Change Management

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    Kim Morrison

    What is everyone’s perspective on change management in an integration. I have always believed that it needs two levels. The first is at the department level where a change in a process needs to be communicated and trained to harmonize and optimize the change. In addition, there needs to be a global view on change management to be able to handle the change overall- ensure consistency and focus on culture. Thoughts?


    Change Management is the most important aspect of entire integration process. Because if this is not managed well then entire process may fail. Change management involves winning the confidence of an acquired company’s employees, partners, customers, distributors etc. Communication is the most important part of change management. effective communication strategy needs to be in place to make communication about the new change which may happen in the work, processes, profiles/grades, policies and norms of the company.

    Christopher Twible

    Agreed with Sandeep. Comms is most important. I’ve even got to the point to create scripts and FaQs long before completion so the messaging from senior leaders is really clear from Day 1.

    Megumi Hida

    I agree with Kim. Global level / entire group level change strategy is must but it also needs to be localized/ cascaded down to department/ country level to ensure the change and its impact is clearly communicated to employees in their day-to-day operation. Many companies prepares the former but overlooks the importance of the latter. They end up with confused employees post-deal.

    Chengzhi (Roy) Chen

    Agreed with Kim. Both change management at the global level and department/funcional levels are important. The change management at the department level would have ensure smooth day to day operations, while the management at global corporate level is to ensure collaboration and synergy realisation, if any.


    Change management is a critical component of successful integration, and it requires a multi-level approach. On the one hand, changes need to be effectively communicated and trained at the department level to ensure that everyone is aware of what is changing and why, and can optimize their processes accordingly. On the other hand, a global view on change management is also necessary to provide consistency across the organization, align changes with the overall integration strategy, and foster a culture of openness to change. By taking a comprehensive approach to change management, organizations can minimize disruption and uncertainty, and pave the way for a smooth and successful integration.


    I wonder how exactly do you take a comprehensive approach to change management? Any useful practical resources on that?

Viewing 7 posts - 1 through 7 (of 7 total)
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