Change Management & Cultural Transformation

Overview Focus Areas Frameworks & Tools Learning Programs Case Studies Insights

Business Diagnostics

Our consultants are insightful diagnosticians, skilled listeners, and keen observers who identify root causes and develop sustainable solutions. Clients invite us back because our diagnoses are clear, complete, and accurate; our solutions are powerful and focused. WLH uses structured interviews, focus groups, and survey methods to collect information and identify issues. Clear recommendations are proposed and project teams work to identify priorities and develop action plans.

Change Consulting Services

WLH provides change management consulting services that maximize business continuity and reduce resistance to change. WLH consultants have decades of success working with senior leaders to clearly define the change initiative, develop the business case, identify the business risks, and outline a strategic implementation plan. WLH’s proven framework, the 5C’s of Transition Leadership®, ensures leaders are ready to execute change and guide others through transition.

Communications Planning and Tools

One of the primary roadblocks to large-scale change is a lack of communication. WLH understands this principle and incorporates the development of communications planning into all change management projects. WLH offers proven methods for reinforcing key messages and ensuring leaders can articulate the rationale for change. Various checklists and tools guide teams to identify communication requirements for various internal and external stakeholders.

Cultural Transformation

Every organization has a culture. It is important to consider and adapt this culture during any large-scale change effort (e.g., mergers, integrations, organizational restructuring, and field expansions). The forces that cause resistance to change can also be used to drive the change effort. WLH offers proven models and best practices to create alignment between the organization’s values and beliefs, as well as the goals of the large-scale change effort for intentional cultural transformation. We identify and focus on the critical aspects of your culture that must be reinforced to enable execution of your strategy.

Field Force Effectiveness

Pharmaceutical companies faced with restrictive access need to evaluate if their customer-facing roles are effectively working together in support of broader company objectives. WLH employs proven approaches to optimize field integration and cross-functional alignment for improved outcomes. Additionally, WLH can develop a customized learning curriculum with specific programs that support field leadership talent development.

Organizational Design and Effectiveness

An organization’s design can support its mission with tangible results – or get in its way. When results start to lag, an organizational redesign can reduce layers and drive alignment. New organizational charts are only one part of the solution. WLH supports leaders in thinking through the design criteria, the impact on processes and people, and the change management for effective implementation.

Organizational Implementation Cascades

Often, organizational changes are announced at the top with little or no regard for how leaders will implement the change. WLH partners with clients to develop an implementation plan that ensures the vision is translated and rolled out. Separate plans are regularly needed to address the unique needs and challenges at each level of the organization. WLH develops the plans and provides the leader-led methods to operationalize large-scale change.

Post-Merger Integration

There are several common goals associated with mergers and acquisitions. Among the many goals are expectations to realize synergies, increase revenue/profitability, and improve capabilities. Our consultants understand the challenges associated with these expectations and work to ensure merger success with our post-merger integration support. Once a merger or acquisition is announced, the challenge becomes to integrate both organizations in order to achieve the strategic goals set in front of them with minimal disruption to the business.

Unfortunately, post-merger integrations are often unsuccessful. More time is spent on the upfront due diligence and closing the transaction than on the post-merger integration planning and execution – where things often fall apart. WLH works with clients during both the pre-merger analysis and the post-merger integration to gain a clear understanding of the deal thesis, strategic change goals, organizational culture challenges, and human capital risks.

We recognize that all integrations are unique and require customized processes for planning, governance, scheduling, issue management, and risk management. WLH helps acquirers develop and execute flexible integration plans that properly address your goals. Our post-merger integration methodology focuses specifically on the unique needs of your organization, its teams, and its individuals.

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WLH works with clients to:

  • Develop effective integration strategies that address business risks related to organizational change, culture integration, and human capital strategy

  • Provide support and expertise from integration planning from Day 1 to Day 100 and beyond

  • Develop communication plans and techniques to keep their colleagues, customers, and stakeholders engaged, informed, and productive

  • Quickly create and align around a unified organizational culture for the merged company to ensure the focus on new and aggressive business goals is achieved

  • Design and implement a plan to jump start team effectiveness for the newly merged organization to achieve quick wins, prevent drops in performance, and build team momentum

  • Develop a human capital plan to ensure the identification, selection, placement, development, and retention of the best talent

  • Minimize business disruption and accelerate commitment to the new organization

  • Execute post-merger audits to identify additional synergy targets, realize greater deal value, and measure the impact of integration efforts

View our publication: Jump Starting a Corporate Merger

View our case study: Post Merger Integration: Strategic Implementation and Culture Transformation

Post-Merger Integration Human Capital Services

Most mergers and acquisitions do not succeed because of failures to assess human capital issues and cultural integration challenges. During both the pre-merger analysis and post-merger integration, WLH has extensive expertise in helping organizations gain a clearer understanding of these concerns and developing effective strategies to address them.

Process Excellence

When there is a better way to do something, it is our job to find it. WLH works with clients to examine, target, and redesign business processes to become more responsive and efficient. WLH works with subject matter experts to improve effectiveness by eliminating redundancies, bypassing bottlenecks, and clearly identifying roles and responsibilities to core processes.

Team Jump Starts

For most large-scale change initiatives, leaders need to be ready to operationalize the change and build buy-in at the team level. This leads to overall success. WLH partners with clients to design and implement plans for jump starting teams to achieve quick wins, avoid performance drops, and build team momentum. Managers have reported that dedicating time to Team Jump Starts resulted in more empowered teams who continue to work together toward specific objectives in an environment of trust, candor, and commitment that carries over into future endeavors.