Programme for a Customized Day for your Executive Committee (ExCo), focused on Change Management, particularly in the context of post-acquisition integration.

The aim is to familiarize members with the strategic, operational, and human dimensions of change, and to raise awareness of the leadership role they play in current transitions. Strategic market power, synergies, market confusion, competitive gaps Operational efficiency, process alignment, system failures, overload, disruption Development of human and cultural talent, diversity, resistance, loss of identity, decreased morale International, global reach, unified strategy, misalignment, execution challenges The objective of our intervention/training is to support Executive Committee members in raising awareness of the stakes and finding appropriate responses. Objectives of the Day: • Understand the dynamics of change management • Explore the role of leadership during integration • Raise awareness of human challenges • Recognize that change is not limited to the integration of a company, but entails a new mode of operation as a whole • Reinforce the collective responsibility of the Executive Committee as the driving force of this transformation Theme: « Leading Change: Strategies, Challenges, and Mindsets for Post-Acquisition Success » Audience: Executive Committee members Duration: 1 day (8 hours, including breaks)

 

Program Details

08:00 – 08:30 | Session 0: Inclusion – Welcome and Definition of Objectives

Facilitator introduction + Context setting

  • Opportunity for facilitator to interact with participants House rules

Goals for the day:

  • Understand the dynamics of change management
  • Explore the role of leadership during integration
  • Raise awareness of personnel-related challenges

Brief introduction using photographic language: « A photo and a word you associate with change »

08:30 – 09:15 | Session 1: Understanding Change Management

Overview of change management

  • Why do change efforts fail?
  • Successful and unsuccessful post-acquisition integration

Interactive activity – Scenario method – Success and failure factors

09:15 – 09:45 | Session 2: Understanding Change Management – Presentation on Change Management: Key concepts, success factors, etc.

09:45 – 10:00 | Coffee break

10:00 – 11:00 | Session 3: Understanding Resistance to Change in the Context of the New company Interactive activity: Reflecting on perceived resistances in the context of the merger and exploring solutions

  • Cultural resistance
  • Professional concerns
  • Loss of bearings
  • Lack of communication
  • Power struggles and internal rivalries
  • Emotional attachment to the former organization Keys to managing uncertainty: Natural resistance to change. The stages of the change adaptation cycle (from denial to integration). Address resistance not only around the merger but also in adapting to a new operational model for all of the compagny.

 

11:00 – 12:00 | Session 4: The Role of the Executive Committee in Change Interactive activity: Reflecting on the role and responsibility of ExCo members towards stakeholders (the ExCo, the group, employees, etc.). Emphasizing collective responsibility and accountability of the ExCo.

12:00 – 13:00 | Lunch break

13:00 – 13:30 | Session 5: Key Points from the Morning and Questions

13:30 – 14:15 | Session 6: Vulnerabilities and Concerns Open reflection on anticipated challenges in the context of the merger. Expressing feelings and needs regarding the acquisition and its consequences. Group work:

  • Guided reflection
  • Team assignment: Identifying risks linked to integration and proposing mitigation measures
  • Presentation of main points during a plenary session

14:15 – 14:30 | Coffee break

14:30 – 15:00 | Session 7: Building Trust

  • Developing trust and relationships within the Executive Committee
  • Identifying strengths and areas for improvement regarding communication and cooperation • Linking culture development directly to the adoption of a new operational model

15:00 – 15:30 | Session 8: Building a Company Culture Open to Change

  • Creating readiness for change: Trust, transparency, and clear messaging

Interactive discussion: What change mindset do we want to embody as a leadership team?

15:30 – 16:00 | Summary and Personal Commitment

  • Summary of main reflections
  • “What will I start doing differently tomorrow?”
  • Directors’ commitment wall: A commitment from each member and a collective commitment from the Executive Committee