Strategies For Aligning Teams After Mergers

When doing any M&A - are you purchasing the intellectual property or the business? Because if you're buying ANYTHING more than the intellectual property, trust is at the core of the integration. You can (maybe) integrate systems in 90 days. Integrating trust takes a whole lot longer. One of the most overlooked risks in M&A? The human one. I’ve been through multiple integrations, due diligence cycles, and post-close transitions. And I can tell you: spreadsheets may win the deal, but it's trust, communication, and culture that determine whether the value actually materializes. Circling back to one of my previous posts - it is also making sure the "say" and the "do" match - ALL the way back to the initial due diligence. Here's what often gets missed: 🔹 People interpret silence as threat - and in the absence of information will create their own story - which is often significantly worse than the truth! Communication isn't just a courtesy—it's risk mitigation. 🔹 Culture is an operating system. Every team has embedded ways of working. If you force alignment without understanding those patterns, you may inadvertently shut down what made them successful in the first place. 🔹 Integration is emotional. Titles shift. Power moves. Identities blur. Benefits change. The process isn’t just technical—it’s deeply personal. And without a strategy for that, and a proactive change plan (that is HEAVY on the communication) you’re leaving value on the table. The most successful integrations I’ve supported had three things in common: 🧩 A shared leadership narrative grounded in purpose and clarity. 🧩 Early identification of cultural hotspots—not just red flags, but areas of pride and strength. Coupled with the understanding that the acquired organization may often have things to teach the buying organization! 🧩 A deliberate, empathetic, and transparent approach to change management—because speed without humanity breeds resistance. M&A is an incredible opportunity to reset, refocus, and rebuild stronger. But only if the people inside the business believe they have a future in the new version. The real synergy? It’s not just in the balance sheet. It’s in the belief system. I'd love to hear from others—what’s something you’ve seen work (or not) when two organizations become one?

You restructured your team. They say, "Our team isn't the same anymore." So, make it better than before. You had good intentions: improve efficiency, save costs, focus on priorities. But now you're dealing with: ↳ Demotivated team members ↳ Broken trust ↳ Declining performance And the work environment has become heavy. The situation looks bad. But it’s actually a golden opportunity. Here's the truth: Restructuring broke the status quo. A new culture will emerge whether you guide it or not. Smart leaders use this momentum to build something better. Here's my proven 7-step method to rebuild trust and create a healthier culture and a higher-performing team than before: 🔵 7-steps to Rebuild a Team After a Restructuring (Swipe though the carousel for more details.) 1️⃣ Redefine Roles & Growth Paths Why it’s important: It helps clarify roles in the new structure and opens up personal development opportunities for team members. 2️⃣ Empower the Team Why it’s important: Greater empowerment leads to increased engagement and a sense of ownership. 3️⃣ Boost Teamwork Why it’s important: Improving teamwork has a positive effect on relationships and performance. 4️⃣ Eliminate Performance Barriers Why it’s important: Eliminating performance barriers facilitates everyone’s work and leads to improved results. 5️⃣ Enhance Leadership Support Why it’s important: Providing better leadership support will strengthen your relationship with your team and lead to higher performance. 6️⃣ Solve Chronic Issues Why it’s important: Resolving chronic issues liberates people to focus on what is important. 7️⃣ Build a Stronger Culture Why it’s important: Ultimately, the improvement in the culture is what people will remember about the restructuring. Don't waste this opportunity. A restructuring creates natural momentum for positive change. Use these steps to emerge stronger, more united, and better performing than before. 𝑩𝒆𝒄𝒐𝒎𝒆 𝒕𝒉𝒆 𝑳𝒆𝒂𝒅𝒆𝒓 𝒀𝒐𝒖 𝑾𝒂𝒏𝒕 𝒕𝒐 𝑩𝒆 What three things will you improve in your new way of working? _____________   ♻️ 𝐑𝐞𝐩𝐨𝐬𝐭 to help others 📌 𝐒𝐚𝐯𝐞 for later 🔔 𝐅𝐨𝐥𝐥𝐨𝐰 Jacques Fischer for tips to:  ↳ Improve your leadership  ↳ Develop high-performance teams  ↳ Achieve outstanding results 𝑴𝒂𝒌𝒊𝒏𝒈 𝒕𝒉𝒆 𝑩𝒆𝒔𝒕 𝑳𝒆𝒂𝒅𝒆𝒓𝒔 𝑩𝒆𝒕𝒕𝒆𝒓, 𝘰𝘯𝘦 𝘱𝘰𝘴𝘵 𝘢𝘵 𝘢 𝘵𝘪𝘮𝘦

The Thrilling Challenge of Cultural Integration in Post-M&A Success    "Integrations often fail because the effort to merge two cultures is frequently underestimated," declared my brilliant friend and integration expert, Dr. Pamela Mattsson, PhD, during an engaging panel discussion in Seattle with me and the insightful Lisa Clarke.     Anyone who has attempted to blend two distinct cultures knows the unique challenges that arise.    As Lisa passionately pointed out, when organizations come together with differing cultures, platforms, and levels of experience, the integration journey can become a daunting adventure.    So, how can one navigate this thrilling yet challenging landscape and successfully unite two cultures? Here are our panel's top strategies: 1. Be Intentional: Clearly define the cultural attributes of both organizations and envision what the new, combined culture should look like. Alternatively, you might decide to lean into one culture over the other. Lisa recounted an inspiring experience where, as a C-suite member in a smaller acquired company, her exceptional executive team cultivated a vibrant culture that empowered them to take the reins and lead the entire organization. 2. Identify Non-Negotiables: One brave acquired company boldly told their buyer, "If you implement this change, you will dismantle the very culture that fuels our success, which is precisely why you decided to acquire us." 3. Acknowledge the Psychological Impact on Leaders: The psychological toll on leaders during this transition is significant. It's crucial to empower them by surrounding them with coaches and advisors. Remember, founders who once occupied the top spots in their organizations may now find themselves navigating middle management.     Successfully integrating cultures post-M&A is not just about operational alignment; it's about understanding the heart and soul of both organizations.    The journey can be challenging, but with the right tools and mindset, it can also be gratifying!    #PostMergerIntegration #CultureTransformation #LeadershipInAction #MergersAndAcquisitions __ Hey, I'm Sangeeta! If this resonated, follow along as I share real stories and lessons on how companies unlock results—or DM me for a free consulting call—link to my website in the comments.