Presenting Problem
There is no perfect formula for change management in M&A integrations, nor can you keep everyone happy through these changes. However, intentional well thought out interventions are key at bringing the best of both organizations to the forefront of the change. A deliberate disciplined approach to change management improves the odds for a smooth transition.
Working with a large global O&G organization, that just completed one of the largest acquisitions in the history of the industry. This included integrating 5600 employees from 18 different countries into a well-established organization. As a key member of the project team, we had the task of integrating the two organizations in a seamless way ensuring the change was effective and employee-centric. In essence, the task at hand was to protect the company’s workforce as its most important asset through the difficult transformation.
The Approach
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Create a PMO & governance structure to drive the change
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Cultural integration & synergy integration
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Business process & functional integration
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Create focus and affiliation for the top team
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Align on the values& strategy that drives successful integration
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Capture insights & identify pockets of excellence in both organizations
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Determine the values leaders want to reinforce during the integration
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Robust transition guide working through the different transition phases
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Day 1 readiness & preparation
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Customized communications & training
The Impact
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Creation of one seamless organization
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Determined & leveraged the best of both business practices to accelerate the integration
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Strong business performance with minimal disruptions (including no significant safety incidents)
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Quickly created a culture of belonging and overall sense of purpose
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Organization is aligned and motivated to integration performance outcomes
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Leaders and employees are motivated for the new beginnings