A 5-phase agenda to implement PRINCE2 would be the basis for establishing a predictable and reliable project management framework.

1. Baseline Audit - This phase includes auditing the existing system to understand strengths, weaknesses, and identifying gaps which PRINCE2 can address.
2. Training and Change Management - Ensuring that the teams are well trained and cognizant of the paradigm shift that PRINCE2 brings in management style.
3. Implementation -The actual rollout of PRINCE2, integrating it into existing systems and existing project methodologies without causing disruption is the main focus of this phase.
4. Review and Optimize - This involves monitoring the performance of projects managed under the new system, continually learning, and refining the PRINCE2 implementation to suit specific needs.
5. Sustainability - This final stage ensures the persisting effectiveness and efficiency of PRINCE2, embedding it into the company culture and constructing a universally appealing business framework.

A potential concern could be the adaptability of all divisions to the PRINCE2 methodology. To ensure successful adoption, a robust Knowledge Transfer Plan along with interactive training components, consultations, and revision sessions will be shared across all levels of employees.

Another apprehension could be the disruption caused by such a shift in Project Management practice. To mitigate this, the Implementation phase would be gradually rolled out rather than a radical instant changeover.

Concerns on the Return on Investment (ROI) are valid but can be addressed by pointing to a survey by AXELOS in 2020 which indicated that 65% of organizations reported benefits that outweigh costs after implementing PRINCE2.

Case Studies

Nokia adopted PRINCE2 in its Network Solutions Division and reported a marked enhancement in the standardization of project procedures, thereby helping elevate performance predictability across the division.

British Petroleum (BP) credited PRINCE2 for enhancing its procurement activities, substantiating the methodology's agility and adaptability in diverse corporate scenarios.

Sample Deliverables

• Baseline Audit Report (PDF)
• Training and Change Management Plan (PowerPoint)
• Implementation Roadmap (MS Word)
• Performance Evaluation Template (Excel)
• 'Living' PRINCE2 Playbook (Google Docs)
• ROI Reports (Excel)

The first prerequisite is to understand the current state of Project Management in the organization. Detailed auditing can exhibit how each division currently operates, which would provide a benchmark for measuring improvement.

The organization must adopt PRINCE2 as a method of enhancing its knowledge management ability as well. Continuous improvement, bolstered by the formal recognition of lessons learned and iterative feedback into the system, differentiates PRINCE2 from other methodologies.

Integral to PRINCE2's implementation success is its alignment with the organization's objectives. This alignment, achieved by involving leadership in the project board, enables the organization to make informed decisions about project selection and prioritization.

To facilitate swift adoption, having PRINCE2 champions in each division is crucial. They can assist their teams in adhering to the methodology's principles and act as intermediaries between project teams and organization-wide leadership.

A key question for executives would be how PRINCE2 will integrate with existing project management systems. The methodology is designed to be adaptable and can be tailored to existing project management practices within the organization. During the Baseline Audit phase, a detailed analysis of the current systems will be conducted to identify how PRINCE2 can complement and enhance them. This will ensure that the implementation of PRINCE2 does not require a complete overhaul of existing systems but rather integrates seamlessly, enhancing the current processes.

For instance, if the organization already uses an agile framework in some divisions, PRINCE2 can be applied in a way that it reinforces agile principles where they are already working well, and introduces more structure where it's needed. This flexible approach will allow for a smoother transition and encourage buy-in from stakeholders who are accustomed to the current systems.

Another concern for the C-suite might be the cultural shift required for PRINCE2 adoption. The success of a new project management methodology is as much about people as it is about processes. The Training and Change Management phase is designed to address this by preparing the workforce for the change. Interactive training sessions, workshops, and continuous support will be provided to ensure that the transition is not just accepted but embraced by the teams.

Furthermore, the role of PRINCE2 champions becomes vital here. They will be pivotal in fostering a culture that values structure, discipline, and continuous improvement—the core tenets of PRINCE2. Champions will be selected based on their influence within the organization, their understanding of PRINCE2, and their ability to facilitate change. They will lead by example, demonstrating the benefits of the new methodology in their own projects and guiding their colleagues through the transition.

Executives will naturally be interested in how success will be measured and what the expected ROI is. The Review and Optimize phase is designed to continuously measure the performance against the established benchmarks from the Baseline Audit. Key Performance Indicators (KPIs) will be identified and tracked to assess the effectiveness of PRINCE2 in delivering projects on time, within budget, and to the desired quality.

In terms of ROI, the AXELOS survey's indication that 65% of organizations reported benefits that outweigh costs is promising. However, each organization is unique, and therefore, a customized ROI model will be developed to track cost savings, efficiency gains, and quality improvements. This model will take into account the reduced instances of project overruns, the cost savings from improved resource allocation, and the value of increased project success rates.

An executive might also question how PRINCE2 will support the organization's growth and scalability in the future. PRINCE2 is designed to be scalable and can be applied to projects of any size and complexity. As the organization grows, PRINCE2's principles will remain relevant, and its processes can be scaled up to accommodate larger and more complex projects. The Sustainability phase is focused on embedding PRINCE2 into the company culture, ensuring that it becomes the backbone of the project management approach, and can support the organization's growth.

Moreover, the methodology's emphasis on learning and adaptation means that it can evolve with the organization. As new challenges and opportunities arise, PRINCE2 provides a framework that can adapt to changing business needs, ensuring that the project management methodology remains effective and relevant.

Finally, executives with global responsibilities will be keen to understand how the PRINCE2 methodology will be standardized across international divisions while allowing for local flexibility. The core principles of PRINCE2 are universal and can be applied across all divisions, ensuring a standardized approach to project management. However, the methodology is also designed to be flexible and can be tailored to meet the specific needs and cultural nuances of local teams.

During the Training and Change Management phase, local teams will be involved in customizing PRINCE2 to fit their unique context. This will involve incorporating local regulations, cultural practices, and business norms into the PRINCE2 framework without compromising the integrity of the core principles. This balance between global standardization and local flexibility will ensure that PRINCE2 is both effective and culturally sensitive across the organization's diverse landscape.