From ma-advisory
Post-merger integration (PMI) planning and cultural diagnostics. Generates Day 1 readiness checklists, 100-day functional workstream plans, governance structures, systems migration roadmaps, and change management communications. Includes cultural compatibility assessment using behavioral mapping. Use when user asks to "plan post-merger integration", "PMI plan", "integration workstream", or mentions Day 1 readiness, synergy capture, or integration management.
npx claudepluginhub lauraflorentin/skills-marketplace --plugin ma-advisoryThis skill uses the workspace's default tool permissions.
Post-merger integration is where deal value is either captured or destroyed. Cultural mismatch is the leading cause of integration failure, and poorly planned Day 1 transitions create lasting organizational damage. This skill covers both the analytical (culture diagnostics) and operational (PMI planning) dimensions.
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Post-merger integration is where deal value is either captured or destroyed. Cultural mismatch is the leading cause of integration failure, and poorly planned Day 1 transitions create lasting organizational damage. This skill covers both the analytical (culture diagnostics) and operational (PMI planning) dimensions.
Shifts cultural assessment from subjective interviews to objective behavioral mapping:
## Cultural Compatibility Assessment
### Decision-Making Style
| Dimension | Acquirer | Target | Friction Level |
|-----------|---------|--------|----------------|
| Decision speed | Agile / decentralized | Committee-driven | 🔴 HIGH |
| Risk tolerance | High | Conservative | 🟡 MEDIUM |
| Innovation approach | Bottom-up | Top-down directive | 🔴 HIGH |
| Communication | Informal / Slack-first | Formal / email chain | 🟡 MEDIUM |
### Key Friction Points
1. [Specific incompatibility with recommended intervention]
2. [...]
### Change Management Priorities
1. [Most critical cultural bridge to build]
2. [...]
Time saved: Replaces days of subjective interviewing with objective behavioral mapping, enabling proactive change-management planning before Day 1.
| Section | Focus |
|---|---|
| Integration Governance | Steering committee, escalation protocols, IMO roles |
| Day 1 Readiness | Payroll continuity, legal entity transfer, systems access, communications |
| Functional Workstreams | 100-day plans for HR, IT, Finance, Operations, Legal, Go-to-Market |
| Systems & IT Architecture | Application rationalization, data migration, infrastructure |
| Cultural Integration & Change Mgmt | Retention strategies, benefit rationalization, communications sequencing |
## Day 1 Readiness Checklist
### Legal & Corporate
- [ ] Legal entity transfer completed
- [ ] Board resolutions filed
- [ ] Regulatory notifications submitted
### HR & People
- [ ] Payroll continuity confirmed
- [ ] Benefits enrollment communicated
- [ ] Organization chart published
- [ ] Welcome communications sent
### IT & Systems
- [ ] Email and SSO access provisioned
- [ ] Critical systems access granted
- [ ] Data migration verified
### Operations
- [ ] Customer notification letters sent
- [ ] Vendor notification letters sent
- [ ] Banking and treasury transitioned
### Communications
- [ ] All-hands meeting scheduled
- [ ] External press release approved
- [ ] Customer FAQ distributed to front-line teams