Are you conscious of the emotional journey that individuals undergo throughout a merger or an acquisition course of? This journey is similar for all organisations and all ranges.
Mergers and acquisitions are just a little like an organized marriage. The bride and the groom need to study to know one another and hopefully, over time, will like one another sufficient for the wedding to achieve success. After a couple of months each events are left with the truth of getting to make a life collectively. It’s their capacity to grasp and work with one another’s values and beliefs that can make the true distinction. Understanding and aligning values allow robust partnerships to develop. The identical is true when two cultures merge with one another.
The emotional journey often begins in ignorance: “My approach is the one approach”. Over time, it can transfer from ignorance to conceitedness (“My approach is one of the simplest ways”), and if issues go nicely, to respect (“You’ve a great way too”) and curiosity (“Let me study”). Within the best-case state of affairs, the journey ends in full collaboration (“Let’s construct our approach collectively”).
What does this imply? First, that you simply can not ignore this journey. One of the simplest ways to take care of it and velocity up the transfer in the direction of collaboration is to make individuals, particularly leaders, conscious of it. As soon as they perceive the feelings they and everybody else will expertise, they are going to have the ability to settle for their emotions and transfer on faster. The problem for leaders is to discover a method to give attention to tradition while concurrently coping with their very own private emotions, and people of others, in regards to the merger. Managing feelings is among the key roles of leaders within the M&A course of.
One factor to concentrate to is to make sure individuals really feel personally accountable. In the event that they don’t, blaming the opposite occasion will probably be frequent and can forestall progress from happening. We suggest placing management from each events (massive or small) collectively as quickly as potential and letting them get to know one another, like in an organized marriage. You must allow them to specific how they really feel and see one another – the nice and the unhealthy – and why. That is about creating understanding. You’ll be able to even use the framework of the emotional journey as a dialog starter.
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