Avoiding merger pitfalls: Seven tips
6. Do not tolerate passive aggressive or other dysfunctional behaviors, but do allow people to vent when needed. Have forums for people to discuss the implications the changes are likely to have on them personally.
7. Celebrate and reinforce small victories on the way to the new vision. Let people know their extra effort in the transition is truly appreciated.
Although these simple rules are common sense, they are not common practice in many merger or acquisition situations. To avoid being a casualty, follow the guidance above and be highly sensitive to the cultural aspects of an integration effort, and you will have more success.
Bob Whipple, MBA, CPLP, is a consultant, trainer, speaker and author in the areas of leadership and trust. He is the author of "The Trust Factor: Advanced Leadership for Professionals," "Understanding E-Body Language: Building Trust Online," and "Leading with Trust is Like Sailing Downwind." For more information, go to www.Leadergrow.com, firstname.lastname@example.org or call (585) 392-7763.
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