Mergers, Acquisitions, and Organizational Change
Research shows that we typically will use the same implementation
strategies in the future that we have used in the past, even if they were unsuccessful, unless we understand the pattern and impact of past implementations.
Think for Results will help you examine key issues to help your organization implement changes efficiently, and with the fewest resources possible.
Here are some of the simple first questions that we would partner with you to explore~
Do you have the right number of organizational layers to get things done?
Are the lines of authority and accountability clear?
Are the changes clearly prioritized so that people know what is most important to acccomplish?
Are your resources and rewards in alignment with your priorities?
Do you have a history of completing strategic changes well? (Do people BELIEVE you will succeed?)
Do you have a strategy for gaining geniune commitment from people rather than achieving compliance?
Do your managers “own” changes and communicate their support?
Do managers understand the specific impact on their employees?
Do you communicate even when it seems you have no “new news”?
Do executives focus on what is best for the organization rather than what is best for their department or division?