> Lack of executive support and active sponsorship
> Lack of effective communication led to misalignment
> Lack of change buy-in and solution support created resistance
> Limited knowledge and resources for change management
> Change-resistant culture and attitude
Involving employees in the change management process is critical to success. Communication should be transparent, at the right level for the targeted audience, and consistent in both frequency and messaging.
I like what was said in the videos that:
– this needs to be top management’s goal, and they must be seen as wholly onboard with the acquisition
– it is a project, and must be managed.
– push decisions down as far as possible so its the operations people who are being forced to think about how the integration will happen.
Communication is key when working with cross-functional teams. The process will be entirely disjointed unless you have setup specific communication touch points and set out clear expectations for everyone to be aligned.