M and A's differ from "normal" change processes in that their very nature requires that a new corporate identity and cultural integration be established for the two organizations. The process begins with a state of duality from the beginning. Timing, clarity from the top and connection to the entire organization are essential for a fluid and successful integration process. While these issues can be factors in any organizational change initiatives, with M and A's they are key integration success factors and as such co-dependent. Consequently, whatever methodology or process is employed for integration must address these factors simultaneously from the start of the change process.
We believe the involvement and integration of employees from the start to create a common identity around a Shared Vision is the single most important factor for post-merger success and long-term sustainability. Beginning at the pre-merger stage, our 7 step process drives the integration from a Top Down - Bottom Up approach in an organic and collaborative process which creates a New Identity out of a Shared Vision.
The shared vision is co-created by the "C"-LEVEL executive team and incorporates individual perspectives to create a holistic vision. It is then further developed by the implementation team establishing a truly SHARED Vision. From here, the new organization continues to develop around its core passion and shared perception of the future. In order to rapidly involve the energy and focus of the whole system, concurrently, a bottom up process involving storytelling around "Organizational Excellence" and the New Identity takes place.