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Mergers and acquisitions are no small feat. They require tremendous capital, human resources, and meticulous planning to ensure that the two entities coming together are set up for long-term success. One factor often overlooked? Language and culture training that thoughtfully integrates two workforces from different countries.
There’s a lot of “we’ll figure it out as we go” or “let’s see what happens” post-merger or acquisition, but after spending that much time and money getting two companies under the same umbrella, ensuring that separate workforces, cultures, and standards are communicated effectively – especially if the two workforces coming together don’t speak the same language – is the difference between seeing immediate results and crashing and burning.
Here are a few reasons language training is critical to the post-M&A strategy.
Post-merger language training promotes effective communication, cultural integration, customer service, global operations, employee development, and productivity. It facilitates a smoother transition and sets the foundation for a successful merged company by aligning diverse teams and maximizing their potential.
It should be noted that learning a new language is a major undertaking and should be addressed before two companies start operating as one. Giving your workforce enough time to learn a language and new business terminology in another language means they can be effective from day one instead of playing catch up.
You're in the right place if you’re interested in starting language lessons for your organization. Global LT has been in the language and culture business for over 40 years and hires teachers trained to focus on a specific goal and outcome. Get in touch, and we’ll get you started.
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