Case Study #2
Joining Forces
How Equiida helped a multibillion-dollar global Fortune 250 business manage a merger - and prepare for future success
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CLIENT
A $12.6 billion Fortune 250 company and a global leader in the Industrials sector
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GOAL
To support transformation and move the DEI agenda forward through Equiida’s integrated services
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CHALLENGE
To bring leaders together and to achieve tangible results in the wake of a merger
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IMPACT
Fully Integrated Leadership Team, Driving Culture from the top, Executive Leadership Development Programme, Hired Top Succession Leaders
Challenge
Our client, a global player in the industrials sector, had acquired its leading competitor. The organisation was embarking on a key period of transformation and required support from Equiida to ensure a smooth and productive post-merger integration process.
The challenges were multiple to bring two leadership teams together within a new, shared culture; to develop individual leaders and build a world-class succession plan to be led by the Group CEO and Chief HR Officer.
Solution
To meet this array of challenges, Equiida called on several of its services. With closely connected expert teams, we were able to provide joined-up, seamless solutions.
Board Effectiveness Assessment and Planning
The first task was to bring two ‘legacy’ leadership teams together for the newly appointed CEO. This meant articulating business priorities, improving communication between leaders, and bringing everyone all together to join forces within the same defined culture.
After agreeing clear objectives, measurements and outputs, our Board Effectiveness team conducted interviews with leaders, observed their behaviours and led workshops where necessary.
With a new leadership behaviour code, co-designed with the Executive Committee, and closer links between leaders, levels of trust grew.
Leadership Coaching
Leadership coaching was a vital ingredient in the mix, helping to drive the change the client wanted to see. Equiida’s highly qualified leadership coaches used the High-Performance Highway methodology to improve individual leaders’ capabilities whilst at the same time instilling the cultures and values.
The leadership team were then able to cascade change throughout the organisation, driving business performance. The Ledaership coaches also served as a sounding board, mediating situations, and helping leaders make effective decisions that were in the company’s interest.
Search and Succession Planning
The CEO was counting on our Search and Succession Planning team to find outstanding leaders. The first step was to conduct internal interviews with leaders to understand skills gaps and pain points.
Meanwhile, we analysed the market to gauge competitors’ structures and remuneration packages, and our client’s brand perception. With this information, we were able to create development plans for existing leaders and a talent pool of world-class executives.
Impact
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Fully Integrated Leadership Team
Equiida brought two leadership teams together to work towards an aligned outcome, making a positive impact on the company strategy and business success.
Improved communication enabled leaders to better articulate their change story, and leadership development thrived without compromising the overall business direction.
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Driving Culture From The Top
New values and common, DEI-focused culture have been embedded internally and cascaded globally.
By creating a diverse and inclusive environment, the leadership team have a tremendous opportunity to bring out the best in their people and channel differences into unique assets for their team.
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Hired Top Succession Leaders
With numerous external appointments – including a dynamic new Group CFO and multiple executive appointments across various geographies, and a new comprehensive talent pool to draw from, the business is ideally positioned for future success.
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Executive Leadership Development
Personal leadership development plans were created for each individual that fitted with the company’s direction and strategy.
Senior leaders were equipped to make agile decisions around strategic priorities based on enhanced competitor analysis and adaptive organizational development (OD) intelligence.