Insights on the M&A landscape and how to lead employees through change Sponsored by cambiumlearning
The following remarks are from John Jorgenson, CMO at Cambium Learning Group, which provides education technology and services in the K-12 space. They have been lightly edited for clarity and length.If I could describe it in two words, they would be dynamic and competitive. We’ve seen a tremendous amount of education technology consolidation in recent years.
This allows our business units to continue prioritizing what matters most to the teachers and students they serve while we support them so they can do their best work. Overall, it’s great to do exceptional work and get recognition for our contributions, but it’s also important tosomething at work—to feel like we’re safe, we belong and we matter, especially when joining a new team or company. The way you lead, especially during the M&A process, has a huge impact on your team.
During the M&A process, teams are looking for their leaders to provide a sense of consistency and confidence, assuring them that where they’re going will be better than where they are coming from. I’m a believer that if it’s not broken, don’t fix it. At Cambium we embrace the mindset that helps acquired businesses stay focused on serving their customers and doing what they do best, while Cambium remains focused on supporting the businesses and the people within them.
It’s easy to stick with the things that make you feel good about yourself, but if you want to lead people and if you want to grow, you have to be willing to trust your team to do as much of the work as possible. I’m grateful that I have 27 years of experience as a leader to help my teams through M&A processes. The following tips are lessons I’ve learned that have positively impacted my team’s navigation through an M&A experience. Listen without solving, listen without judging.
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