Situation: A medium-sized company has just been acquired. A long-term employee has been named CEO of the entity. During his tenure with the company, he has established solid relationships within the company and is well-respected. He understands that he is no longer a co-worker but is now CEO. How does he best position himself to both employees and to the acquirer? How do you position yourself as the new leader?

Advice from the CEOs:

• Proactively engage the team in a dialogue about the direction and potential of the company. Focus comments on the positive and the potential of the firm and the combined entity. The acquirer is bringing a new sense of excitement and energy to the firm. They will be looking for key leaders who share their excitement.
• Market yourself to the new owners.
  • Develop a list of hopes, desires, and needs.
  • Dialogue with the acquirers and learn their hopes and dreams for the combined entity.
  • Look for synergies between your and their hopes and desires. Create your own marketing campaign around these synergies.
  • Position yourself an essential member of their transition team.
• Select a mentor from the acquirer. Actively seek out their advice and guidance. Use them as a sounding board as you develop your campaign as new CEO.
  • The new organization is now just a plan and may be very flexible.
  • Ask acquirers about the model that they see. What are their key objectives for the first year? What niche do they wish to fill buy acquiring the company? As the key liaison between the company and acquirer bring value to the transaction.
  • When speaking to them, listen for their questions of how they see you fitting into the organization. This will present an opportunity to define your role by addressing their key needs during and after the transition.
• The same suggestions apply to an individual receiving a promotion within the same company.

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