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Successful Mergers, Acquisitions and Strategic Alliances: How to Bridge Corporate Cultures
by The acquisition has been signed! The big multinational (let’s call it Huge Inc) has finally acquired the smaller niche-market company (we’ll call it Small Inc) in order to pursue its strategic diversification. Small Inc teams are interested but not overjoyed even though it means much needed development resources. After all, many of the Small Inc [...]
Read More about Melting the Ice: First Post-Acquisition EncounterDevelopment and Assessment Center workshops function as tools to assess a manager’s strengths and areas for development within the context of career advancement and succession planning. They offer a detailed picture of individual capabilities in relation to required skills and possible career evolution, thereby providing valuable information to determine if an individual is ready to move to a new role in the organization, or can aspire to do so with further development.
These workshops are held off-site. They include a preliminary interview plus individual (including simulations, questionnaires, and presentations) and team (including role-play) exercises. These tasks are generally linked to either a leadership profile or a well-defined role.
Observers are consultants who are trained in this kind of work and/or senior corporate managers and HR. Based on the outcomes of the workshop the organization may recommend individual coaching to accelerate readiness for the next step.