General & Human Resource
Management Services
Mergers, Acquisitions and Divestment Support
Our
consultants
have
worked
on
a
number
of
M&A
and
Divestment
projects
in
Australia
&
overseas
ranging
from
small
assets
to
very
large
businesses
both
in
the
due
diligence
and execution phases.
When
planning
a
merger
or
an
acquisition,
the
focus
–
first
and
foremost
-
is
on
either
liberating
&
capturing
or
creating
value.
Whether
the
value
is
to
be
realised
through
new
organisational
capability
or
assets,
or
simply
taking
advantage
of
efficiencies,
carefully
planning
the
change
process,
and
its
impact
on
people,
can
add
to
the
success of integrating different organisations.
Similarly,
companies
looking
to
divest
assets
(and
the
workforce
that
operate
them)
must
develop
good
HR
strategies
to
accommodate
the
requirements
of
a
range
of
stakeholders - internal and external.
Change & Project Management
Knowing
what
to
change
isn’t
the
hard
part.
Knowing
how
to
lead
the
change
effectively
will
ultimately
determine
its
value.
It’s
no
coincidence
that
many
internal
change
agents
end
up
quitting
or
getting
fired
because
of
the
unique
challenges
associated
with
leading
change
among
one’s
peers
and
colleagues.
Our
approach
is
a
little
different.
If
you’d
like
to
understand
more
about
how
Crute
Consulting
can
help
your business manage change, give us a call.
Board and Committee Alignment and Facilitation
Boards
and
their
committees
sometimes
need
assistance
when
making
decisions
or
seeking
alignment
on
a
particular
direction
or
decision.
Remuneration
and
Nominations
committees
around
Australia
are
demanding
that
the
data
informing
their
remuneration and incentive policies is transparent and independent .
Crute
Consulting
has
extensive
experience
working
with
CEOs,
Directors
and
NEDs
can
cut
through
the
issues
common
to
groups
of
strong
individuals,
towards
clarity
and
resolution.
Executive or Management succession planning
Probably
the
most
common
problem
faced
by
leaders
of
any
organisation
regardless
of
size, type or location;
•
Who could lead and manage the organisation when the current leader is gone,
for whatever reason?
•
What skills, experience, and style is right for the organisation over the course of
the next period?
•
Are there at least a couple of options? If not, what needs to be done about it?
Crute
Consulting
has
first-hand
experience
with
senior
talent
management
and
succession
planning,
ranging
from
small
business
owners
looking
for
who
will
manage
their legacy to CEO/Board succession for ASX 25 companies.
