Whether you’re on boarding a newly hired executive or integrating the cultures of two previously independent organizations, BeamPines can help. Current research shows that approximately 40% of externally hired executives derail within the first 18 months. Additional research shows that cultural issues are at least as important as financial issues when handling mergers and acquisitions.
Whether you are recruiting for one position or managing a merger or acquisition, BeamPines Integration Assessment, Alignment and Coaching programs can protect your investment.
Integration Coaching and full related integration programs have been offered by the BeamPines Executive Coaching Division since 2002. Whether on-boarding a newly hired or promoted executive or integrating the cultures of two previously independent organizations, BeamPines can help.
Independent research shows that approximately 40% of externally hired executives derail within the first 18 months. Robert Hogan, in his introduction to Why CEOs Fail, says that “two-thirds of the people currently in leadership positions in the Western world will fail; they will then be fired, demoted, or kicked upstairs.” In short, new executives can lose sight of the fact that the skills, experiences, and successes that earned them credibility and the opportunity at the hiring gate need to be re-established and approaches need to be adapted to fit their new culture.
A definitive Conference Board thesis by Lawrence Schein reports over 90% of surveyed senior executives involved in M&A situations found cultural issues to be at least as important as financial issues and only half of those surveyed believed the transaction they were involved with had been successful. In the less than successful efforts, they cite culture: fostering trust, aligning leaders and clearly communicating with their organization, as the not so simple consideration that they missed.
A survey of 86 mergers and acquisitions found more than 75% of M&A executives are now launching Integration programs between announcement and close; and thanks to our integration approach, merging companies, teams and newly hired individual executives are much more likely to culturally adapt and gain credibility and momentum and perform to expectations.
Thoughtful Integration Coaching works. Effective integration starts before the deal is done or the new hire begins his or her assignment.
Individual integration takes the new executive through a self-awareness and cultural assessment process. Supplemented by our trademark BeamPines Expectations 360° Survey™, it culminates with targeted development planning, goal setting and coaching for the critical initial intervals (typically 30 days, 90 days, six months, one year). Our approach supports good alignment and clear expectations, identifies and navigates through potential conflicts, and emphasizes trust and credibility. The result is improved retention, satisfaction and accelerated contribution.
Specifically we focus on:
Establishing cultural fit and organizational credibility
Clarifying and calibrating performance expectations
Building key relationships
Navigating management processes
Leveraging our assessment expertise with a selected array of tools, a qualitative 360° approach with key stakeholders across the matrix, interpretation of the job profile, business plans and results, and climate surveys, our core coaching competencies are brought into play to craft and execute a successful integration strategy. We also employ live interventions such as a New Leader Assimilation exercise to accelerate time to high performance. Periodic check-ins with the 360° group validate milestones are being met or flag potential issues early on for feedback and re-direction. We assure the new leader is maximizing relationship building and communication and developing the cultural awareness needed to self-correct and succeed.