[Olena Kosobutska]

When you try to integrate two newly merged companies, you came across a lot of things in many areas that two companies were doing differently in the past and let’s say there are pros and cons for each approach, how do you align that after the acquisition, including how do you manage change and get everyone on board with your ideas of how the future processes should look like? What if that creates tension and conflicts instead? How do you navigate to get positive outcome and achieve desired results for the merger organization?

[Mason Weaver]

Wow, your question really dives into the nitty-gritty of mergers and acquisitions. It’s like trying to blend two different casino strategies into a winning hand at Ripper Casino https://casinoripper.com, where I usually hang out. It’s all about that vibe of risk and reward, much like integrating two companies, but in a fun and thrilling environment. Navigating a merger is all about finding common ground, similar to picking a game at the casino. At Ripper, I gravitate towards games where I feel the odds are balanced with my style of play. For merging companies, it’s identifying the strengths of each and how they can complement each other. Conflicts? Sure, they happen. It’s like a bad hand at poker—you gotta know when to hold ’em and when to fold ’em. Communication is your best bet: open, honest, and continuous. Engage everyone in the vision for the merged entity, make them feel a part of the new journey.

[David C]

Great topic!

When it comes to successfully navigating change during an integration, you have to focus on 2x key aspects: timing & stakeholder buy-in.

Any type of organizational change should have a fleshed-out ‘change management plan’ prepared. This plan details a schedule of strategic stakeholder communications – to be sent out before, during, and after the integration. Additionally, you need to enhance stakeholder buy-in from both acquired & acquiring staff. Getting these staff involved in the process (i.e., by providing feedback before the change & joining ‘change champion efforts’ during the change) can help increase support for the integration.

Without these 2x aspects, it will be difficult to overcome potential tension/resistance towards the integration.

[Author]

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