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With over 30 years of experience in M&A due diligence, integration, and change…
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Articles by Mark
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Best Practices to Avoid M&A Culture Clash
Best Practices to Avoid M&A Culture Clash
Link to register for the December 8th webinar:Best Practices to Avoid Culture Clash Link
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Leadership Lessons from Family & PE Firms
Leadership Lessons from Family & PE Firms
In his best-selling book Good to Great, author Jim Collins points out that companies that go from good to great begin…
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Culture Interrupted: Avoid The Double-Bump Scenario
Culture Interrupted: Avoid The Double-Bump Scenario
You risk losing critical differentiating talent, innovators, people who are out billing high-value contracts, and…
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Contributions
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Middle managers are pushing back on new HR strategies. How can you win their support?
Collaborate with key stakeholders and key influencers to determine WIFM (what’s in it for me) and WNFM (what’s needed from me) with a diverse cohort of middle managers. Use that feedback to test and pilot key initiatives where middle manager support and engagement are critical.
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How do you plan and execute the integration project closure and handover?
In my experience, your role on the project will strongly influence your closure plan communications. For example, the Integration Managment Office Leader may communicate the plan to the executive team for input and buy-in, and the executives may communicate the plans within the functions they manage. Developing an employee, customer, and supplier communication calendar and event schedule, and assigning who says what to whom and when, will reinforce a consistent message. I also recommend creating a feedback process (ex. pulse survey, input from key influencers) to ensure the message you send if the message they understood.
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How do you prepare for the coaching certification exam and what are some of the best study tips?
You should also consider defining your ideal client, as helping them meet their goals will influence your exam preparation, practicing your skills, and completing your exam with confidence. For example, will you focus on a particular industry, job position, or job level? Preparing to coach vice president level sales executives in technology companies will be different than financial function middle-managers. Reflecting on your personal career journey may help you choose your target coaching clients wisely.
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How do you adapt your feedback style to different personality types and situations?
Constructive feedback is also effective for addressing an overused strength, which may be effective for someone's current role but may delay or derail their success in a larger role. For example, reinforcing a business development person's competitive behavior may lead them to encourage individual rather than team success if they are promoted to a leadership role. This approach could be countercultural if cross-geographical teams are formed to pursue and service large accounts. As Marshall Goldsmith titled one of his books, "What Got You Here Won't Get You There."
Activity
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Peacock Law proudly celebrates its 30th Anniversary today, April 1 (it's not an April Fools' Day joke!). Our 30th Anniversary celebratory weekend in…
Peacock Law proudly celebrates its 30th Anniversary today, April 1 (it's not an April Fools' Day joke!). Our 30th Anniversary celebratory weekend in…
Liked by Mark Walztoni
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Highlighting innovators hard at work! 🔥 More than four years ago, Nick Planson joined the Hús with bright ideas and ambitious ventures already…
Highlighting innovators hard at work! 🔥 More than four years ago, Nick Planson joined the Hús with bright ideas and ambitious ventures already…
Liked by Mark Walztoni
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Let's take a closer look at Lavari 🔎 We were beyond excited to showcase our new Lavari vanity at our booth this year at KBIS 2025! #KBIS2025
Let's take a closer look at Lavari 🔎 We were beyond excited to showcase our new Lavari vanity at our booth this year at KBIS 2025! #KBIS2025
Liked by Mark Walztoni
Experience
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Walztoni Group
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Education
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Columbia University in the City of New York
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Activities and Societies: None: working full-time at Ernst & Young LLP.
Concentration in organizational change and leadership assessment.
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Activities and Societies: None: worked full-time
Customized double major to build my communication and business management skills.
Licenses & Certifications
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Assessment ot Judgement and Insight in Leadership (AJIL)
AJIL Analytics
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Volunteer Experience
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Member of the Board of Advisors
Sea Meadow Marine
- Present 11 months
Economic Empowerment
Advisory board member applying entrepreneurship, organizational design, and talent development expertise
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Entrepreneur Mentor
Maine Center for Entrepreneurs
- Present 2 years 4 months
Economic Empowerment
Member of Maine Mentor Network. assisting the Maine Center for Entrepreneurs (MCE) to build and lead a community of growth-oriented businesses. Currently co-mentoring emerging Maine company developing renewable energy battery applications for recreational sports and commercial aquaculture applications.
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Presenter, Panelist, and Former Steering Committee Member
HR M&A Roundtable
- Present 6 years 4 months
Economic Empowerment
Founding Steering Committee member, Annual conference sponsorship chair, and speaker, moderator, and panelist at regional and every national HR M&A Roundtable event. Also, panelist for sponsored events.
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Executives in Transition Roundtable Co-Founder | Event Speaker & Panelist
ACG Western Michigan
- 4 years 11 months
Economic Empowerment
Programming Committee member and moderator/panelist on M&A talent and culture due diligence and integration topics, co-founder and chair of the Executives in Transition Roundtable, for senior executives seeking career opportunities in Western Michigan
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Board Member, Venture Partner, & Human Capital Advisor
New Mexico Angels, Inc.
- 4 years 6 months
Economic Empowerment
Board member for New Mexico's leading angel capital network and advisor on human capital matters including M&A integration and executive recruiting for current and potential portfolio companies and national laboratory and university technology commercialization opportunities. Co-founded an angel and VC backed nanotechnology commercialization company and served in a sales and marketing role.
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Board Member & Human Capital Advisor
New Mexico Biotechnology & Biomedical Association
- 3 years
Science and Technology
Board member and program committee chairperson. Adviser on human capital matters and executive recruiting for NMBIO members and national laboratory and university technology commercialization opportunities.
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Council of Business Advisors
Santa Fe Business Incubator
- 6 years 3 months
Economic Empowerment
Provide human capital advisory services to Incubator clients, and the incubator CEO/President
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State Board Member
International Coach Federation
- 2 years
Economic Empowerment
Board member and Program Committee co-chair for the New Mexico chapter. Focus was increasing client satisfaction and coaching practice sustainability.
Publications
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HR Directions: 20 HR Experts on How You Can Build Your Powerful Career and People Practice
Leadership Directions Media
20 H0 HR experts writing on how you can build your powerful career and people practice.
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Culture Interrupted: Success Factors in Merging Knowledge-Based Companies
HR C Suite
You may download my chapter from the book HR Directions from my LinkedIn profile. I welcome your feedback on this subject and challenges and solutions related to cultural and talent due diligence and integration.
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Rebound: A Proven Plan for Starting Over After Job Loss
Financial Times Press
This book "will help you get back on your feet, develop a plan of action, and find your next great job!"
My interview with Martha Finney, the author, for the chapter " Start Your New Job with Confidence" presents my recommendations for leaders to successfully navigate their first 90 days after entering a new role.Other authors -
Projects
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Executive Onboarding - The Walztoni Group LLC
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See projectAssisting the CEO of a global systems integration firm, the SVP of a major defense contractor, and a direct report to the CEO of a large consumer product company during their first six - twelve months in their new role.
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Merger and Acquisition Due Diligence and Integration - Thomson Reuters
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Completing Thomson integration of Prometric as the first direct report hire of the incoming CEO, human capital due diligence and integration of CapStar, a former Educational Testing Services company.
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Merger and Acquisition Due Diligence & Integration - IGATE Capital
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Human Capital due diligence, planning, and integration as a $500 million dollar global systems integrator restructured into ten porfolio companies within a newly-formed E-Services entity. Additional lead human capital responsibilites for merger and acquisition due diligence and integration.
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Merger and Acquisition Due Diligence and Integration - CHC Corp
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Lead human resources executive as this $300 million dollar company restructured from a staff augmentation business model into a staff augmentation and project management company, The latter required a major shift in recruiting, benefits, and management development polices and practices. Also performed due diligence and integration of several staff augmentation and software companies.
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Organizations
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HR M&A Roundtable
Speaker, Moderator and Panelist, Former Conference Steering Committee Member
- PresentSteering Committee member for first two years, speaker at regional and annual events each year.
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Columbia University Entrepreneurship Community
Board Member
- PresentBuilding a robust Columbia University entrepreneurship community in Chicago through networking, events, and educational opportunities.
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Human Resources Management Association of Chicago
Member - Talent and Organization Effectiveness Committee
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Alliance of Merger & Acquisition Advisors
Member
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Association for Corporate Growth
Member
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Columbia University Alumni Association of Chicago
Member
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Santa Fe Business Incubator
Council of Business Advisors
-I served as a human capital advisor to the President/CEO of the Santa Fe Business Incubator and incubator clients.
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New Mexico Angels (Angel Investors)
Board Member
-Provided human capital advisory services related to potential and funded portfolio companies, co-founder and Chief Business Development Officer for Lotus Leaf Coatings from 2010 to 2013, a nanotechnology company funded by the New Mexico Angels and other private equity investors.
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New Mexico Biotech and Biomedical Engineering Association
Board Member
-Chaired the program committee and provided human capital advisory services to member organizations
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International Coach Federation
Board Member - New Mexico Chapter
-Co-chaired the program committee
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21 people have recommended Mark
Join now to viewMore activity by Mark
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When my father was fired in 1977 during the Halloween Massacre I drew conclusions and beliefs about life and work that influenced my career path…
When my father was fired in 1977 during the Halloween Massacre I drew conclusions and beliefs about life and work that influenced my career path…
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Proposed #Treasury and #IRS regulations clarify the rules limiting the deduction for compensation of certain highly paid employees of publicly traded…
Proposed #Treasury and #IRS regulations clarify the rules limiting the deduction for compensation of certain highly paid employees of publicly traded…
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Always good to visit our BPO (outsourcing) partners. This week a useful and constructive visit to Gevekom GmbH in Varna, Bulgaria. Thank you very…
Always good to visit our BPO (outsourcing) partners. This week a useful and constructive visit to Gevekom GmbH in Varna, Bulgaria. Thank you very…
Liked by Mark Walztoni
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Transform Your M&A with the Power of Cultural Integration! In The HR Practitioner’s Guide to Cultural Integration in Mergers & Acquisitions, Dr…
Transform Your M&A with the Power of Cultural Integration! In The HR Practitioner’s Guide to Cultural Integration in Mergers & Acquisitions, Dr…
Liked by Mark Walztoni
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Case Study: $3bn global materials supplier transforms their cost structure and extends market leadership by design Faced with shifts in market…
Case Study: $3bn global materials supplier transforms their cost structure and extends market leadership by design Faced with shifts in market…
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Prosper Consulting LLC
M&A Compensation Integration Roadmap The integration of compensation programs between two companies is a unique situation. Usually, one company acquires the other and that company’s approach to designing and delivering pay programs is implemented for the second company. Often, I’ve found myself liking the approach the acquired company has to a situation better than the organization that purchased them. So, then what? M&A Compensation Integration Steps: Step 1 – Discovery Determine what pay programs are in place at each company. Crete a list that includes base pay, short-term incentives, bonuses, commissions, spot awards, recognition, long-term incentives, overtime, allowances, stipends, SPIFFs, etc. Include the number of employees impacted for each pay program and the Subject Matter Expert (SME) for each. Step 2 – Documentation Ensure you have the plan documents, policies, guidelines, process documents, etc. in one place for all of these pay programs. Capture the stories and examples the SME tells you as well. Many employers don’t have well documented pay programs so this may require that you use your private investigator skills to uncover what is going on. The goal is to ensure that you fully understand the design and delivery of the compensation programs. Step 3 – Systems & Software What systems and software are used to administer pay? Excel spreadsheets are prevalent in most organizations. But there are salary surveys, market pricing software, annual compensation planning, sales commission software, etc. Step 4 – Exceptions What are the employment agreements or special arrangements that are in place at both companies? Who was promised what and when? Why? Step 5 – Analysis & Future Design Compare the approaches used by both companies. What approach will be used going forward? Or design a new approach that neither company has in place today. What works well? What doesn't? What is aligned to business goals? What is an administrative burden? Step 6 – Impact, Recommendations, & Approval Determine the financial impact of the future approach. Summarize the alternatives and your recommendations. Include the anticipated impact on strategic business goals. Create a timeline so senior leaders know how employees will be impacted and what type of support you need. Once approved, you can focus on an implementation plan and the change management. Integration of compensation is not simple. The employee experience is heavily influenced by pay related programs, performance management processes, job titles, reporting relationships, job design, and other rewards like benefits. The steps above are a start. M&A success requires consistency, intention, and alignment. It requires getting the right people, processes, performance metrics, and rewards in place to maximize revenue, profit, and impact. https://lnkd.in/g9eRh3KV #compensation #rewards #hr #M&A #humanresources
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