managing the people side of m&a - cwc 20160103
TRANSCRIPT
![Page 1: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/1.jpg)
Managing the People Side of M&A
![Page 2: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/2.jpg)
• Provide an overview of the four phases of an M&A integration
• Define M&A best practices• Answer questions about how to
minimize performance risk and people disruption
OBJECTIVES
![Page 3: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/3.jpg)
• Volatile• Uncertain• Complex• Ambiguous
OUR REALITY
![Page 4: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/4.jpg)
• Volatile• Uncertain• Complex• Ambiguous
OUR REALITYPRINCIPLES
• Transparency• Consistency• Engagement• Measurement
![Page 5: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/5.jpg)
ORGANIZATIONAL CHANGE
A structured approach to transitioning to new ways of thinking and behaving to achieve defined results.—Prosci
![Page 6: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/6.jpg)
• Change Management begins after the deal is completed
• Acquiring company feels superior to the acquired one (talent, capability, culture, process, technology)
• Acquired talent is not engaged in designing the new organization
• Synergies are quickly realized without deep knowledge of talent
• Cultures are assumed to be similar
COMMON MISTAKES
![Page 7: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/7.jpg)
• VISION Different, better and compelling?
• LEADERS Personally committed?
• CAPACITY Skill, money and time?
• CULTURE Can they change enough?
• OUTCOMES Realistic given business environment?
MANAGING KEY VARIABLES
![Page 8: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/8.jpg)
4 PHASES OF INTEGRATION
Figuring it Out
Planning for Change
Managing Change
Making it Stick
![Page 9: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/9.jpg)
PHASE 1: FIGURING IT OUT
Figuring It Out
Planning for Change
Managing Change
Making It Stick
![Page 10: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/10.jpg)
FIGURING IT OUT
Understanding the degree of change for and risks to integration:
• Leadership capabilities• Cultural alignment• Talent identification and
retention
![Page 11: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/11.jpg)
PHASE 2: PLANNING FOR CHANGE
Figuring It Out
Planning for Change
Managing Change
Making It Stick
![Page 12: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/12.jpg)
PLANNING FOR CHANGE
Creating an integration plan outlining what needs to happen, by when and by whom:
• Integration principles• Organization design and
resourcing• Policy and program
harmonization
![Page 13: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/13.jpg)
PHASE 3: MANAGING CHANGE
Figuring It Out
Planning for Change
Managing Change
Making It Stick
![Page 14: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/14.jpg)
MANAGING CHANGE
Maintaining momentum while managing the dynamics of the integration:
• Execute• Monitor• Course-correct
![Page 15: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/15.jpg)
PHASE 4: MAKING IT STICK
Figuring It Out
Planningfor Change
Managing Change
Making It Stick
![Page 16: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/16.jpg)
MAKING IT STICK
Embed the business and cultural changes into regular operations:
• Ownership• Measurement• Review
![Page 17: Managing the People Side of M&A - CWC 20160103](https://reader034.vdocument.in/reader034/viewer/2022051707/58edaa041a28ab1d568b4619/html5/thumbnails/17.jpg)
• 25 years of change management experience
• 32 major change initiatives across 60 countries
• Author of Change with Confidence Answers to the 50 Biggest Questions that Keep Change Leaders Up at Night
Email: [email protected]
Tel: +1 416.710.3685
Twitter: philbuckley01
Site: changewithconfidence.com
About the Author, Phil Buckley