M&A integration
A full scale M&A is carried out, but why don’t we harvest the benefits and why don’t the employees understand their new role?
During the integration planning, focus is typically on systems, processes, leadership roles, organisational structure etc. whilst in reality the real buy-in and anchoring of the combined businesses rests with getting the merged organisation to work coherently under one (new) mindset and culture.
As a leader you must know and understand the emotional mechanism and standpoint of the new organisation. Who is “pulling their weight”?
Do individuals know their new roles and why they have been assigned this role? Have you been successful in your communication? Are leaders setting direction and assisting the organisation?
Make sure attention is not limited to only processes and systems but also towards the tough emotional journey that everyone is forced to part take in.
In our view “The Soft Part is the Hard Part”; there are no short cuts to truly anchoring peoples new mindset and culture.