CEO / PE PORTFOLIO OPERATOR

"We acquired a company a few months ago, and are starting to see friction between the two cultures.

Who can help us integrate the two organizations to prevent this from happening?"

Communicating during post-M&A integrations  requires planning...

M&A integration happens in stages. Each brings new questions and concerns from employees at both companies.

Your communications plan must anticipate and address them -- or risk eroding trust and psychological safety.

Key communication
stages include:
- Day One
- Key Leader Exits
- Layoffs / Reorganizations
- Listening
- Culture Integration

What is your post M&A communications plan?

Is your Day 1 event a party where everyone feels welcomed? Did you answer their questions and excite Newco employees about the future?

As executives leave and reorganizations and layoffs follow, are you listening to people, asking great questions and anticipating and addressing concerns?

What are your plans for culture integration? The friction is real, common, and persistent. Pretending "our cultures are the same" will not make it go away. 

MID-MARKET CHRO 

"I am a CHRO at a mid-sized company planning layoffs.

Is there a consultant who can help us develop the communications?"

The last thing you need is another headcount...

As your fractional internal communications partner, we help you develop a detailed and easy-to-follow playbook complete with scripts, FAQs, timelines and training to prepare your leaders for the difficult communications that lie ahead.

What you need is a detailed plan and the tools to keep everyone calm and engaged.

A strong plan starts by assessing each audience and preparing thoughtful, factual and appropriately sensitive messaging that addresses people's concerns.

BUSY HR MANAGER at a mid-market firm

"Our company doesn't have
an internal communications department.

Can we hire someone fractionally?"

YES! A Fractional Communications Partner can help your growing company keep everyone informed.

As companies move from being a start-up/small business and enter the
Mid-Market, changes happen more frequently and have more wide-ranging impact.

As headcount increases and multiple locations come online, it's increasingly difficult to manage change through 'Management by Walking Around'.

Fractional Communications Partners are there when you need them...

We will audit your communications needs and channels and help you build a communications plan for  keeping your team informed of all the exciting changes that are taking place across departments and locations.

With an approved plan in place, we move to executing your messaging, to take that work off your team's plate. 

We're there when you need us...on plan, or on the spot.

company Board Member

We've just hired a new CEO
and we need to thoughtfully introduce him to key stakeholders - particularly our employees.

The company was established by a strong founder who recently left the firm. We feel this is a good time to intentionally refresh the culture
to prepare the company
for future growth.

Who can help us plan and execute this leadership and cultural
change effort?

You only get one chance to make a great first impression...

Planning how your executive will be introduced to key stakeholder groups before DAY ONE is critical to getting this important personal branding exercise right.

Start with an audience analysis that identifies who all key stakeholder groups are and what their likely concerns and hot-button issues are going to be.

Armed with this data, you are in an excellent position to craft a leadership narrative and stakeholder outreach plan that prepares your new leader and positions them in the best possible light for each audience they face.

New leader...
new culture?
Not so simple.

You're right in thinking that a new leader is a good reason to address the cultural needs of the organization.

But positioning it that way might not be a great move, particularly if the old leader was beloved.

A smarter move is to engage in a strategic culture assessment once the new leader is past his introductory tour, taking care to include key stakeholders in a listening tour, inviting them to weigh in on what's great about the current culture -- and where it falls short.

Let inclusion be your

super power when a new leader is the catalyst for culture change.

CTO / COO / CHRO

"We're implementing a new strategy across several manufacturing plants that includes a new technology.

Who can handle employee change communications?"

For widespread, systemic change

you need a change & communications plan...

A fractional change and communications partner will work closely with your entire leadership team, including your CTO and COO, as well as your plant managers and other key leaders to document the scope of the change that the organization is facing.

From there, they'll develop a detailed change management plan designed to inform, engage, train and support every key stakeholder group who will be impacted by the changes your company is facing.  They will also plan for outside stakeholders who need to be informed about the change.

A Fractional Communications Partner is perfect for just this type of scenario...

Look for a communications partner with extensive experience leading change communications involving business process changes & tech implementations.  These types of changes are unique in that they not only require informing and engaging your team, but also training them in new ways of working, including operating new technologies.

Although your technology provider already has training tools, integrating these into a comprehensive change management/communications plan can be the difference between a sustainable change (vs a change that fails).