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After an Acquisition: 5 Steps for Successfully Recruiting Key Leadership

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After an Acquisition: 5 Steps for Successfully Recruiting Key Leadership

I received a call last year from the CEO and Chairman of the Board of a mid-size manufacturing company.

He had just made an acquisition and very quickly came to the conclusion that he needed to replace the CFO immediately.  In our initial call, I shared these tips on making a leadership change at such a critical time. You might find these helpful as well:

  1. Communicate: While the Board may know all the reasons behind why the change needs to happen, many in the organization would be shaken by the quick change in the “C” suite right after the acquisition.  And you can be sure, rumors will abound. That’s not a reason to delay the change, but the fact needs to be kept in mind and a communication strategy must be developed that will calm the fears of the rest of the team.
  2. Know what a good culture fit looks like.  Culture fit is always critical, but especially in this situation. The culture of the acquired company was different from that of the acquirer, but most of the employees of the acquired company would remain in place.   Before launching the search, I recommended that the CEO, the Board and the rest of the C-level leadership made sure that they were in agreement about how to articulate the culture of the newly-formed company.  For instance, what will be the drivers of behavior in the organization.

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