Our Management Training Courses

By introducing our Management Training courses to your staff we help ease the negative effect of change on both managerial and supervisory personnel. The change in job responsibilities, the change in personnel, job duties, and the rising challenge of developing subordinates are specific goals of our learning systems courses. We are highly successful at helping Managers and Supervisors learn and adapt to the necessary skills and proper behaviors to be successful at work as well as in their personal lives.

For more information on our management training courses please contact us.

Management Training Tips:
How Mergers and Acquisitions Are Both Blessings and Curses For Management

One of the best ways to grow any business is by buying the competition or buying companies that can potentially expand your current offerings of products or services. In today's business speak, this is called Mergers and Acquisitions. We see that all the time here from the steel mills to the local financial institutions to manufacturing.

Big companies usually buy profitable companies because this is just good business sense, hence the blessing. Then change management assures the current employees and customers that all is well and the changes will be small if any at all. Doing business with them will even be better and your current experiences will not change.

Then anywhere from a couple of months or usually two years later, change management decides to put the acquiring company’s corporate brand on the acquired company and this potentially begins the downfall. Policies change, people change and your relationship with them changes. Then you as an employee or customer decide this is not the same company and vote with your dollars by leaving them. Suddenly, change management is experiencing a variety of curses.

The acquiring company faces losses because they failed to honor their change management commitment to the customers whether you are internal (employee) or external (buyer of their goods or services). Next the company goes into full sales mode and has everyone selling even when there still are change management disconnects between the existing corporate culture and the culture of the recently merged company.

As I have often said, there is a lot of spraying and praying going on because desperation is now setting in as profits continue to decline.

Culture is all about how things have been done, how things are being done and how people are treated. When there are disconnects and inconsistencies between these two forces, the result is a drain on profits.

To avoid these gaps and inconsistencies means that change management must return to the strategic action plan specifically to the Values Statement. This is a written statement of the agreed positive core values that everyone will demonstrate 24/7.

The next step is an analysis of the existing and the acquired companies from an organizational perspective must also be undertaken. This is not a financial analysis, but looking at what works and does not work within each organization. Some of these instruments incorporate agreed to standards such as Baldrige. By comparing the results from this analysis helps to identify and quantify what is really happening between the two different firms.

Finally, these actions must be integrated back into an executable change management strategic action plan that is monitored on a weekly basis through key performance indicators. Continued communication of what is working is then communicated to all team members. For what is not working, course corrections need to be taken.

Mergers and acquisitions by their inherent natures can be both a blessing and a curse for management. When the change management team takes proactive actions, they can increase the blessings and reduce the curses.

Leanne Hoagland-Smith: http://www.processspeclaist.com/my-blog-spot.htm

Subject: Change Management