Strategies For Communicating Change During Mergers

Change is coming. And Leaders, how you communicate it will decide whether your team leans in or pushes back. Research shows that 70% of change initiatives fail due to employee resistance and lack of support (McKinsey & Company). The problem? It’s not always the change itself—it’s how it’s framed. To succeed, leaders must get in front of change early. They need to build trust, shift mindsets, connect to purpose, and highlight the benefits. That’s where the C.O.M.B. Model -- for Communicating Change -- comes in. When introducing change, walk employees through these four key stages: 1️⃣ Challenge – Acknowledge the difficulty. Be honest about the hurdles ahead. Transparency builds trust. 2️⃣ Opportunity – Reframe the situation. Shift the focus from disruption to possibility. Show the upside. 3️⃣ Meaning – Make it meaningful. Tie the change to a larger purpose. Help employees see why it matters. 4️⃣ Benefit – Show the value. Reinforce long-term rewards so they can see the light at the end of the tunnel. Alright, let's dive into an example: Implementing a New System Say your company is rolling out a new internal software system to improve efficiency. Some employees—early adopters—are eager. Others—laggards—are frustrated and don't want anyone moving their cheese. They see it as another system to learn, another task added to their plate. If leadership doesn’t communicate effectively, resistance will spread. 1. Challenge – Acknowledge the difficulty. "We understand that learning a new system takes time and effort. It will temporarily pull you from your usual tasks, and we know that can be frustrating." (Builds Trust & Transparency) ⚠️ Why this matters: Employees don’t like surprises. Acknowledging challenges shows you respect their time and effort. 2. Opportunity – Reframe the situation. "At the same time, this is an opportunity to rethink how we work. This system will allow us to explore new tools and strategies we haven’t had access to before." (Shifts Mindset) 💡 Why this matters: Change feels different when it’s positioned as an opportunity instead of a burden. 3. Meaning – Make it meaningful. "By implementing this system, we can streamline processes, reduce manual work, and improve customer experience. This positions us for long-term success." (Connects to Purpose) 🎯 Why this matters: People support change when they understand why it matters and how it connects to a bigger goal. 4. Benefit – Show the value. "A little focused effort now will lead to better outcomes—less manual work, fewer errors, and a smoother workflow for everyone." (Reinforces the Rewards) 📈 Why this matters: Employees need to see the clear, tangible benefits to buy in. Bottom Line: Change isn’t just about systems, processes, or technology—it’s about people.

The Hidden Rules of Change Communication: Why Most Organizations Get It Wrong After observing dozens of transformations, I've discovered a hard truth: Great strategy with poor communication, Is the perfect formula for failure. Here are the 5 Golden Rules that separate Successful transformations from the failures: 1. Start With WHY Begin all change communication with purpose, not process. ✅ Create a compelling story that connects to both organizational mission and personal growth. 2. Maintain Message Consistency Ensure core messages remain consistent across all channels and leaders. ✅ Develop a central message platform and create communication toolkits that keep everyone aligned. 3. Create Two-Way Dialogue Make listening as important as telling. ✅ Establish multiple feedback channels and visibly respond to input received. 4. Visualize the Journey Make change visible and tangible through visual communication. ✅ Create visual roadmaps and progress dashboards that make the abstract concrete. 5. Communicate With Radical Honesty Build trust through transparent communication, even when challenging. ✅ Address concerns directly and create safe environments for difficult conversations. Communication isn't just about transferring information. It's the operating system for successful transformations. Which rule do you find most challenging to implement?

𝗖𝗵𝗮𝗻𝗴𝗲 𝗶𝘀 𝘁𝗼𝘂𝗴𝗵. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗻𝗴 𝗶𝘁? 𝗘𝘃𝗲𝗻 𝘁𝗼𝘂𝗴𝗵𝗲𝗿. I’ve watched well-meaning messages fall flat when they don’t resonate across the organization. Here’s what I’ve learned to make it click: 𝟭) 𝗧𝗮𝗶𝗹𝗼𝗿 𝗬𝗼𝘂𝗿 𝗪𝗼𝗿𝗱𝘀 One message won’t fit all: ↳ Executives want strategy and big-picture ROI. ↳ Middle Managers need the “how” and tools to lead. ↳ Frontline Workers need to know how it affects their day. 𝟮) 𝗨𝘀𝗲 𝗠𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗖𝗵𝗮𝗻𝗻𝗲𝗹𝘀 Emails alone won’t cut it. I mix: ↳ Town halls ↳ Small groups, one-on-ones ↳ Infographics. 𝟯) 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝘁𝗵𝗲 ,𝗪𝗵𝘆’ People need to know why it matters: ↳ The business reason. ↳ Risks, rewards, AND consequences of standing still. ↳ Future vision. Real stories help make it stick. 𝟰) 𝗔𝗻𝘀𝘄𝗲𝗿 ,𝗪𝗵𝗮𝘁’𝘀 𝗶𝗻 𝗜𝘁 𝗳𝗼𝗿 𝗠𝗲?’ Everyone wants the personal impact: ↳ Skills gained, career growth, easier workdays. 𝟱) 𝗞𝗲𝗲𝗽 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁 Mixed messages kill trust. I ensure: ↳ Core messages are unified. ↳ FAQs and coaching back leaders up. 𝟲) 𝗜𝗻𝘃𝗶𝘁𝗲 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲 Talking at people isn’t enough: ↳ Host Q&As ↳ Gather feedback ↳ Use pulse surveys. 𝟳) 𝗙𝗮𝗰𝗲 𝗥𝗲𝘀𝗶𝘀𝘁𝗮𝗻𝗰𝗲 It’s normal. ↳ Acknowledge it ↳ Dispel rumors ↳ Show support. Great change communication? It’s a two-way street, built on trust and clarity. 𝗪𝗵𝗮𝘁’𝘀 𝘄𝗼𝗿𝗸𝗲𝗱 (𝗼𝗿 𝗻𝗼𝘁) 𝗳𝗼𝗿 𝘆𝗼𝘂 𝗶𝗻 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗼𝗻𝗯𝗼𝗮𝗿𝗱? 𝗟𝗲𝘁’𝘀 𝘁𝗿𝗮𝗱𝗲 𝗻𝗼𝘁𝗲𝘀. 👇👇👇 ----- Embrace the chaos, dance with the changes. If all else fails, just remember: there's always coffee. Change happens. Fractional leaders help. All the time. 👋 I'm Lars - I deliver transformation that sticks. 🔔 Follow me for more on fractional leadership and change management. ♻️ Share this if you find it useful.

Danger in the White Space: The Vital Role of Honest Communication in M&A Integration    In any M&A integration, one of the greatest risks lies in the proverbial “white space” — the absence of clear communication.    When information is lacking, team members fill the gaps with assumptions, which are often misguided or flat out wrong.    I recently sat down with my fellow integration gurus, Lisa Clarke and Dr. Pamela Mattsson, PhD. Here are our top four tips to foster honest communication: 1. Communicate decisions early: Address changes head-on instead of withholding tough news. Be clear about what is changing and why. Preparing your team for potential shifts is far better than delivering bad news at the last moment. 2. Acknowledge uncertainty: Instead of pretending to have all the answers, which is rarely the case during integration, leaders should embrace the unknown. Phrases like “the plan is evolving, but we’ll keep you updated” can reduce panic, fostering solidarity among team members. 3. Encourage feedback: Open dialogue is key. Host town halls and one-on-one sessions where employees can voice concerns and insights, to create trust and empower your teams. 4. Admit mistakes along the way: Leaders can show their human side by acknowledging mistakes and being vulnerable. Statements like “I think we screwed this up” can break down barriers and foster a culture of trust.     Honest communication may require courage, but it’s essential during an integration.    By prioritizing open and direct conversations, you can navigate challenges more effectively and build a resilient organization.   #PostMergerIntegration #HonestCommunication #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.