Change / Transformation

Change Management

If you think of a typical Change situation as a M&A process. The consideration of a merger or acquisition usually comes packed with mixed feelings, including excitement, fear, uncertainty, enthusiasm and resistance. These emotional reactions can occur at every level of the organization. How an organization deals with its employees before, during and after the transaction can have a determinative impact on the success of the transaction. This is called Change Management.

To successfully manage a change, you have to actively work with areas as communication, engagement, leadership and cultures.  All are areas where HR pay a critical role in any organization.  Areas where HR should serve as a trusted adviser to executives and the deal team and areas where HR should be subject-matter experts in.

A recent survey of Forbes 500 chief financial officers showed the top three reasons for M&A failure are incompatible cultures, inability to manage the target and inability to implement change. Such findings reinforce that the four areas above communication, engagement, leadership and culture isn’t just a people issue. Without the appropriate buy-in from employees, the financial objectives of a deal can be derailed and result in the ultimate failure of the whole thing.

Our team has been leading, project leads or supported more than 46 different M&A, divestitures or major transformations. We have been involved in due-diligence, planning and integration.