It's at the moment of a transformation involving change for employees, no matter how large or small, that an employee may lose trust in his or her employer and oppose himself to the changes, if he or she has not been involved as a stakeholder. A change that is not embraced by your employees can jeopardize the success of the transformation, and result in a loss on your investment.

1. Planning and operationalization of the new entity (corporate, HR, IT, finance, operations, etc.);
2. Decide on the best time to integrate the new entity;
3. identify any discrepancies of all gaps identified in your due diligence to identify solutions required during integration;
4. Implementation of the required solutions through a project and change management approach;
5. Development and execution of a detailed communication plan with cultural and organizational integration activities.

1. Identify an organizational issue or problem to be solved;
2. Involve stakeholders (employees, customers, suppliers, etc.) in assessing and diagnosing the issues or problems to be resolved;
3. Consolidation of diagnostic results and collection of external data for validation;
4. Identify the most optimal solution for the company, taking into account the interests of all stakeholders;
5. Agile planning of the development and implementation of the solution by continuously assessing the impacts on stakeholders and adjusting the project to take account of these impacts.
6.