Increasing the Human-Factor of ROI on Your Next Change Initiative
How Do We Do that?
By helping you:
Increase Speed to Adoption
Increase Usage of the New Way of Working, and
Who Am I and Why Do I Do What I Do?
I've spent more than 15 years working organizational leaders in a leadership development capacity and managing post merger & acquisition integrations.
The skills required to lead post M&A integrations come from being thrown into the fire during time spent at a Fortune 500, who had acquired another popular brand. The result of the acquisition was costly and chaotic. The employees, and union leadership, of the acquired company were not happy and it showed when this "new" business unit begin losing $800K/month.
The environment was very combative, an "us vs them" environment at its worst. Employees from the acquired company didn't trust the leadership and the leadership didn't do much to build relationships either. As a result, employees didn't come to work and when they did show up they refused to work. Union leadership was uncooperative, and therefore, rarely were past practices, that contradicted best practices and new ways of working, given up.
Since leading that project I've learned that most integrations are chaotic, and are usually more work than leadership expects. Bringing two groups of employees together with two different cultures, and managers who aren't prepared to lead employees through change, is difficult.
So I've made it my business to work with newly merged companies to lead through these uncertain times.
If your company is currently working through an M&A deal I'd love to partner with you to help you with your post integration change management work.
For more information about the services provided click on the Change: The Communication links below.