Leadership Assimilation
Be it integration or assimilation, there is a coaching angle to the whole process which is designed to help executives who are joining the new organisation and her/his peers, teams and the reporting manager to help them effectively integrate their expertise and experience into the new role, and blend seamlessly into the culture. Today’s dynamic business environment lacks the luxury of time for an executive to produce business results as the new leaders need to focus on:
Clarifying roles, goals and the timelines associated with expectations.
Establish critical partnerships with key stakeholders.
Develop organisational agility.
Engage direct reports and the larger team smoothly.
Acquire a complete understanding of the beliefs, values and orientations within the larger culture of the organisation.
Integration Approach
When leaders face such challenges to integrate their organisation after a merger, acquisition or joint venture, cultural challenges occur at the organisation, team and individual levels. Our expertise brings in the know-how for businesses to benefit out of the integration by embracing culture at an early stage and actively creating a new high performing culture focused on shared values and reconciled differences. Culture defines the context in which people leverage their energies in order for the organisation to deliver optimal results. This human element often explains what distinguishes the highest performing companies from those that lag behind. High performing companies are those that ensure that business operations, management, strategy, culture and people are fully aligned engaging this human factor in an integration program which will lead to accelerated growth on a personal and team level resulting in raised and sustained performance in the new organisation.
With our best of both approaches, we contribute to a successful integration by building on insights into the business and cultural strengths of both organisations, by clarifying the aspired vision and values of the combined entity, as well as opportunities and by identifying the levers to pull. This helps us to co-create a roadmap for integration to an inclusive and long-term integration process linking people and culture to business issues. In this process, we facilitate individuals and teams in your organisation to:
Effectively deal with uncertainty about an unpredictable future and convert low morale into high levels of effectiveness.
Improve Leadership skills and cultural competence in the new context.
Achieve the strategic goals of the new combined entity.
Integration Process
Depending on the stage you have reached in the integration process, we can assist your organisation in different faces, customised to your specific situation, along with the path of our overall recommended approach. In our approach:
Our role is to facilitate, moderate and coach you and your teams to meet personal, team and organisational objectives.
You need to build on what you’re already doing well, maintaining the positive aspects of the existing entities and connecting those to the positives of the new entity and we help you with that.
A quick transfer of our knowledge and skills to you and your organisation is important for the organisation wide implementation as it takes a larger team and time to execute integration.
We work in partnership with external parties if required as at times the integration could have significant challenges of global assimilation etc.
Overall, our methodology seeks to overcome the limitations of classic change management programs that ignore the culture component. This is the major reason that many integration processes fail globally to realise the business benefits that prompted the integration in the first place.