Michael Lee StallardPost Merger Trap#4: The Exclusivity Trap – Michael Lee Stallard https://www.michaelleestallard.com Helping Leaders Create Cultures that Connect Sun, 12 Apr 2026 20:16:36 +0000 en-US hourly 1 Post Merger Trap#4: The Exclusivity Trap https://www.michaelleestallard.com/post-merger-trap4-the-exclusivity-trap https://www.michaelleestallard.com/post-merger-trap4-the-exclusivity-trap#respond Mon, 16 Jun 2008 02:16:33 +0000 Michael Lee Stallard http://www.michaelleestallard.com/post-merger-trap4-the-exclusivity-trap Here is another post merger trap organizations would be wise to avoid following a merger or acquisition. The Exclusivity Trap.  Too many leaders fail to keep all the employees they are responsible for leading in the loop.  Instead, they tend to keep a smaller, more exclusive group involved in the conversations about important business issues. […]

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]]> Here is another post merger trap organizations would be wise to avoid following a merger or acquisition.

The Exclusivity Trap.  Too many leaders fail to keep all the employees they are responsible for leading in the loop.  Instead, they tend to keep a smaller, more exclusive group involved in the conversations about important business issues. The problem is that most individuals want to be informed about issues that are important to them, have a voice to share their opinions and ideas, and be certain that their input is considered before decisions are made. When people are in the loop, it helps meet their needs for respect, recognition and belonging.  When they are not in the loop, they are naturally anxious and tend to fear the worst.

Leaders are wise to regularly meet with all the employees they are responsible for leading to share information about issues that are important to them, ask for their ideas and opinions, and then consider them before making decisions.  Obviously leaders will not be able to do this with every issue.  The leader who keeps all employees in the conversation about issues important to them, however, will be rewarded when employees put more effort in their work because they feel a sense of ownership in achieving the results. 

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