Title: There’s life after the deal

Objective: To emphasize the importance of the implementation phase of an

agreement so that the negotiation is effective, that is efficient and efficacious.

You’re the talent and culture director at your organization. In a meeting with the board of
directors, they expressed concern that agreements frequently were forgotten and never
implemented. They asked you to develop an implementation strategy using a process to
change the mentality from one oriented to achieving agreements to one that would seek to
implement those agreements and evaluate their effectiveness.

Of course you will meet significant resistance from the fusion and acquisition department, who
are used to jumping from deal to deal, without looking at the consequences of their decisions.
Because of that, it’s important to help them develop implementation skills in their future
negotiations.

The managers don’t have a culture of evaluating results, nor are they accustomed to including
other parties in the different stages of the negotiation process. Most of them have been in the
company more than 15 years, enjoying admittedly excellent achievements related to
sustainable development, but having no worries about competencies that didn’t even exist in
the past. Now things have changed significantly and a radical cultural transformation is
needed.

There is a need to gather all members of top management as it’s clear that an structural
change is needed and needs to be part of the top priorities and strategies of the company.
This kind of change needs and implementation into the culture of the company that is
supported from all the representatives of top management.
As it’s shown in the case there will be departments that will be reluctant to change as they
have been doing the same for many years. Finding key elements in each of these areas
that have a more open mind and approach will be needed.
It’s necessary to implement an accountability plan for every negotiation where there is a
clear establishment of who is responsible to control, who to manage and who to execute
the agreements. The fulfillment of this must be part of their metrics and a sign agreement
should be met.
To do so the intern negotiation should have three strategic thoughts. Ethos as top
management will be involved directly and promote the implementation this figures of
authority will support the change and thus many will be more open for the change as they
find inspiration and guidance from this expert. Second part will be the pathos appealing
for the emotions of the coworkers to support the initiative and last the logos which is the
hard data. Collect all the information and statistics on how much it cost the company and
how many opportunities of development have been lost because of the lack of a culture of
implementation.
Remark the importance of the efficiency part of a negotiation and that it’s a needed skill
and competency of any leader to be able to fulfill both part of the negotiation and that the
second is even more important than the first.
If structural changes are needed there most be made as a new generation could come
with a new mentality. The ones that are not able to adapt to change will not continue in
the company.