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MERGERS & ACQUISITIONS
Large Scale Change Management Process
Historically, when organizations merge oftentimes what occurs is a fear of job loss, loss of position, lack of loyalty, mistrust, differing cultures and differing ways of thinking decision making, and acting occurs. Second, senior executive leaders may not view issues in a team oriented, collective and collaborative manner and they may appear divided by their decisions and actions.
The newly merged organization may bring with it challenges centering on cultural change and transformation, teambuilding, leadership change, incentives and rewards, ambivalence centering on the new leadership and dysfunction.
Our firm, Fellows Corporate Consortium, LLC has experts who are very astute at assisting organizations and leaders who are experiencing mergers and acquisitions by addressing the following issues:
Senior Executive Leadership. As an aside, historically in merges and acquisitions chief executives or presidents of merging organizations experience rancor and discord in their attempts to work collaboratively to achieve the best vision and outcome for the merging property. We are experts in healing the rift in people and systems. We can assist your organization in addressing the discord and rancor that may most likely occur between top leaders of your merging organizations. The issue historically focuses on historical turf, style, strategy, outcome and monetary gains which unfortunately is more person driven than systems driven. For the merger to be most effective there must be a greater balance between person and system outcomes. Our firm is adept at intervening and resolving conflict between these two competing outcomes.
In addition to the top leadership issues, team based issues may also emerge in the merger process. These issues are best addressed during the merger and not after.
This issue is two-fold:
Mission, Vision & Strategy Statement. Merging organizations may find the need to change or enhance its mission and vision statement and may need assistance in formulating and developing a new mission, vision and strategy statement.
As a component of addressing these larger leader and team based issues, system based issues around mission, vision and strategy while seemingly outside of critical change issues often come back to harm the organization because they were not included as equal partners in the strategy development process. We can assist organizations during the merger to create effective mission, vision and strategies that are more inclusive of leaders, managers and employee groups to meet the overarching goals of the governing boards of these organizations, which helps to systemically create a better outcome for both the merger and organization’s continued success.
Strategic Management & Performance Monitoring. Leaders must be savvy enough to understand Strategic Management and Performance Monitoring: 5 year and 10 year Strategic Plans to make sure you’re “getting there.” Based on this strategy our firm helps leaders both understand and craft long-term strategic management outcomes which helps you build a long-term performance, revenue and people strategy.
Waste Management & Shared Services. One of the advantages of merges is the reduction of duplicate services. This process of reducing duplicate services is waste management control. We can assist your organization with critically examining the correct balance in reduction and enhancement of duplicative services to effectively manage a waste management control system and eliminate duplicate services that are detrimental and wasteful.
Decentralization Process. Your organization may be concerned with developing a culture that is commonly shared among all business units; however, this process needs to be more centralized for the entire organization in meeting its long-term goals in a sustained manner. This will help with the organization’s bottom line as well.
Intercultural Communication. Examining intercultural communication and other perspectives that impact overall organizational success, before during and after the merger process, which will impact overall merger success.
Building Effective Partnering Relationships Among Executives. Assisting executive leaders by helping them build partnering relationships without harming stock and build partner teams so they can effectively reduce trauma around a new culture and a merger
Building Effective People Matching Systems. Persons within old systems or differing systems can be effectively placed within an organization to be most effective based on values, beliefs, assumptions and current worldview paradigms.,/
People Matching. Assisting with matching people with the type of work they need to accomplish based on values, believes, goals, objectives, and needs of the organization.
Goals & Outcomes. Balancing the goals and outcomes set by the leadership of the organization and match a strategy so that employees can meet that in an effective way while enabling them not to lose quality or quantity work.
Training & Development. Providing overall training and development that ensures an effective adherence to new cultural norms
Content, Context & Process Strategies. The problem often is that organizations want to operative in the content, but creating effective changes is about operating in the context and process. We can assist you with making the necessary shift.
Union Environments. Realistic examination of building memorandums of understanding with unions and dual memorandums of understanding to have one in place and one that demonstrates a type of capacity so that you can reduce the control that unions obtain within organization.
When organizations merge, many leaders prepare themselves for a Union environment. Employees may move towards the union to feel safe. Issues of certification and decertification are a natural consequence of discussions. The employees seek protection, inclusion and a security net.
Our firm can provide a strategy to either guide the unionization or decertification of unions based on an overall leadership strategy. The firm can also train the negotiation team on negotiation strategies, union memorandum of understanding components, and how to create dual agreements to build trust options among the employee groups.
Reduction of Duplicate Work. When mergers occur, leadership looks at reducing duplicate work and how to go about seeing how the existing people can do the work with less people. We can assist you with this process.
Structural Issues. We can help you rethink structural issues that impact cultural changes: to meet the emerging needs of the organization. This requires new types of structures rather than duplicating existing ones. For example, if there is no EEOC Officer or Finance Officer you have no ability to keep track certain imperative issues and we can assist you with those concerns.
Coaching, Mentoring & Cultural Education Process. We can assist you with setting up internal university processes to help create educational enhances. We can create external relationships where the employees can obtain their credentials and create corporate universities to critically examine hard and soft skills that are needed in being successful in one’s position; increasing productivity and quality outcome of work.
Create Collaborative, Team-Oriented & Overarching Culture for your entire organization among all business units while building a marriage between the cultures and maintaining what is unique about each property.
Build Effective Policies, Procedures and Practices to make employees feel comfortable with the newly merged organization while providing training around that and any other issue impacting the newly merged organization.
Examine Nuances Existent in Each Culture by critically examining each organization’s culture to bring to the forefront what leaders need to understand about each culture: its strengths and weaknesses. By doing so, we can assist each organization with understanding the cultural change and cultural dynamics while maintaining the nuances that are explicit to those organizations that need to be maintained.
Coaching & Mentoring for all executives and senior leaders because when organizations are merged there are new strategies that need to be understood and communicated throughout the organization.
Research & Monitoring Tools from a research perspective will assist you in designing monitoring tools that can help you keep a handle or gate on the pulse of the organization to understand what is working and what needs to be changed within your organization.
Succession Planning by creating cross utilization and cross fertilization programs that can take the 50 -100 brightest stars by teaming (internal mentors and external coaching matching clear outcomes with what the organization says it needs versus what you are actually getting and achieving through your employees.
Ethical Component Creation by building into the value set of your organization an ethical component which will ensure that you do not fall into some of the traps that WorldCom and Enron have fallen into and will ensure that you remain effective and competitive in the gaming and hospitality industry.
Building Effective Human Resource Systems including:
Cultural Competence, Multiculturalism & Diversity Strategy Implementation by assisting your organization with becoming progressive and forward thinking organization that is committed to attracting, retaining and developing all employees. We are uniquely poised to guide and enhance the diversity direction of your organization as our consultants have credentials in diversity leadership.
We can assist with the development of diversity plans and programs to move the organization closer to its goals through diversity program management, cultural competence, cultural inclusion and multicultural strategies that address issues centering on attracting, developing and retaining all persons within the corporate arena.
Training, Development & Compensation. Due to merger, issues may develop over time suggesting that skill improvements are required at all levels of the organization. Translation of policies, procedures, practices and a “corporate ethos” may be less than optimal and training and development may be required. We can develop custom-designed training for all levels of your organization. Training can embrace Leadership Development, Management Development, Conflict Resolution, Fiscal and Operational Management.
Work & Relationship Restructuring may need to occur because there are always concerns regarding “what employees understand about the organization and its strategies.” Sometimes this is a product of the roles that members within the organization hold; at other times the void in understanding is based on the management styles of leaders directing the activity of the employees. In either case, change is a desire of the organization for all to understand the “whole” consistent with the needs it creates for their level of the organization. We can help youutilize training and development, coaching and mentoring strategies to guide the movement of employees from one place in history to another.
Organizational Culture & Fear Based issues may occur because whenever change occurs – large or small – organizations experience a myriad of reactions from employees. Trust and inclusion are critical to the smooth transition of employees from one place in history to another. To move to trust, change must be planned and systemic. We can provide planned strategies to guide the development of trust options for employees and employee teams. Team Building, Management Consistency and Congruity, Organizational Strategy Processes and Self-Management Approaches are used to re-institute trust, commitment, loyalty, and openness within the organization, enhancing the operational performance of each division and team.
Settling Into Positions takes time and employees need time to be settled and move into new organizations. We can develop a corporate introduction strategy and a marketing strategy designed to create inclusion for all employees moving toward a new cultural direction.
Focusing on Lower Levels of the Organization is imperative and business consultations often fail as the consulting team only focuses on one level of the organization and one strategy. Successful interventions are systemic to the total needs of the organizations. Organizational Psychologists are specifically skilled and trained to provide a balanced approach to people and system outcomes ensuring continuity at all levels of the organization. Our firm isan organizational psychology firm that is uniquely focused on continuity and congruity at all levels of the organization.
Culture Change & Transformation issues may occur and culture change and transformation requires simultaneous top-down and bottom-up development of organizational change. Intercultural perspectives and intercultural communications are essential in that developmental process. We are uniquely adept at guiding culture change and transformation consistent with organizational change and transformation strategies. Global, diversity and team-based approaches are available to guide the movement of the organization from one place in history to another.
Fellows Corporate Consortium, LLC realizes that is helpful for significant components of the aforementioned strategies to be utilized pre-merger and during the merger because it assists employees and managers in critically examining what types of supporting structures exist that are helpful to them at the present time, which is critical. Further, all strategies can be built into the entire system now versus later, which will make the strategies more effective and sustainable in the long-term ultimately assisting your organization with corporate bottom line goals and objectives.