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Last updated on 2024年7月23日

Your team is resisting new processes post-merger. How can you effectively lead them through the change?

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Mergers and acquisitions can create a challenging environment for your team, especially when new processes are introduced. Resistance to change is a natural human response, but as a leader in people management, you have the tools and influence to guide your team through this transition. Understanding their concerns, communicating effectively, and fostering a supportive environment are key to successfully implementing new procedures and maintaining team morale.

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Syeda Amreen Taj

Head HR & Administration at K2 Capital

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Milson Sathler Mendon?a

CTO | Director of Engineering | Engineering Manager | Tech Manager | Fintech | Cart?o Crédito Mastercard | Processadora…
Bhargavi Rao

Legal Counsel | Arbitrator | Author | Certified Lean Six Sigma Black Belt | ISO 22301 | ISO 42001

1 个答复

1 Acknowledge Concerns

When your team resists new processes, the first step is to acknowledge their concerns. Listen actively to their feedback and show empathy towards the difficulties they may be facing. By validating their feelings and demonstrating that their opinions matter, you build trust. This foundation of trust is crucial as you work together to address the challenges that come with change. Remember, a team that feels heard is more likely to be cooperative and open to new ideas.

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Syeda Amreen Taj

Head HR & Administration at K2 Capital
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I'd acknowledge concerns, communicate reasons and benefits, involve the team in implementation, provide training and support, and keep them informed. Leading with empathy and transparency helps navigate change and builds a stronger team.

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Bhargavi Rao

Legal Counsel | Arbitrator | Author | Certified Lean Six Sigma Black Belt | ISO 22301 | ISO 42001
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Leading a team through post-merger changes requires empathy and strategy. First, acknowledge their concerns genuinely. I remember a merger where my team was anxious about job security and new workflows. Open, transparent communication became our cornerstone—we held regular town halls and Q&A sessions to address fears and clarify processes. Next, we provided comprehensive training tailored to different learning styles, which significantly eased the transition. Empowering change champions within the team was a game-changer; their peer influence fostered a more accepting environment. Incentives for early adopters created positive momentum. We closely monitored progress through feedback loops, adjusting our approach as needed.

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Prathima Kalegowda

Senior Manager Program Management at Fidelity Investments
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To successfully navigate change during a merger or acquisition, it's important to create a specialized team for change management. Begin by assessing how ready the organization is for change, and then formulate a strategy and action plan. Implement the plan, assess its results, and work to reduce any resistance or disruption. Explain the reasons behind the change. Be transparent with employees about the change process. Encourage employee involvement. Offer a clear direction. Lead by example. Act swiftly in implementing the changes. Offer the necessary training.

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Nidhi S.

Top Interior Design Voice in the World | Head of Interior Design @ Nidhi's Official | 21 Years Experience
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Empathy and effective communication are required while leading a team through transition following a merger. Communicate Transparently: Clearly explain the rationale for the new processes and how they fit within the company's strategy. Engage the Team: To encourage ownership, include team members in conversations, resolve problems, and seek feedback. Provide Training: Offer tools and training to help with the transition and create confidence in new abilities. Highlight Benefits: Emphasise the good consequences and possibilities that the changes provide. Provide Support: Be ready for assistance and encouragement, displaying empathy and understanding.

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Keyur Gokhale

Curious | Determined | Restless
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I feel that sympathy is the most important trait to have in such situations. Change is always hard, no matter how much we try to make the transition easy, the thought and process of going through change is scary and often worrying. Our thoughts and minds are constantly worried about what the future withholds, the first step starts with just plan talking about such things with your team. Not passing judgements or giving them insights on how can they navigate, but just listening to them and telling them "You are there to listen to them". This is the most important step that will help your team.

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2 Communicate Clearly

Clear communication is vital during times of change. You must articulate the reasons behind the new processes and how they will benefit the team in the long run. Avoid jargon and be transparent about the changes and expected outcomes. Regular updates and an open-door policy for questions can alleviate uncertainty and build confidence in the new direction. Remember, understanding leads to acceptance, so keep the lines of communication wide open.

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Shubham Sharma

Immediate joiner | Serving notice period | Assistant Manager at Concentrix
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Setting right expectations with clear communication is must in a team. This helps in building trust within team and also helps us out with team bonding.

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3 Provide Training

Resistance often stems from a fear of the unknown or a lack of confidence in one's ability to adapt. To ease these fears, provide comprehensive training on the new processes. Ensure that each team member has access to the resources and support they need to become proficient. By investing in their skills, you not only prepare them for the changes but also show that you are committed to their personal and professional growth.

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4 Empower Champions

Identify and empower key team members who are advocates for the new processes. These champions can be influential in demonstrating the benefits and supporting their colleagues through the transition. Encourage them to share positive experiences and provide peer-to-peer guidance. Having allies within the team can create a ripple effect of acceptance and enthusiasm for the changes.

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5 Create Incentives

Motivate your team by creating incentives for embracing the new processes. These could be recognition programs, career advancement opportunities, or tangible rewards for achieving certain milestones. Incentives can boost morale and provide a tangible goal to strive towards. When your team sees the value in what they're working towards, their resistance is likely to diminish.

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6 Monitor Progress

Finally, monitor the progress of the transition closely and be prepared to make adjustments as needed. Solicit ongoing feedback and be responsive to the needs of your team. Celebrate small victories along the way to keep morale high and show that progress is being made. Continuous improvement should be the goal, with an understanding that flexibility and patience are key during times of change.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Milson Sathler Mendon?a

CTO | Director of Engineering | Engineering Manager | Tech Manager | Fintech | Cart?o Crédito Mastercard | Processadora Cart?es
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Escuta Ativa: - Crie um ambiente onde os funcionários se sintam à vontade para expressar suas preocupa??es e dúvidas. - Utilize pesquisas, grupos de foco e feedback an?nimo para entender os sentimentos da equipe. Inclus?o nas Decis?es: - Envolva a equipe na cria??o e implementa??o de novos processos. - Convide membros da equipe para participar de comitês de integra??o ou grupos de trabalho. Reconhecimento e Valoriza??o: - Reconhe?a publicamente os esfor?os e conquistas da equipe durante a transi??o. - Celebre pequenas vitórias e marcos importantes no processo de integra??o.

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Your team is resisting new processes post-merger. How can you effectively lead them through the change?

1

2

3

4

5

6

7

1 Acknowledge Concerns

2 Communicate Clearly

3 Provide Training

4 Empower Champions

5 Create Incentives

6 Monitor Progress

7 Here’s what else to consider

People Management

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Your team is resisting new processes post-merger. How can you effectively lead them through the change?

1

2

3

4

5

6

7

1 Acknowledge Concerns

2 Communicate Clearly

3 Provide Training

4 Empower Champions

5 Create Incentives

6 Monitor Progress

7 Here’s what else to consider

People Management

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感谢您的反馈

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