Coping with Mergers: Executive Coaching: Case StudyLearn Management Articles on management-info.biz. Coping with Mergers: Executive Coaching: Case Study article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
Merger and Acquisitions... Management Culture Clash Management styles in conflict through a merger or acquisition can dramatically affect the "bottom line." Case Study: From $1.5 Million/month to $11 Million/month in 5 months A large financial company added a successful new mortgage company to expand services and increase profits. A significant problem developed when the management style of the smaller company needed to be altered to fit the larger companies management style and its corporate culture. One young, highly regarded, division manager found this to be a very difficult task. His skills, energy, and expertise were needed for the over-all success of the merger. I was recruited and hired to offer "Executive Coaching" to this key manager. At the time I started, the division was producing 1.5-2 million dollars of business per month, where three times this was expected. In the course of my coaching we worked on many areas to improve his skills of managing, communicating, strategic focusing, and personal self-care (necessary because his stress from the merger had caused him to be less productive, effective, and motivated.) In fact, his anger about the change in his responsibilities, who he reported to, and how the paperwork accountability had been altered from his previous routine, was so overwhelming to him that the VP of Human Resources feared his anger might exploded into violence or a harassment law suit. We worked one time weekly and made progress in the first two months. The Executive Coaching began with assessments that uncovered his style and motivations. We built a program which started with stress management and self-care. (I wanted him to be able to survive the changes with less anger and frustration.) We worked on his communication skills, particularly listening. I offered strategies for getting more positive responses from his manager and his reports. We developed a plan for increasing his departments business, with an emphasis on what he needed to prioritize for success. In addition, we worked out an anger management program that was tailored to his personality and the situation in his company. His attitude improved and his performance began to move in the right direction. More corporate changes slowed our progress in the third month, but not nearly to the degree that had existed when we began. We made some necessary revisions to our program to create even better results. By the fifth month, the performance of his department had increased to over 11 million dollars of new business per month. This was almost twice the expectation of his department. His focus, communication, and attitude were so much improved that HR decided that he did not require as much supervision, freeing up even more time for his job responsibilities. Executives and managers have developed certain strategies for leading and managing. These can require significant adjustments after mergers. Cultures can collide, causing (an annoying alliteration) reduction of performance and productivity. There are some key management personnel that may be more susceptible to this type of concern. There may even be a conscious or unconscious process of sabotage that can cost your company in major ways. Please prepare for these situations and remain vigilant. Remember that each executive will have their own styles, attitudes, levels of experience and so require unique tailored programs for the success that your company desires. (A simple group training may seem cost effective, but will often miss the desired results.) If you think that key executives or managers may require additional support, consider offering executive coaching. The professional intervention will save you very significant amounts of money because you may not have to remove an under-performing executive, or recruit and then train a replacement. For more information regarding Hiring Winners, Retention of Key Personnel, Executive Stress, Managing Change and Transitions, Executive Retreat Programs, or our Train the Trainer (Stress Management training and certification) program, go to www.dstress.com/HRinfo.html Memory Training For Students. - Students will learn how to remembering information taught in school. Study less and still get better grades. Audio program. Acid-Alkaline Diet Simplified! - Achieve permanent weight loss, experience vibrant health, and reverse the aging process with this complete home study course. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Delegate Successfully - The Four Level Rule By Martin Haworth Delegation is a subtle, yet vital art in business. It can work very effectively for you - but only if you use it well. And use it for the benefit of all involved. There is a vital 'ground rule' that you must accommodate. And that's around a clear 'level of authority' to act...Most business owners, managers and executives who are successful have a clear strategy for making the most of their own skills. They, to quote Stelios Haji-Ioannou, founder of easyJet, the originator of no-frills short-ha… 2. Managers Who Spend PR $$ Wisely By Robert A. Kelly If you are a department, division or subsidiary manager, your budget is a precious possession whether you work for a business, a non-profit or an association. So why stand by while your public relations team spends too much time and treasure on tactics like press releases, column mentions and brochures? Especially when you could be using an aggressive PR blueprint to persuade your most important outside audiences to your way of thinking, then move them to take actions that lead to your success… 3. Five Key Strategies for Making Your Nonprofit Business More Effective By Judith Rothbaum I love tennis both as a spectator and a weekend player. I also believe that effective nonprofit organizations are an essential part of vibrant, engaged communities. As I was watching The Championships - Wimbledon this year, I realized there are lessons from Wimbledon (both from the players and the tournament itself) that can help your nonprofit achieve attention-getting results. What are these lessons? Have a game planSuccessful players know their own strengths and weaknesses and the streng… 4. The Four Laws Of Leadership (Part Two) PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required: mail to: brent@actionleadership.comWord count: 1077Summary: The best leadership is motivational. But the author contends that most leaders misunderstand motivation. Here are four laws of motivation that will help yo… |
||||
