3 Steps To Avoid Resistance And Conflicts When Companies Merge - Leadership Recipe For Success

How about ZERO CONFLICTS when two companies merge?

Why does merging companies create conflicts in companies?

From the experience working with different companies that experienced merging times, and from all the use cases that I saw in different NeuroLeadership trainings, I will share some big pain points that happened here:

• when something new comes along, people do not have their sense of belonging anymore, there is nothing similar to what happened so far, the uncomfortable of new stands out for them; their RELATEDNESS button of the SCARF model is pressed negatively

• usually changes in the companies that come with the merging situation are coming top-down and the employees have the impression their power of choice is limited going to null; their AUTONOMY button of the SCARF model is pressed negatively

• the top-down changes are PUSHED through the company and when you push, people give back resistance; all the buttons of the SCARF model are pressed negatively out of this

What are the 3 steps to avoid resistance and conflicts when companies merge?

1. Inspire. Pul. Co-create. Leaders are “walking the talk” as a model for merging companies. They are creating opportunities for the employees to co-create with them HOW things will happen. Including the employees will raise their STATUS, and FAIRNESS buttons of the SCARF model positively.

2. When employees are involved, in some situations with limited power of choice they can still decide upon specific topics, their AUTONOMY is raised and they also have an impression of belonging to this change, they are part of it and so their motivation and performance are rising.

3. Seek.Listen.Speak Up. Leaders are using a brain-based method through which they seek to understand employees’ concerns by asking questions, listening to what people say, and encouraging their speaking up. In this way, they create from the start a psychologically safe environment where everyone is heard and included.

Bottom line:

Merging companies or any transformation is not supposed to be so painful. There are ways to create a smooth way to success and a pleasant opportunity for enhancing employee-leader relationships while boosting the motivation and performance of the teams.

Tell me in the comments which pain points have you observed when companies merge:

Let’s meet - Come to the FREE live training - 3 Secrets To Immediate Resolve Conflicts In Your Team

Zero conflicts? Yes, it is possible! Come and find out how!

​Bring your friends as well, let's make this big!

Andra