Optimizing Results — Before, During, and After Major Corporate Transactions.

Far too often, M&A initiatives fail to deliver anticipated results — in many cases, because insufficient attention was paid to the ‘people and culture’ elements. To ensure success throughout the transition period, companies must succeed at most, if not all, of these key goals:

• understand the culture of the acquired company and the most likely points of conflict between cultures
• retain key talent from the acquired company and facilitate the transition of loyalty to the new integrated company
• minimize turf battles and power plays and maintain business performance
• gauge the right pace of change, moving as quickly as possible without ‘cratering’ the legacy organizations

In addition to assisting with the organizational design and staffing exercises which are fundamental to mergers and acquisitions, we help clients methodically develop an accurate, objective mapping of both companies’ cultures and capabilities to identify conflicts, synergies, and overlaps. We can also work with you to identify “must retain” talent in the acquired company and can help tailor individual retention packages. We’re also skilled at developing effective two-way communications with the combined organization’s employees, and at helping management identify “quick win” actions to build confidence.

While not all of these actions are relevant for divestitures, OSI can play a major role in maximizing those elements that maintain business performance and help retain key players.

Whether your organization is expanding or contracting, we can work with your company to develop custom-tailored solutions, directly linked to your business objectives, priorities, and culture.