USA 
United Kingdom
For most people, feeling nervous is uncomfortable, but not dangerous.
For advanced gymnasts, however, getting 'the twisties' could jeopardize their physical safety. Not knowing exactly where they are in space as they execute difficult skills, especially on floor or vault routines, can quickly lead to potentially life-threatening or career-ending injuries for the gymnast.
Leading up to the 2020 Olympics (held in Tokyo in the summer of 2021 because of the COVID-19 pandemic), all-star gymnast Simone Biles was experiencing the twisties.
In a move that shocked the world, she pulled out of the competition to prioritize her mental health and work toward overcoming the serious mental block.
To some, this was a sign of weakness. But to me, it was an exhibition of the toughness and leadership necessary to be successful. Real leadership, whether in sports or business, means staying true to your values and identity, especially in intensely stressful moments like performing on a global stage or executing high-stakes M&A deals.
Simone set the tone for leading through acquisitions
Because of America’s recent love of 'hustle culture,' when Biles backed out of the competition, many decried this move as cowardly and too risk-averse. I disagree. She thoughtfully evaluated the situation and decided it was not a risk worth taking.
Because of this decision, she was able to come back in 2024 — a move that took both boldness and innovation. She’s now the most decorated gymnast of all time, and when asked about 2028, she said, “Never say never.”
The courage it took for Biles to come back is remarkable, but even more so is the courage it took to step out of the spotlight and take care of and stay true to herself. This time away allowed Biles to achieve the delicate balance between innovation and calculated risk that it takes to win like she did in 2024.
Real leadership, whether in sports or business, means staying true to your values and identity, especially in intensely stressful moments like performing on a global stage or executing high-stakes M&A deals
That same equilibrium is necessary to win in the professional sphere, especially when going through M&A processes.
One of the biggest risks during M&A is a culture mismatch. Successful M&A strategies recognize and honor what makes each organization strong, while validating cultural alignment upfront.
Those that don’t become part of the annual data we see around failed M&A. As an executive, my goal during the transaction process and especially once the deal closes, is to co-create culture and bring together the best of both sides without losing their identity and what made them an ideal fit from the start.
Leadership during times of change
During high-stakes events like M&A, authentic leadership is paramount. You must lead by example and center your values in every decision that you make. However, before you can center your values, you must define them.
Step one of authentic, values-based leadership requires clearly understanding what your values are. These values are your North Star — they should guide all of your choices and interactions. Though it may seem overly simplistic, specifically identifying and transcribing your values gives you a steadfast reference during difficult moments. Regularly review these values and allow them to be the rudder that helps navigate all your decisions, especially during times of turmoil or transformation.
When you’re transparent about your values, it’s easier to make sure everyone is aligned. Cluing in your entire team on the core principles that you operate around builds trust while also setting straightforward expectations. If everyone knows and understands the foundational values that influence your decisions, navigating difficult situations becomes easier because everyone is working from the same guidelines. As a leader, lip service is not enough. You must 'walk the walk' and model those values in everything you do, especially in high-stakes situations like transaction events.
When you’re transparent about your values, it’s easier to make sure everyone is aligned. Cluing in your entire team on the core principles that you operate around builds trust while also setting straightforward expectations
Leading by living your values helps others do the same, thus preserving the culture of your organization. Effective M&A strategies hinge on blending organizational cultures to highlight each one’s strongest attributes. Leaders play a crucial role in facilitating cultural fusion by maintaining what makes each unique while building a new, cohesive culture that brings the best of both worlds. Co-creating a transformed corporate identity demands intentional and authentic leadership, thorough planning, and transparency around the ultimate goal. Without these, companies risk employee disengagement or worse, turnover.
In business, you want to play to win, not just to not lose. In other words, go for the gold. Be bolder than you’ve ever been, because innovation and risk management can coexist. And know when to walk away or say 'not yet,' not because you’re scared, but because it’s not a fit right now. Winning isn’t about taking wild, unfounded swings or innovation for the sake of innovation. It’s about taking calculated, thoughtful risks that can drive sustainable success.
As you embark on your M&A journey, you may feel some apprehension, but you can learn from Biles’ Olympic experience and rest assured that if your values remain centered in your decisions as you lead, you can overcome anything — even the twisties.
Erin McAuley is the Chief People Officer at Springline Advisory. Erin is responsible for leading talent strategy and developing a meaningful and rewarding organizational culture where she’s committed to co-creating one of the most irresistible employee experiences in the industry.
