10-1_Report_After Action Review

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Southern New Hampshire University *

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MBA 699

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Business

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Apr 3, 2024

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docx

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5

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Report: After-Actionn Review Jacqueline Campbell MBA 699 Dr. Shindell Southern New Hampshire University September 10, 2023
Introduction: The ultimate objective of any project, regardless of its complexity, is to achieve a comprehensive and effective outcome that meets the desired deliverables. Invariably, projects involve various forms of change, change orders, and some level of disruption. Each obstacle must be addressed individually and with unwavering determination to implement strategies for appropriate course corrections. It is imperative to conduct a thorough assessment of aspects that proceeded seamlessly as well as those that require refinement. This insight is crucial for perpetuating the favorable outcomes into the future and for identifying the necessary adjustments and essential governance guidelines moving forward. Expected Outcome: The organization had established a promising deal with a specific buyer, which promised to enhance the positions of both companies involved. This undertaking was meticulously and systematically scrutinized, with well-defined milestones in place. The effective utilization of the integration team ensured the essential guidance and commitment needed to foster developmental relationships between the two companies. A strong sense of urgency was instilled to expedite the acquisition process. Initial expectations were that the sale would be a mere formality. The guiding coalition played a pivotal role in managing this change effectively. This entity maintained a steadfast focus on the necessary steps to stay on course and remained readily accessible for information updates, ensuring open lines of communication with those in need of information. Actual Outcome:
The primary buyer initially interested in acquiring the company has officially withdrawn their bid. In their place, Vertex Pharmaceuticals has been selected as the alternative buyer to proceed with the acquisition of the life sciences organization. As anticipated, the finalization of the sale resulted in a reduction in the workforce, with a 5% decrease in the number of employees. In light of these developments, it is crucial to emphasize communication and transparency within the organization, which should remain ongoing. The success of the integration team plays a pivotal role in determining the overall outcome. To navigate this transition effectively, it is essential to have a well-defined plan that articulates the vision, deliverables, and objectives. Open discussions should take place, and inputs should be incorporated into the configuration of the guiding coalition. As McWhinney et al. (1997) noted, those addressing challenges must develop strategies for defining problems and implementing solutions. The coalition team should specifically select individuals who can drive change. During this process, issues and problems have arisen, prompting employees to propose various approaches to measure their responses (McWhinney et al., 1997). Maintaining motivation and a relentless focus on the end goal are crucial elements of this journey. It's important to recognize that there is no one-size-fits-all roadmap to guarantee a desired outcome in an acquisition. The anticipated outcome heavily depends on the passion of the acquiring company and their willingness to do whatever it takes to excel in the future. While there is a significant potential for influence, there are no absolute guarantees. A more effective way to gauge employee commitment and buy-in could have involved conducting team meetings or surveys to assess how employees felt about the acquisition. Change is inevitable in an acquisition scenario; however, having a well-planned acquisition process fosters higher employee engagement and buy-in.
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