M&A Pathway
The failure rate for mergers is ~80% (HBR, 2011). This is because too often people are treated like machines and not individuals or communities with shared values and cultures.
As such, the first year of each new employee's experience after an acquisition is critical. If they feel a sense of belonging, and build diverse friendships across the organization, they are much more likely to see your organization as a place where they belong, are valued and can grow.
The new cohort of people are placed into groups of 4 people, with 2 employees from the acquiring company and 2 from the acquired company. They first experience the VAP, then are placed into another similarly composed learning group with 3 new people to experience C3. The process repeats once more for the TCP.
By the end of their first year, each new employee will have made 9 new professional friendships, feel a connection to the mission and values of your company, see your company as a place where they belong and can grow, and be empowered to communicate across differences.
As such, the first year of each new employee's experience after an acquisition is critical. If they feel a sense of belonging, and build diverse friendships across the organization, they are much more likely to see your organization as a place where they belong, are valued and can grow.
The new cohort of people are placed into groups of 4 people, with 2 employees from the acquiring company and 2 from the acquired company. They first experience the VAP, then are placed into another similarly composed learning group with 3 new people to experience C3. The process repeats once more for the TCP.
By the end of their first year, each new employee will have made 9 new professional friendships, feel a connection to the mission and values of your company, see your company as a place where they belong and can grow, and be empowered to communicate across differences.
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#1 (VAP) - Custom program to activate your organization's unique values. |
#2 (C3) - Employees discover their purpose and learn how to bring it to work. |
#3 (TCP) - Activate inclusive communication skills and build diverse relationships. |
In the Values Activation Program (VAP), your new employees will engage with your organization's unique values, learn what they mean, how they show up in your culture and can be a guide for their decisions. They will also build 3 new diverse peer friendships across your organization.
In the Clarity, Contribution, Community Program (C3), your employees will discover a deeper sense of their own purpose, learn how to activate it at work and build an additional 3 diverse peer friendships across your organization.
In the Team Communication Program (TCP), your employees will learn the basics of inclusive communication (forming agreements, "I" statements, active listening, apologies and gratitude), setting them up for leading teams and projects and their first promotion. They'll build an additional 3 diverse peer friendships across your organization.
By the end of their first year, they will have embodied your organization's values, discovered their purpose and brought it to work, built a foundation of communication skills and have 9 new diverse friendships.
In the Clarity, Contribution, Community Program (C3), your employees will discover a deeper sense of their own purpose, learn how to activate it at work and build an additional 3 diverse peer friendships across your organization.
In the Team Communication Program (TCP), your employees will learn the basics of inclusive communication (forming agreements, "I" statements, active listening, apologies and gratitude), setting them up for leading teams and projects and their first promotion. They'll build an additional 3 diverse peer friendships across your organization.
By the end of their first year, they will have embodied your organization's values, discovered their purpose and brought it to work, built a foundation of communication skills and have 9 new diverse friendships.
