Achieving A Successful Acquisition With Armada Team Coaching
Our Client's Needs
Armada was hired by the Chief Operating Officer (COO) of a national energy company. The goal was to achieve three pivotal objectives for the organization.
This undertaking was a flagship initiative for our client. It had the potential to profoundly influence not just the strategic vision but - owing to substantial investment - investor confidence in the company’s overarching development strategy.
This undertaking was a flagship initiative for our client. It had the potential to profoundly influence not just the strategic vision but - owing to substantial investment - investor confidence in the company’s overarching development strategy.
Transitional Support
Support a newly promoted divisional Senior Vice President through a role transition.
1
Cultural Transformation
Design a cultural transformation for the division.
2
Enhance Communication
Enhance the communication and effectiveness of the leadership team.
3
Our Client's Background
The division in question had recently been acquired and was staffed by a mix of existing company employees and employees who transitioned as part of the acquisition.
During any merger or acquisition, barriers and pain points commonly emerge.
The main three challenges are integration issues, communication challenges, and the need to build trust within new teams.
It’s an uncertain time for all, and if the three main challenges are not overcome, teams grapple with difficulties adopting and engaging with the work tasks at hand.
This turned out to be the case with the client. Legacy employees were struggling to adapt to the new ownership and culture – leading to low morale, poor safety performance, and in-fighting among teams.
Our Implemented Solutions
1
Leadership Assessment
To tackle these challenges, Armada conducted a comprehensive assessment of the current leadership.
The aim was to understand their level of cohesiveness and existing communication issues.
Through the use of The Armada Leadership Self-Assessment and 1-on-1 interview sessions, we gathered information about the leadership team and divisional morale.
This information served as a springboard for our cultural development initiative and was used later to check our progress.
The aim was to understand their level of cohesiveness and existing communication issues.
Through the use of The Armada Leadership Self-Assessment and 1-on-1 interview sessions, we gathered information about the leadership team and divisional morale.
This information served as a springboard for our cultural development initiative and was used later to check our progress.
2
Cultural Strategy
Based on the leadership assessment, Armada helped the divisional leader develop a cultural strategy that combined elements of the existing and newly acquired organizations, bringing them into alignment. This was made possible by first understanding and communicating the cultural landscape - an important first step for any successful merging of two cultures.
A key outcome of this was recognizing the need for an additional area manager with great communication skills. This individual would serve as the eyes and ears on the ground for the leadership team.
A key outcome of this was recognizing the need for an additional area manager with great communication skills. This individual would serve as the eyes and ears on the ground for the leadership team.
3
Town Halls
Armada then facilitated a series of regular town halls with representatives from both organizations.
This allowed issues to be raised, discussed, and mitigated.
All participants were coached by Armada to lean into discomfort and conflict. This shifted the focus from opposing forces to shared goals and a unified vision.
This allowed issues to be raised, discussed, and mitigated.
All participants were coached by Armada to lean into discomfort and conflict. This shifted the focus from opposing forces to shared goals and a unified vision.
To cultivate a culture of trust and transparency while significantly reducing anxiety across the organization, the leader received coaching on openly sharing personal challenges and moments of professional growth.
This practice aimed to create an approachable persona for the leader. It also underscored the importance of establishing a foundation for a scalable organizational culture.
Our goal was to demonstrate that everyone within the team had areas for improvement and that collective efforts could effectively address challenges.
The outcomes were twofold: a substantial reduction in employee anxiety and a notable improvement in transparency throughout the organization.
This practice aimed to create an approachable persona for the leader. It also underscored the importance of establishing a foundation for a scalable organizational culture.
Our goal was to demonstrate that everyone within the team had areas for improvement and that collective efforts could effectively address challenges.
The outcomes were twofold: a substantial reduction in employee anxiety and a notable improvement in transparency throughout the organization.
Diagnostic Results
The client was highly satisfied with the level of cultural cohesion achieved during this transition.
They requested that Armada develop a detailed blueprint that could be followed for future integrations as well as enterprise-wide cultural initiatives. Armada helped develop a Cultural Management System that served as a primary decision framework for employee and leadership development initiatives.
They requested that Armada develop a detailed blueprint that could be followed for future integrations as well as enterprise-wide cultural initiatives. Armada helped develop a Cultural Management System that served as a primary decision framework for employee and leadership development initiatives.
The Outcomes
The divisional leader became more adept at articulating the company's vision and engaging the team in its realization.
The success of this project has had a positive impact on the overall company. It has set the stage for future acquisition opportunities aligned with the company’s cultural ideal and long-term M&A rollup strategy.
The success of this project has had a positive impact on the overall company. It has set the stage for future acquisition opportunities aligned with the company’s cultural ideal and long-term M&A rollup strategy.
The client adeptly navigated the acquisition.
The client achieved successful cultural integration that will pay dividends for years to come.
The client simultaneously executed a $400 million drilling and development schedule
“By bringing individuals to a new level of self-awareness, Hutton and the Armada team open new possibilities for exponential growth for the entire company.”
What Hutt and Armada are doing is fundamentally different from anything in the consulting and coaching industry. Instead of teaching 'time-tested' (outdated) techniques – which no longer work – they transform your vision of what is possible through new ways of communicating and interacting with people, the world around you, and yourself.
Ready For Change?
If you're an industry professional who is ready to drive change through leadership and cultural impact, schedule a free consultation today.
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