Phone: (416) 487-5300 |
 |
89 Balliol St., Toronto, ON M4S 1C2 |
Phone: (416) 487-5300 |
|
89 Balliol St., Toronto, ON M4S 1C2 |
We assist M&A clients to achieve ROI by working through a three-phase process:
1.Culture Due Diligence Audit
Our process identifies the strengths and barriers to successful integration and key gaps in the culture and strategy of the new merged organization. We help you to leverage the best of each organization and plan how to address issues that are likely to interfere with your merger and acquisition success.
We provide several state- of-the-art culture and strategy audits and organizational assessments to fit the needs and circumstances of your organization. We assist you in selecting the one that best fits your needs.
“The Culture-Strategy Profile assessment that you carried out for us allowed us to evaluate what is going well and to identify areas for improvement in our organization. Although we thought we knew our organization very well, the survey did identify a few surprises. The survey confirmed many of our strengths and also has helped us recognize areas for improvement. We can’t pretend now that these don’t exist and are committed to action.The Culture – Strategy report also helped us re-evaluate our priorities to ensure that our culture supports our strategic growth goals.” Paul Forman, Vice President, SolidCAD, high growth entrepreneurial business
2. Alignment and Strategic Direction
Our strategic planning process engages the post merger new management team in the creation of a shared direction and business plan for the new enterprise. We develop ownership and commitment – people support what they help to create. We engage key stakeholders and employees at all levels to ensure buy-in. We know that commitment comes from engagement.
Our strategic planning process is tailored to your organization, your needs and your issues.
“The process Raven designed and facilitated with us laid the ground for us to work together as a team and has created a shared culture to work together more effectively. The structured planning process helped us think together about the future of the organization and to share and exchange our individual objectives.” Albert Diamond, President Air Creebec
3. Systematic Post Merger Culture Integration Implementation
As we move through the engagement with you, we follow a systematic process that keeps you informed and your post merger integration plans on track.
We use business processes and tools to guide the change and integration process across your organization.
We work with your new management team to create high performance, change plans, review progress frequently, track progress and move rapidly towards your desired business results.
“The Raven team proved that the impossible is possible. As you know in spite of the abundance of skepticism about the “realigning project”, it turned out to be extremely successful. We are ahead of our implementation schedule by 6 months because key stakeholders were engaged and committed to the plan.” Peter Buddo, Vice President, Ericsson Communications Canada