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a strategic business partner of Profiles International

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Strata Performance Solutions

Helping companies find their Full Potential.

August 20th, 2012 by Robert Ringstrom

You have heard it through the grapevine- there is going to be a merger. It is often a situation saturated with fear, worry, mystery, and confusion.  Do you know what to do when the company you work for plans to merge with another company? How or will your role within the organization change once the merger has taken place? Mergers can be a scary time for everyone involved. Employees fear the unknown, managers fear an increase in staff and responsibilities, and leaders worry about the change in their company culture.

Instead of letting fear and worry take over, organizational leaders should embrace the change head on and create an action plan that focuses on how to help managers handle additional responsibilities and how to help employees adapt to the new company culture. Strong leadership before, during, and after a merger will ensure that employees and managers are not overlooked and that the new company culture is adopted as quickly as possible.

According to an article in the Harvard Business Review, here are 5 things leaders can do to keep the company moving forward during the merger process:

A merger can be difficult for both companies involved and how leaders choose to handle the situation can make all the difference in the world. Developing an action plan, opening up the lines of communication, finding influential people to help share the vision, integrating systems as soon as possible, celebrating successes, and expecting some bumps in the road will help leaders make forward progress during a merger.

“It’s now time for all of us- those who supported the merger and those who opposed it- to pull together for the benefit of the company.” – Carly Fiorina (Executive and President of Hewlett-Packard Co. in 1999)

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