EMPATHY MAP

The empathy map, originally created by dave gray, is a powerful tool to understand users on a deeper level and create a shared understanding of user needs within the team. It can help significantly with the communication of change and adoption of technology in the following ways…

UNDERSTANDING USER’S PERSPECTIVE: An Empathy Map helps in understanding what the users see, hear, think and feel, their pains, and their gains. This insight is critical when communicating the need for change and how the new technology will address these aspects.

IDENTIFYING CONCERNS AND RESERVATIONS: By focusing on the emotional state of the user, Empathy Maps can help identify potential concerns, fears, or reservations users may have about the new technology. This allows you to address these issues proactively in your communication strategy.

TAILORING COMMUNICATION: The insights gained from the Empathy Map allow for a more personalized and targeted communication strategy. You can tailor your message to resonate with the users by speaking directly to their needs, pains, and goals.

BUILDING TRUST AND ENGAGEMENT: Using an Empathy Map demonstrates that you value users’ input and understand their needs, which can increase trust and engagement. This can make users more receptive to the change and more willing to adopt the new technology.

DEVELOPING EFFECTIVE TRAINING: The insights from an Empathy Map can help design a more effective training program. Knowing what the users are thinking and feeling can help tailor the training content and methodology to better suit their needs.

DRIVING ADOPTION: Ultimately, a deeper understanding of users will lead to better strategies for encouraging the adoption of new technology. By addressing their needs and concerns effectively, you can drive more widespread and enthusiastic adoption.

TOP TIPS FOR ROLL-OUT

Here are top tips for roll-out, training and adoption of new software, things to prepare and do before, during and after

BEFORE

IDENTIFY PURPOSE AND BENEFITS: Clearly define the purpose of the new software, its benefits, and how it will improve upon legacy systems. Also, explain how the software should be used in detail. This will help create a sense of ownership among the users and increase the likelihood of successful adoption.

STAKEHOLDER ENGAGEMENT: Involve all relevant stakeholders from the beginning of the process. This includes not only the end-users but also IT, management, and any others who will be impacted by the change. Gathering their feedback and addressing their concerns early on can increase buy-in and support for the rollout.

TRAINING MATERIAL PREPARATION: Prepare comprehensive training material that covers all aspects of the new software, including practical examples, guidance, and templates. Use a variety of formats like videos, slide decks, and step-by-step guides to cater to different learning styles.

TEST RUN: Conduct a pilot test with a small group of users. This allows you to identify any problems, gather feedback, and make necessary adjustments before the full rollout.

DURING

COMPREHENSIVE TRAINING: Organize comprehensive training sessions to familiarize users with the new software. Use real-life scenarios to demonstrate how the software should be used and its benefits.

PROVIDE SUPPORT: Set up both online and offline support to assist users with any difficulties they encounter. This could include a dedicated helpdesk, online forums, and on-site technical support.

REGULAR COMMUNICATION: Keep users informed about the rollout’s progress and any upcoming changes. This helps to alleviate any anxiety or confusion and ensures that users are prepared for each step of the rollout.

AFTER

FOLLOW-UP TRAINING: Schedule follow-up training sessions to address any problems users may be experiencing and to reinforce the training content. This is also an opportunity to introduce more advanced features of the software.

MONITOR USAGE: Monitor usage of the software to ensure it’s being used as intended and that users are taking full advantage of its features. This can be done through software analytics or user surveys.

CONTINUOUS IMPROVEMENT: Gather feedback regularly from users about their experiences and any difficulties they’re encountering. Use this feedback to make continuous improvements to the software and the training materials.

RECOGNIZE AND REWARD: Recognize and reward users who adopt the software quickly and effectively. This could be through public recognition or small incentives. This helps to encourage others to follow suit and accelerates the adoption process.

Remember, patience and persistence are key in this process. Change can be challenging and intimidating for many people, and it’s important to provide plenty of support and encouragement along the way.

TECH-ADOPT-PRO

“TechAdoptPro” is a comprehensive technology roll-out, training, and adoption service designed to support organizations in seamlessly integrating new software into their operations. We specialize in change management and user adoption to ensure your transition is smooth, and your team is ready to hit the ground running.

Our services include stakeholder engagement, training material preparation, test runs, comprehensive hands-on training, online and offline support, regular communication updates, follow-up training, usage monitoring, and continuous improvement based on user feedback. We also provide a reward and recognition system to encourage and accelerate software adoption among users.

BENEFITS FOR THE ORGANISATION

STREAMLINED ROLL-OUT: Our expert team ensures that your software roll-out is seamless and efficient, reducing potential downtime and increasing productivity.

INCREASED ADOPTION RATES: Through our comprehensive training and continuous support, we help increase adoption rates, ensuring your team fully utilizes the software’s capabilities.

REDUCED RESISTANCE: We handle resistance to change proactively through stakeholder engagement and regular communication, ensuring your team is on board with the transition.

CONTINUOUS IMPROVEMENT: We provide continuous feedback and improvement strategies to enhance the software usage and user experience.

SAVE TIME AND RESOURCES: Our turnkey solution saves you the time and resources needed to plan and execute a software roll-out and training, allowing you to focus on your core business.

IMPROVED ROI: With higher adoption rates and efficient use of the software, your organization can realize an improved return on investment.

#TechAdoptPro; #SeamlessTechTransition; #SmoothTechRollout; #ProactiveAdoption; #SoftwareTrainingExperts; #ChangeManagementPros; #UnlockingTechPotential; #BoostYourROI; #UserAdoptionMatters; #TransformWithTechAdoptPro;

Tim HJ Rogers
MBA (Management Consultancy) & Change Practitioner
ICF Accreditation Trained Coach IoD Business Mentor, Mediator
Adapt Consulting Company

There is an optimum combination of factors or qualities which help people and organisations transform. It is a blend of listening, challenging and sharing and comes from expertise, experience, curiosity and a passion to perform. We deliver projects and change, and improve the confidence, capacity, drive and desire of the people we work with. We understand data, technology and process and support people to drive performance and progress for purpose, profit and planet.

#people #process #performance #projects #programmes #pmo #change #processimprovement #projectmanagement #changemanagement #workshops #mediation #coach #icfcoach #mentor #facilitation #training #jersey #channelislands

The Art of Influence: How Managers and Leaders Can Persuade and Inspire

The Art of Influence: How Managers and Leaders Can Persuade and Inspire

Introduction

In his groundbreaking book, “The Psychology of Persuasion,” Robert B. Cialdini identified six universal principles that underlie the art of influence. For managers and leaders, these principles can be invaluable tools for effectively persuading and inspiring their teams, ultimately resulting in increased productivity and a positive work environment. In this article, we’ll explore these six key principles and how they can be applied in a leadership context.

Reciprocity: The Power of Giving

Cialdini’s first principle is reciprocity, which suggests that people tend to return favors and feel obligated to repay kindness or support. As a leader, you can harness the power of reciprocity by proactively offering help and resources to your team members. By doing so, you not only create a supportive work environment, but also increase the likelihood that your team members will feel motivated to reciprocate your efforts and contribute positively to the team’s success.

Commitment and Consistency: Cultivating Trust and Reliability

The principle of commitment and consistency emphasizes the human desire to appear consistent in our beliefs and actions. Managers can leverage this principle by promoting a culture of trust and reliability. Encourage your team members to set clear goals and follow through on their commitments. When people make public commitments, they are more likely to stick to them due to the social pressure to remain consistent. As a leader, it’s essential to model this behavior by consistently delivering on your own promises and commitments.

Social Proof: Harnessing the Power of the Crowd

Cialdini’s third principle, social proof, highlights the influence that the opinions and actions of others can have on our behavior. Leaders can tap into social proof by showcasing positive examples of collaboration and achievement within the team. By recognizing and celebrating the accomplishments of high-performing team members, you can create a sense of positive competition and motivate others to strive for similar success. Additionally, seeking input and opinions from respected experts within your organization can help validate your decisions and increase buy-in from your team.

Liking: Building Authentic Connections

The principle of liking states that we are more likely to be influenced by people we like and trust. As a manager or leader, building authentic connections with your team members is crucial. Invest time in getting to know your team members personally, and show genuine interest in their lives and aspirations. Demonstrating empathy and understanding can help foster stronger relationships, making your team more likely to follow your lead and support your vision.

Authority: Establishing Credibility and Expertise

Cialdini’s fifth principle, authority, highlights the importance of establishing credibility and expertise to effectively influence others. As a leader, it’s essential to demonstrate your knowledge and competence in your field. Share relevant experiences and insights, and stay up-to-date on industry trends and best practices. By doing so, you’ll be better equipped to make informed decisions and guide your team, ultimately earning their respect and trust.

Scarcity: Creating a Sense of Urgency

The final principle, scarcity, suggests that people are more motivated to take action when they perceive that a resource or opportunity is limited. Managers can apply this principle by creating a sense of urgency around tasks and goals. Set clear deadlines and emphasize the importance of timely completion, highlighting the potential consequences of delay. Encourage your team members to seize opportunities for growth and development, emphasizing that such opportunities may be limited or fleeting.

Conclusion

By understanding and applying Cialdini’s six principles of persuasion, managers and leaders can effectively influence, inspire, and motivate their teams. The key is to use these principles ethically and genuinely, fostering a positive work environment built on trust, support, and collaboration. As you integrate these principles into your leadership style, remember that authentic connections, clear communication, and mutual respect form the foundation for successful persuasion and influence.

To recap, the six key principles for managers and leaders to influence, persuade, or manipulate are:

Reciprocity: Foster a supportive work environment by offering help and resources, encouraging team members to reciprocate and contribute positively to the team’s success.

Commitment and Consistency: Promote trust and reliability by modeling consistent behavior and encouraging team members to set clear goals and follow through on commitments.

Social Proof: Showcase positive examples of collaboration and achievement within the team, creating a sense of positive competition and inspiring others to strive for success.

Liking: Build authentic connections with team members by investing time in getting to know them personally, demonstrating empathy, and fostering strong relationships.

Authority: Establish credibility and expertise by demonstrating your knowledge and competence in your field, staying up-to-date on industry trends, and guiding your team with informed decisions.

Scarcity: Create a sense of urgency around tasks and goals, setting clear deadlines and emphasizing the importance of timely completion, while encouraging team members to seize opportunities for growth and development.

By embracing these principles and incorporating them into your leadership approach, you can maximize your impact as a manager or leader, creating a motivated, engaged, and high-performing team that is inspired to achieve success together. Remember, ethical persuasion is about helping others see the benefits and value of your ideas, ultimately leading to a more harmonious and productive work environment for all.

Adapt Consulting Company

https://www.linkedin.com/company/adapt-consulting-company

The benefits of a MicroProject

A one-page micro-project is a concise, intermediate step between a simple SMART task and a full-scale project. It provides a structured approach to accomplishing a specific goal, without the complexity of managing a full project. Here’s a description of the benefits, contents, and approach for a one-page micro-project, distinguishing it from a task or full-project.

BENEFITS:

Clarity and focus: A one-page micro-project provides a clear, focused framework for outlining objectives, tasks, resources, and timelines, enhancing understanding and commitment among team members.

Simplicity and efficiency: By reducing the project scope to a single page, micro-projects streamline the planning and execution process, making it more manageable and time-efficient.

Increased accountability: Clearly defined tasks, responsibilities, and deadlines improve accountability, ensuring that team members understand their roles and deliverables.

Flexibility: Micro-projects can be easily adjusted or modified as needed, making them more adaptable to changing circumstances or requirements.

Faster results: With a limited scope and shorter timelines, micro-projects enable organizations to achieve results more quickly, accelerating the learning and improvement process.

Reduced risk: By focusing on a smaller, more manageable scope, micro-projects limit potential risks and make it easier to identify and address issues.

CONTENTS:

A one-page micro-project should include the following key elements…

Objective: A clear, specific, and measurable goal, aligned with the SMART criteria (Specific, Measurable, Achievable, Relevant, and Time-bound).

Scope: A brief description of the project’s scope, outlining its boundaries and limitations.

Tasks: A list of individual tasks or activities required to achieve the objective, broken down into manageable steps.

Resources: An overview of the resources needed, including personnel, budget, materials, or technology.

Timeline: A schedule outlining start and end dates for each task, as well as any milestones or deadlines.

Responsibilities: A clear assignment of tasks and responsibilities to specific team members or roles.

Success criteria: Metrics or indicators that will be used to evaluate the project’s success and determine whether the objective has been achieved.

APPROACH:

Define the objective: Begin by identifying a clear, specific, and measurable objective that aligns with the SMART criteria.

Determine the scope: Outline the project’s scope, taking care to establish boundaries and limitations to prevent scope creep.

Break down tasks: List the individual tasks or activities required to achieve the objective, breaking them down into manageable steps.

Allocate resources: Identify the resources needed to complete each task, including personnel, budget, materials, or technology.

Establish a timeline: Create a schedule with start and end dates for each task, as well as any milestones or deadlines.

Assign responsibilities: Clearly assign tasks and responsibilities to specific team members or roles, ensuring accountability.

Define success criteria: Establish metrics or indicators that will be used to evaluate the project’s success and determine whether the objective has been achieved.

Monitor progress: Regularly review progress against the timeline, adjusting as needed to address issues or changing circumstances.

In conclusion, a one-page micro-project offers a structured, efficient approach to achieving specific goals, without the complexity of managing a full-scale project. By focusing on clarity, simplicity, and accountability, micro-projects can help organizations deliver results more quickly and effectively than traditional project management methods.

The value of great management: why being a manager is something to be proud of

THE VALUE OF GREAT MANAGEMENT: WHY BEING A MANAGER IS SOMETHING TO BE PROUD OF

There’s a common misconception that leadership is more valuable than management, and that being a leader is more desirable than being a manager. While there’s no denying the importance of leadership in driving success, great management is just as crucial to the success of any organization. In fact, being a manager is something to be proud of, and in this article, I will explore the real value of great management and why people should embrace this important role.

THE ROLE OF MANAGEMENT

Management is the process of planning, organizing, directing, and controlling resources to achieve specific goals. This includes managing people, processes, and resources to ensure that the organization is functioning efficiently and effectively.

Managers play a critical role in ensuring that the organization is operating at peak performance, and that resources are being used effectively to achieve the organization’s goals. Without great management, even the most talented and innovative team will struggle to achieve success.

THE BENEFITS OF GREAT MANAGEMENT

Great management provides a number of benefits to organizations, including:

1. Efficiency: Great management ensures that resources are being used effectively, and that processes are streamlined and efficient. This results in increased productivity and reduced costs.

2. Accountability: Great management ensures that everyone in the organization is accountable for their actions, and that there are clear lines of responsibility and authority.

3. Innovation: Great management fosters a culture of innovation and continuous improvement, by encouraging collaboration, experimentation, and risk-taking.

4. Employee Development: Great management focuses on developing the skills and talents of employees, by providing training, coaching, and mentoring.

5. Results: Great management ultimately drives results, by ensuring that the organization is achieving its goals and delivering value to stakeholders.

THE IMPORTANCE OF MANAGEMENT IN LEADERSHIP

While leadership is often seen as more desirable than management, the truth is that great leaders need great managers to achieve their vision. Without effective management, leaders will struggle to execute their plans and bring their ideas to life.

Great managers are essential to the success of any organization, and they play a critical role in supporting and enabling leadership. By providing a stable and efficient foundation, managers allow leaders to focus on innovation, creativity, and strategy.

WHY BEING A MANAGER IS SOMETHING TO BE PROUD OF

Being a manager is not always easy, and it requires a unique set of skills and qualities. Great managers must be organized, detail-oriented, and able to manage complex processes and resources. They must also be able to motivate and inspire their team, while holding them accountable for their actions.

Being a manager is a challenging and rewarding role, and it’s something to be proud of. Great managers play a critical role in the success of their organizations, and they have a direct impact on the lives of their employees.

CONCLUSION

While leadership is often seen as more valuable than management, the truth is that great management is just as important to the success of any organization. Managers play a critical role in ensuring that the organization is functioning efficiently and effectively, and that resources are being used effectively to achieve specific goals.

Being a manager is not always easy, but it’s a challenging and rewarding role that requires a unique set of skills and qualities. By embracing the value of great management, we can build organizations that are efficient, innovative, and successful. So, if you’re a manager, be proud of your role, and continue to strive for excellence in everything you do.

Blog no. 4: best practices for successful post-acquisition integration

BLOG NO. 4: BEST PRACTICES FOR SUCCESSFUL POST-ACQUISITION INTEGRATION

#mandaadvice #mandaseries #mergersandacquisitions

This is part of a 4 Blog series about Post-Acquisition Integration Tasks, and my experience working in public sector, finance and technology as a Project Manager, Programme Manager running a PMO and overall assisting in merging organizations.

In the previous blogs, we discussed the typical post-acquisition integration tasks, the risks of failure to properly integrate, and the benefits of having a clear Target Operating Model (TOM) and a Programme Management Office (PMO) to manage the integration process. In this blog, we will discuss best practices for successful post-acquisition integration.

1. Define Clear Objectives: Before beginning the integration process, it is important to define clear objectives for the integration. These objectives should be aligned with the overall strategic goals of the organization and should be communicated clearly to all stakeholders.

2. Involve All Stakeholders: Successful post-acquisition integration requires the involvement of all stakeholders, including employees, customers, suppliers, and partners. It is important to engage these stakeholders early in the process and to communicate regularly with them throughout the integration process.

3. Develop a Comprehensive Plan: A comprehensive integration plan is critical to the success of the integration process. The plan should include clear timelines, milestones, and deliverables, as well as a risk management plan to address potential issues that may arise during the integration process.

4. Prioritize Integration Activities: Not all integration activities are created equal. It is important to prioritize integration activities based on their importance to achieving the overall strategic goals of the organization. This can help ensure that the most critical activities are completed first and that resources are allocated effectively.

5. Monitor Progress: Regular monitoring of progress against the integration plan is essential to ensure that the integration process stays on track. This can be done through the use of key performance indicators (KPIs) and regular reporting.

6. Foster Cultural Integration: Successful post-acquisition integration requires the integration of cultures as well as operations. It is important to foster a culture of collaboration and teamwork, and to provide training and development opportunities to help employees adapt to the new organizational culture.

7. Leverage Technology: Technology can play a critical role in post-acquisition integration. It can help streamline processes, improve communication and collaboration, and provide real-time insights into the integration process. It is important to identify the right technology solutions and to implement them effectively.

8. Communicate Regularly: Communication is key to successful post-acquisition integration. It is important to communicate regularly with all stakeholders, including employees, customers, suppliers, and partners. This can help ensure that everyone is aligned with the integration objectives and that potential issues are identified and addressed early.

In conclusion, successful post-acquisition integration requires a comprehensive plan, clear objectives, the involvement of all stakeholders, and regular monitoring of progress. It also requires a focus on cultural integration, the prioritization of integration activities, the leveraging of technology, and regular communication with all stakeholders. By following these best practices, organizations can increase the likelihood of a successful integration and achieve their strategic goals.

TimHJRogers
Adapt Consulting Company
https://www.linkedin.com/company/adapt-consulting-company
https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.

#businessalignment #businessstrategy #businesstransformation #communication #contractmanagement #corporatestrategy #culturalintegration #customerimpact #disparatesystems #financeindustry #integrationbestpractices #integrationinsights #integrationjourney #integrationrisks #integrationtasks #integrationtips #itintegration #legalissues #mandaadvice #mandaseries #mergersandacquisitions #organizationalalignment #organizationalculture #performanceimprovement #postacquisitionintegration #postacquisitionsuccess #processimprovement #programmemanagementoffice #riskmanagement #stakeholderengagement #strategicgoals #targetoperatingmodel #technicaldebt

Blog no. 3: benefits of a clear target operating model and programme management office

BLOG NO. 3: BENEFITS OF A CLEAR TARGET OPERATING MODEL AND PROGRAMME MANAGEMENT OFFICE

#mandaadvice #mandaseries #mergersandacquisitions

Post-acquisition integration can be complex and challenging, but it can also bring significant benefits to the organizations involved. In this blog, we will discuss the benefits of having a clear Target Operating Model (TOM) and a Programme Management Office (PMO) to manage and control delivery, coordinate and communicate across the businesses, and assist in the cultural change elements.

1. Clear Blueprint: A clear TOM provides a blueprint for how the new organization will operate to achieve its strategic goals. It helps ensure that everyone in the organization is aligned and working towards the same objectives. This can help streamline processes, eliminate redundancies, and improve efficiency and effectiveness.

2. Improved Communication: A PMO can help improve communication across the organization by providing a central point of contact for stakeholders. This can help ensure that everyone is aware of the progress of the integration process and any potential issues that may arise. It can also help manage expectations and ensure that all stakeholders are aligned with the overall goals of the integration process.

3. Better Risk Management: A clear TOM and a PMO can also help with risk management. By identifying potential risks and developing strategies to mitigate them, the organization can reduce the likelihood of negative impacts on the integration process. This can help ensure that the integration process stays on track and is completed successfully.

4. Cultural Integration: A clear TOM and a PMO can also assist in cultural integration. By defining the vision, mission, and values of the new organization and communicating these to all stakeholders, the organization can foster a culture of collaboration and teamwork. This can help ensure that employees are engaged and committed to the new organization.

5. Improved Performance: A clear TOM and a PMO can also help improve the overall performance of the new organization. By streamlining processes, improving communication, and managing risk effectively, the organization can improve efficiency and effectiveness. This can help the organization achieve its strategic goals and improve its competitiveness.

In conclusion, a clear TOM and a PMO can bring significant benefits to the post-acquisition integration process. It can help provide a clear blueprint for how the new organization will operate, improve communication, manage risk

TimHJRogers
Adapt Consulting Company
https://www.linkedin.com/company/adapt-consulting-company
https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.

Blog no. 2: risks of failure to properly integrate

BLOG NO. 2: RISKS OF FAILURE TO PROPERLY INTEGRATE

#mandaadvice #mandaseries #mergersandacquisitions

Mergers and acquisitions can be risky undertakings, and one of the biggest risks is the failure to properly integrate the two organizations. In this blog, we will discuss the risks of failure to properly integrate, including technical debt, too many separate and disparate systems, legal, contractual, or jurisdictional ambiguity, which may arise from multiple legal or regulatory environments.

1. Technical Debt: One of the risks of failure to properly integrate is technical debt. Technical debt refers to the accumulation of technical issues and inefficiencies that arise from the use of outdated or inefficient technology. If the two organizations are using different systems or technologies, this can result in technical debt that can be difficult to address and can hinder the success of the new organization.

2. Separate and Disparate Systems: Another risk of failure to properly integrate is having too many separate and disparate systems This can result in inefficiencies and redundancies that can impact the performance of the new organization. It can also make it difficult to access and share data between different parts of the organization, which can hinder decision-making and slow down the integration process.

3. Legal, Contractual, or Jurisdictional Ambiguity: Mergers and acquisitions can involve multiple legal or regulatory environments, which can create ambiguity and uncertainty. This can include issues related to contracts, intellectual property, data privacy, and other legal or regulatory requirements. If these issues are not addressed properly, they can result in legal or financial liabilities that can be costly and time-consuming to resolve.

4. Cultural Integration: Another risk of failure to properly integrate is the lack of cultural integration. When two organizations with different cultures come together, it can create challenges related to communication, collaboration, and teamwork. If these issues are not addressed properly, it can lead to employee disengagement, turnover, and reduced productivity.

5. Customer Impact: The failure to properly integrate can also have a negative impact on customers. Customers may experience disruptions in service or changes to the products or services they are used to, which can lead to dissatisfaction and a loss of business. It is important to manage customer expectations and communicate effectively with them throughout the integration process.

In conclusion, the risks of failure to properly integrate are significant and can impact the success of the new organization. It is important to address issues related to technical debt, separate and disparate systems, legal, contractual, or jurisdictional ambiguity, cultural integration, and customer impact to ensure that the integration process is successful.

TimHJRogers
Adapt Consulting Company
https://www.linkedin.com/company/adapt-consulting-company
https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.

Blog no. 1: typical post-acquisition integration tasks to align businesses

BLOG NO. 1: TYPICAL POST-ACQUISITION INTEGRATION TASKS TO ALIGN BUSINESSES

#mandaadvice #mandaseries #mergersandacquisitions

1. Aligning Strategy: One of the first tasks in post-acquisition integration is aligning the strategies of the two organizations. This includes defining the vision, mission, and values of the combined organization, identifying overlapping or complementary products and services, and determining the target markets and customers.

2. Integrating Styles: It is important to ensure that the organizational cultures and leadership styles of the two organizations are aligned. This can involve identifying cultural differences and developing a plan to integrate the cultures of the two organizations, as well as defining the leadership style and communication approach for the new organization.

3. Assessing Skills: Post-acquisition integration also involves assessing the skills of the current workforce and identifying any gaps. This can involve developing a plan for training and development to address skill gaps, as well as creating a new organizational structure that aligns with the new strategy.

4. Contract and Services Alignment: It is important to review existing contracts and agreements and identify any overlapping or redundant contracts and services. This can involve negotiating new contracts and services that align with the new strategy.

5. Product and Support Alignment: The two organizations should assess the product and service offerings and identify any overlapping or complementary products and services. This can involve rationalizing product and service offerings, and determining the appropriate support and service levels for the new organization.

6. Process Alignment: Post-acquisition integration also involves identifying overlapping or redundant processes and developing a plan to streamline processes and eliminate redundancies. This can involve implementing new processes that align with the new strategy.

7. Staff and Role Alignment: Post-acquisition integration involves developing a plan for staffing the new organization and defining key roles and responsibilities in the new organization. This can involve defining job descriptions and performance metrics for new roles and communicating changes and new roles to the workforce.

8. System Alignment: It is important to assess existing IT systems and infrastructure and develop a plan to integrate and streamline IT systems. This can involve implementing new systems and technology that align with the new strategy, and ensuring that HR, IT, CRM, Files, Folders, and other systems are integrated and aligned.

In conclusion, post-acquisition integration involves several tasks to align the two finance businesses effectively. This includes aligning strategy, integrating styles, assessing skills, aligning contracts and services, aligning products and support, aligning processes, aligning staff and roles, and aligning systems. By following these tasks, the new organization can achieve greater efficiency, effectiveness, and competitiveness.

TimHJRogers
Adapt Consulting Company
https://www.linkedin.com/company/adapt-consulting-company
https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.

Why you should consider using a project manager only 1-2 days per week

WHY YOU SHOULD CONSIDER USING A PROJECT MANAGER ONLY 1-2 DAYS PER WEEK

Using a part-time project manager on a retainer can provide the organization with the flexibility to engage a project manager on an as-needed basis, without committing to a full-time or fixed-term contract. This can be especially beneficial for organizations that have a limited budget or have in-house teams that are capable of managing the day-to-day operations of the project, but require some additional guidance and support.

These are just some of the benefits..

In-house team: The organization has an in-house team that is capable of managing the day-to-day operations of the project, but they require some additional guidance and support from a project manager.

Limited budget: The organization has a limited budget for project management and cannot afford a full-time project manager or a fixed-term contract project manager.

Short-term project: The project is short-term in nature and does not require a full-time project manager to manage the project.

Specific expertise: The organization requires specific expertise from a project manager for a limited period of time, such as during the planning or execution phase of the project.

Reduced costs: Hiring a part-time project manager on a retainer can be more cost-effective than hiring a full-time project manager or contracting a project manager on a fixed-term basis.

Flexibility: A part-time project manager on a retainer provides greater flexibility to the business, as they can be engaged for specific periods of time or for specific projects.

In-house expertise: If the business has an in-house team, hiring a part-time project manager on a retainer allows them to leverage their in-house expertise, while still benefiting from the guidance and support of a project manager.

Focus on core business activities: Hiring a part-time project manager on a retainer allows the business to focus on their core business activities, while still ensuring that their projects are managed effectively.

Moreover 1-2 days per week keeps the focus minimalist and practical with the focus on getting things done, and up-skilling the participants. It also means you abandon overly complex or prescriptive methodologies like PRINCE2 and Agile-Scrum an instead pick what works for the people, process, product or project that you are working on right now.

A FOCUSED ON MONITORING PROJECT PROGRESS AND PROVIDING GUIDANCE AND SUPPORT

Reviewing project plans and timelines: The project manager would need to review the project plans and timelines to ensure that they are on track and make any necessary adjustments.

Monitoring project risks and issues: The project manager would need to monitor the project risks and issues and work with the project team to develop strategies for managing them.

Providing guidance and support to the project team: The project manager would need to provide guidance and support to the project team, answering questions and providing feedback as needed.

Coordinating project activities: The project manager would need to coordinate project activities, ensuring that all team members are working effectively and that any issues are addressed promptly.

Communicating with stakeholders: The project manager would need to communicate regularly with stakeholders, keeping them informed about project progress and addressing any concerns they may have.

If you do want a methodology, as a roadmap or menu to help people navigate then this is a simple example, albeit one that needs to be customised to suit the organisation, culture, working practices, people and goals in your business.

https://www.adaptconsultingcompany.com/2023/01/13/want-a-simple-7-step-method-to-managing-projects/

TimHJRogers

Adapt Consulting Company

https://www.linkedin.com/company/adapt-consulting-company

https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.

There are several pros and cons to consider when comparing the use of a day-rate consultant/project manager to busy in-house staff or an 18-month fixed-term contractor.

Pros of using a day-rate consultant/project manager:

Expertise: Day-rate consultants/project managers bring specialized expertise and knowledge to the project, which may not be available within the in-house team or with a fixed-term contractor. This can lead to more efficient and effective project outcomes.

Flexibility: Day-rate consultants/project managers can be engaged for short periods of time or on an as-needed basis, providing greater flexibility for the organization. This can be particularly beneficial for projects that require specific expertise or resources on a temporary basis.

Cost-effectiveness: Day-rate consultants/project managers can be a cost-effective alternative to hiring a full-time employee or engaging a fixed-term contractor. Organizations only pay for the services they require, without incurring the additional costs of employee benefits or a long-term contract.

Objectivity: Day-rate consultants/project managers are able to provide an objective perspective on the project, which can be particularly valuable in situations where internal politics or biases may be hindering progress.

Time-saving: By bringing in a day-rate consultant/project manager, the in-house team can focus on their core responsibilities, while the consultant/project manager takes on the project management tasks. This can save time and increase productivity within the organization.

Cons of using a day-rate consultant/project manager:

Integration: Day-rate consultants/project managers may have difficulty integrating with the existing team and understanding the organization’s culture and processes. This can create communication and coordination challenges.

Knowledge Transfer: Day-rate consultants/project managers are usually not able to transfer their expertise and knowledge to the in-house team, as they are not employed on a long-term basis. This can limit the ability of the organization to build internal capacity and improve processes.

Risk of Dependence: Over-reliance on day-rate consultants/project managers can lead to a situation where the organization becomes dependent on external expertise and loses internal capability over time.

Cost Variability: Day-rate consultants/project managers charge hourly or daily rates that may vary depending on their experience and demand. This can make budgeting for project costs more difficult compared to hiring an in-house staff or fixed-term contractor.

Overall, the use of a day-rate consultant/project manager can provide significant benefits to an organization, especially in terms of flexibility, expertise, and cost-effectiveness. However, the potential cons must also be considered and addressed to ensure successful project outcomes.

TimHJRogers
Adapt Consulting Company
https://www.linkedin.com/company/adapt-consulting-company
https://www.adaptconsultingcompany.com/company/

We support businesses with people, process and technology change. Either small (eg SME start-ups) or large (eg privatisation of public-sector organisations).

We do this as Consultant/Project Manager sometimes setting-up an in-house Project Management Office (PMO) and Change Team. We also Mentor for programmes like the UK IoD BeTheBusiness.