Post-Merger Integration Are you aware of all the tools available to you to ensure strong employee mobilization throughout the merger process? Is your vision shared by all mem
Too many M&As fail to create value either because of a poor
initial evaluation or because management underestimated the need
for post-merger integration of staff as well as processes. However,
post-merger integration is necessary to the overall success of the
operation and enables the company to realize its full potential
through synergies. Moreover, the skills required are very different
from those needed for deal making.
Client Strategy Do you know what the satisfaction level of your clientele is? Does your client experience reflect your brand image?
Client strategy is not limited to keeping clients happy. It is
also a way to differentiate the company from the competition,
retain existing clients and attract new ones.
Setting up an effective customer service system should not only
ensure a coherent and consistent service offering but should also
be a portal for change within the company.
Client strategy starts with
mobilized employees who take their role as the company's
ambassadors to heart.
Succession plan Is your management team able to handle tomorrow’s challenges?
The company's potential stands or falls on the quality of its
management team. The team's ability to handle tomorrow's challenges
is a key success factor. Contrary to popular belief, succession
management isn't merely replacing the management team: it is first
and foremost a plan to assess the reliability of the management
team to ensure corporate knowledge is passed on thus guaranteeing
the company's longevity.
As companies' evolve in changing environments (both internal and
external), they must rise to increasingly greater challenges:
globalization, harsh competition from emerging countries,
baby-boomer retirement, lack of skilled workers, succession
management with a new generation of workers having different
competencies and different expectations, etc. These changes are
forcing companies to restructure in order to become more proactive
and efficient with respect to productivity as much as
profitability.
Corporate Governance Should your organization set up a board of directors or an advisory committee? Are your executives contributing to your company’s performance? How do
As it grows, an organization becomes unwieldy due to its size
and complexity. At that point, management has to rethink the nature
of its operations, but more importantly go from corporate
management to corporate governance - a major shift.
Optimization of Business Processes When was the last time you questionned your businesses processes? Are your employees involved in the continuous improvement of your activities?
With stronger competition and increasingly demanding clients and
shareholders, agility and innovation have become vitally important
for businesses and organizations. A company's performance is now
directly dependent on its ability to continually reinvent itself
whether for its day-to-day operations, the launching of a new
product, or an M&A. Business processes must therefore be
regularly reviewed and optimized. However, for this exercise to be
effective, you must have a sincere commitment from the
employees.
Financial Modeling Do your performance-management tools really enable you to optimize your financial performance? Have you ever thought of providing your organization w
Globalization and stronger competition are major challenges
facing executives working to maintain their company's growth and
profitability. To ensure their company's success, they need more
effective and reliable decision-making tools. Financial modeling
can be the answer, providing you with accurate financial forecasts
and allowing optimal resource allocation. Financial modeling has
become an essential tool, critical to implementing today's
increasingly complex business strategies.
A company's ability to carry out its projects is a function of
how mobilized its employees are. Beyond the simple issue of
motivating your staff, employee mobilization rests on a proper
understanding of the roles and direction of the company. Measuring
the degree of mobilization of your employees allows you to set
realistic goals for your team and identify factors that might
hamper mobilization. You can then act to change those factors and
build a tightly knit team fully aligned with the company's business
objectives.
Project Office Do you have an efficient project management planning process to make sure your projects are successful?
When facing an opportunity or following a strategy session,
companies develop key projects and then have to implement them.
Unfortunately, many of those projects do not reach their potential
or are implemented too late. The causes of this failure may be the
lack of incremental capacity to manage these projects on top of
regular operations, inadequate corporate culture or structure that
hamper wide-ranging projects.
Challenges
Too many M&As fail to create value either because of a poor
initial evaluation or because management underestimated the need
for post-merger integration of staff as well as processes. However,
post-merger integration is necessary to the overall success of the
operation and enables the company to realize its full potential
through synergies. Moreover, the skills required are very different
from those needed for deal making.
Objectives
Maintaining your company’s performance levels throughout the M&A process and beyond
Articulating and communicate the common vision
Creating a new culture by merging the best features of the existing cultures
Promoting acceptance of the new organizational structure and monitor its operational efficiency throughout the process
Mobilizing the teams
Reaching the value-creation objectives
Creating synergies
The SECOR-Taktik Approach
SECOR-Taktik will help implement a post-merger action plan
designed to ensure a smooth integration and garner the added value
of the transaction for your company. Our methodologyis based on our
many years of experience in identifying good practices and key
success factors in this field.
Process
Working hand in hand with management without taking its place
Developing good organization and planning abilities before the closing date
Designing an integration plan for first 100 days (managing change and developing abilities needed in the long run)
Rigorously monitoring the new entity for the rest of year 1
Providing support and guidance to management in the articulation of growth and performance strategies over years 2 and 3 to ensure objectives are met
Challenges
Client strategy is not limited to keeping clients happy. It is
also a way to differentiate the company from the competition,
retain existing clients and attract new ones.
Setting up an effective customer service system should not only
ensure a coherent and consistent service offering but should also
be a portal for change within the company.
Client strategy starts with
mobilized employees who take their role as the company's
ambassadors to heart.
Objectives
Differentiate your company from the competition in unique, client-focused ways, while keeping sight of internal realities (positioning, values and mission)
Offer consistent and quality service while remaining flexible
Improve customer satisfaction and retention as well as your reputation in the industries while improving your financial performance
Mobilize your front-line employees to improve direct client contact
Align your marketing initiatives and implement them in the field
Implement monitoring measures
The SECOR-Taktik Approach
Our comprehensive approach integrates all of your company's
client initiatives (survey, promotional campaign, positioning,
service standards, performance assessment, etc.) in a rigorous
analysis and an approach in tune with your situation.
Process
Involvement of the steering committee as well as the field teams who are in regular contact with the clients
Diagnosis of client initiatives and the competitive environment
Articulation of the client experience, which describes customer interactions with the company, and identification of "moments of truth"
Identification of gaps between customer expectations and the current situation
Determination of winning actions, priority service standards and attitudes
Development of communication, training and monitoring tools
Challenges
The company's potential stands or falls on the quality of its
management team. The team's ability to handle tomorrow's challenges
is a key success factor. Contrary to popular belief, succession
management isn't merely replacing the management team: it is first
and foremost a plan to assess the reliability of the management
team to ensure corporate knowledge is passed on thus guaranteeing
the company's longevity.
Objectives
Strengthening the management team if
Strategic leadership is in the hands of too few people
management is micromanaging and investing too little time on strategic issues
Replace key positions/people in the short or medium term
Review the composition of the management team following any organizational change (restructuring, acquisition, company transfer, family context)
The SECOR-Taktik Approach
The SECOR-Taktik approach is different from traditional
approaches by its integration into strategic organizational
planning. Therefore, this approach takes the vision and orientation
that the organization's management and shareholders have decided to
pursue . The SECOR-Taktik approach is a practical one and is
handled by a multi-disciplinary team that has years of top
executive management experience.
Process
Determination of organizational issues related to the company’s medium and long-term vision and direction
Identification of organizational skills needed now and in the future
Assessment of collaborators and identifying whose talent you want to develop
Implementation of personalized development plans
Depending on the company’s particular needs
A review of what you offer to attract and retain the skills you need
Implementation of a process to attract new resources, develop their loyalty and mobilize them along with existing resourcesv
Challenges
As companies' evolve in changing environments (both internal and
external), they must rise to increasingly greater challenges:
globalization, harsh competition from emerging countries,
baby-boomer retirement, lack of skilled workers, succession
management with a new generation of workers having different
competencies and different expectations, etc. These changes are
forcing companies to restructure in order to become more proactive
and efficient with respect to productivity as much as
profitability.
Objectives
Adopting a structure that is consistent with your environment and that allows you to sustain your growth
Increasing your company’s performance and reinforcing its current strengths
Setting up an effective structure enabling you to be proactive and giving you a competitive advantage
Having a structure that allows for flexibility in an increasingly complex environment
The SECOR-Taktik Approach
SECOR-Taktik's approach creates an organizational structure in harmony with your vision by by making a direct link between structure, strategic planning and objectives. Our methodology will optimize the structure of your organization so as to improve the value-creating axes. It integrates all organizational aspects including technical (standards, control systems, etc.) and social factors (competencies, recruitment, career path, etc.).
Process
Kick-off meeting with management and the people involved in the project to clarify expectations and gather available information
Identification of organizational issues through an analysis of external (on the market) and internal information (company documentation and interviews with top management)
Individual interviews and facilitation of group sessions
Articulation of potential structure scenarios and assessment of such scenarios with management to assign roles and responsibilities and identify the main coordination mechanisms
Adoption of the final structure by all of those concerned
Challenges
As it grows, an organization becomes unwieldy due to its size
and complexity. At that point, management has to rethink the nature
of its operations, but more importantly go from corporate
management to corporate governance - a major shift.
Objectives
Gaining access to cutting-edge external resources to help you respond to current corporate challenges
Having enough support to take advantage of market opportunities
Adapting more efficient practices in corporate governance in response to the requirements set by financial players regarding the appointment of a Board of directors
Increasing the efficiency of your Board of directors or your advisory committee
Differentiating your company in a highly competitive market with enlightened governance
Creating a structure strong enough to manage a crisis
The SECOR-Taktik Approach
SECOR-Taktik's expertise in corporate governance is proven when
it comes to establishing and monitoring a Board of directors, an
advisory committee or coaching members to become competent
administrators. Our approach is aimed at the integration of better
corporate governance practices within your organization.
Ultimately, well-established corporate governance will enhance the
company's strategic vision, monitor its performance and protect
your resources and assets.
Process
The process is headed by SECOR-Taktik's experienced partners,
and includes the direct involvement of the chief executive
officer
Management
Establishment
Assisting the Board/Committee through the process of
continuous improvement through a complete diagnosis based on
e-questionnaire, interviews with members and workflow
observations
Defining the roles and duties of the Chairman, the Board, the
CEO and the Board/Committee evaluation process
Clarifying the skills required to set up the board of
directors and the advisory committees, determine the size of
those bodies and their constituent members and decide upon the
terms of reference for the committees
Preparing board meeting agendas to ensure the discussion
stays focused on strategy issues
Taking charge of risk management (e.g. liability insurance)
and keeping the minute book
Challenges
With stronger competition and increasingly demanding clients and
shareholders, agility and innovation have become vitally important
for businesses and organizations. A company's performance is now
directly dependent on its ability to continually reinvent itself
whether for its day-to-day operations, the launching of a new
product, or an M&A. Business processes must therefore be
regularly reviewed and optimized. However, for this exercise to be
effective, you must have a sincere commitment from the
employees.
Objectives
Aligning your main business processes with your strategic plan
Generating team cohesion and increasing efficiency
Identifying and maximizing synergies when executing M&A
Controling costs
Involving employees in the continuous improvement of your processes
The SECOR-Taktik Approach
By improving the strategic alignment within your organization
and using proven and rigorous methodologies, SECOR-Taktik can
optimize your company's processes making them more flexible and
efficient.
Process
Articulation of a general plan detailing type and scope of activities to be reengineered
Diagram of existing business processes and evaluation of effectiveness and shortcomings
Consensus on the basic tenets of business processes based on your vision statement
Development of scenarios and assessment of pros and cons in order to redefine the organization and optimize the processes
Articulation of a communication plan, result assessment tools and an implementation of a mobilizing plan with shared responsibilities, clear objectives and realistic timetables,
Assistance in implementation and change management
Challenges
Globalization and stronger competition are major challenges
facing executives working to maintain their company's growth and
profitability. To ensure their company's success, they need more
effective and reliable decision-making tools. Financial modeling
can be the answer, providing you with accurate financial forecasts
and allowing optimal resource allocation. Financial modeling has
become an essential tool, critical to implementing today's
increasingly complex business strategies.
Objectives
Analysing and forecasting your company’s financial performance using dynamic scenarios based on market, sales-cycle and delivery-cycle modelling
Improving management’s decision making (price setting, financing, strategic planning) in a complex and changing environment
Drawing up the operations budget (1 yr.) and financial plan (3-5 yrs.)
Ensuring the budget plan and monthly, quarterly and annual financial statements are efficiently carried out
Producing complete and detailed financial statements, allowing you to identify and understand your financial strengths and weaknesses.
Internationalizing the financial model (currencies, languages)
The SECOR-Taktik Approach
The SECOR-Taktik approach respects your business realities by
adapting the financial model to the specifics of your industry,
making it a tool that helps you choose the appropriate positioning
with respect to prices, markets and technologies while continuing
to support day-to-day operations.
With this tool, SECOR-Taktik enables executives to base critical
business decisions on complete and reliable information through
financial analysis and modelling.
Process
Gathering and analyzing relevant information in order to build a model
Articulating an RRR model (Required revenues and resources)
Data-entry (accounting model parameters, other costs and financing methods)
Aligning the model with current financial statements
Identifying relevant assessment criteria
Articulating various scenarios and adaptating the financial presentation
Presentating the model to the client and making adjustments if needed
Challenges
A company's ability to carry out its projects is a function of
how mobilized its employees are. Beyond the simple issue of
motivating your staff, employee mobilization rests on a proper
understanding of the roles and direction of the company. Measuring
the degree of mobilization of your employees allows you to set
realistic goals for your team and identify factors that might
hamper mobilization. You can then act to change those factors and
build a tightly knit team fully aligned with the company's business
objectives.
Objectives
Measuring mobilization becomes a strategic issue when you want
to:
Implement a change and know what the impact is on your
employees
Develop a HR strategy where the employee mobilization index
is one of your performance indicators and part of your annual or
biannual plan
Compare the company's performance year to year , measure how
well your teams are working together and if they understand your
company's issues
Look at comparables to decide which HR strategy would work
best for you
The SECOR-Taktik Approach
The SECOR-Taktik approach consists of a survey (hardcopy or
softcopy) and an accurate diagnosis of the various components of
employee mobilization. Used year after year by well-known
companies, this proven management tool allows them to track the
mobilization of their employees through time as well as compare
themselves to competitors. This OMI methodology is exclusive to
SECOR-Taktik, and is suitable for firms of all sizes.
Process
Evaluation of the mobilization levels of employees, middle management and top executives using a survey questionnaire
Possible contact with your clientele depending on your needs and situation
Result analysis leading to recommendations of actions that should be implemented
Assistance tailored to the company’s needs throughout the process including the implementation phase
Progressive integration of recurrent investigations (every 18 to 24 months) as one of your management tools
Challenges
When facing an opportunity or following a strategy session,
companies develop key projects and then have to implement them.
Unfortunately, many of those projects do not reach their potential
or are implemented too late. The causes of this failure may be the
lack of incremental capacity to manage these projects on top of
regular operations, inadequate corporate culture or structure that
hamper wide-ranging projects.
Objectives
Adapting corporate culture and structure to make such projects possible within the existing operational framework
Managing change
Managing ressources’ time and priorities relative to the project
Developing related management skills
Developing adequate follow-up tools
The SECOR-Taktik Approach
SECOR-Taktik's interventions are aimed at two levels: 1) actions
aimed at developing both culture and structure needed to ensure the
success of such projects through implementation of a Project
Office. 2) assistance in the management and follow-up of some
strategic projects
Process
Working hand in hand with management without taking its place
Analyzing the company’s situation and identifying the needs of the organization
Identifying the organization’s change agents
Implementing adequate organizational habits and structure
