How can you build resilience in your consulting team during a merger?

The most important thing to address first is the thing everyone in your team is going to have: "What's going to happen to me?" It is absolutely critical that both parties in the merger discuss this in detail, before the merger is made public (even to the team). Decide exactly what's going to happen, who will say what, and when, and try to anticipate as many questions as you can. Any change of this nature is going to be upsetting. A little bit of forethought goes a long way.

Building resilience during a merger in a consulting team is crucial. Here are six steps along with a bonus tip: 1. Open Communication 2. Role Clarity 3. Change Management Training 4. Team Bonding Activities 5. Leadership Support 6. Adaptability and Flexibility Bonus Tip: Celebrate Milestones: Acknowledge and celebrate achievements and milestones throughout the merger process. Recognizing progress can boost morale and motivate the team amidst the changes.

To build resilience in a consulting team during a merger, focus on clear communication, provide training on managing change, foster a sense of teamwork, acknowledge and address concerns, offer support through coaching or counseling, and create a structured transition plan. Encourage adaptability, celebrate small victories, and ensure that team members have a platform to voice their opinions and feedback. Additionally, lead by example, demonstrating resilience in the face of challenges to inspire your team.

If we assume that the merger is a fait accompli, you can involve your team — but you have to be really careful. Until people are certain of how they're personally going to be affected, they will be reticent to contribute. So this is the first thing to address. The second is to have a very clear transition / merger plan, including goals, key activities and, most importantly, a communication plan. Don't be coy with anything in the plan — make it completely transparent, don't get too detailed, and point out where they can help.

Managers can do better jobs supporting the team by supporting self first. Managers can recognize the emotions triggered, regulate it before meeting with the team to avoid any possible pandemic. Always prepare the conversation by having curated messages to each team members and answers to possible questions might arise. Even for those the managers cannot change or directly help with, lead the discussion with empathy and active listening.

Team building is a critical lever for an organization's continued growth. Mergers represent a great opportunity to "hire" and diversify teams, especially when companies undertake this as part of their international expansion strategy. We lean into a team building framework to identify the gaps between the present and a vision of an A-team, set up feedback loops to facilitate clarity & timely communication, then zoom in on upskilling to foster alignment on core values.

Acknowledging their hard work and contributions not only boosts morale but also fosters a sense of unity. (Most important for team work!) Sharing success stories and best practices can be really inspiring for the entire organization but also for clients. It’s also essential to create a positive (and possibly fun) environment, it goes a long way in maintaining enthusiasm and gratitude within the team. Celebrating these milestones is key to keeping the team motivated and connected.

1. Develop and execute a comprehensive Communications Plan 2. Require all key personnel to prepare and execute a 20 hour self study plan to review company SOPs. Online testing for competence. Counsel all with less than 80% grade. 3. Manage expectations from the outset; execute an assignment letter with personnel that clearly defines their roles, responsibilities and authority. Include description of company resources available to support their mission. 4. Establish and maintain a company intranet that includes performance support tools (Toolbox) such as algorithms, formats, resources directory, “Chat Room” to encourage exchanges and a “Lessons Learned” section.

Relearn to learn new things or old things new way New perspective Acceptance Open Mindset Stop Comparison Develop high level of understanding

Relearn to learn new things or old things new way New perspective Acceptance Open Mindset Stop Comparison Develop high level of understanding