In a recent episode of IESF Talks, Martin Tanguay, Vice President of Human Resources at Group Duchenne, shared his experiences from his former role as Chief HR Officer at Solmax. Speaking with IESF Talks, Tanguay reflected on the challenges of leading HR during a period of rapid company growth, particularly in a global setting. His insights shed light on the complexities of leadership, culture integration, and global recruitment strategies.
The Challenge of Rapid Growth
Solmax’s journey was characterized by the merger of four smaller, regional organizations, each with its own structure and culture. Tanguay highlighted that managing such exponential growth is not merely a matter of scaling up existing processes; rather, it requires a fundamental shift in leadership approach. Many leaders, accustomed to managing smaller organizations, suddenly found themselves overseeing a company that had tripled or quadrupled in size, both financially and structurally.
“You don’t just do more of the same,” Tanguay noted. “You have to adapt.” While leadership development becomes critical, organizations cannot afford to replace a vast majority of their leaders overnight. Instead, leaders must learn on the go and be continuously supported in their development. Identifying gaps and opportunities for leadership growth early on is key to sustaining the organization’s success.
Cultural Integration in a Global Company
One of the most significant challenges in a multinational organization is managing and integrating diverse corporate cultures. Tanguay described culture as the way people interact, resolve conflicts, and operate within the company. When multiple regional entities merge, each brings its own distinct way of working, making it crucial to establish a shared corporate identity while respecting local differences.
“A global organization needs to define three to five core values that are non-negotiable,” he explained. “If you visit any Solmax office worldwide, you should feel that common identity.”
This aligns with the principle of Think Global, Act Local, where an overarching corporate culture exists while allowing for local adaptations. However, effectively communicating and reinforcing this culture requires persistent messaging across different channels, ensuring alignment and clarity among employees worldwide.
The Role of HR in Driving Alignment
HR plays a crucial role in supporting leaders through growth and cultural transformation. Tanguay emphasized that one of the biggest mistakes HR professionals make is assuming that communication has been understood as intended. To maintain alignment, messages must be reinforced through multiple channels and formats, with frequent validation to ensure employees truly grasp the intended meaning.
“In times of change, you can’t just convey a message once. You need to communicate it repeatedly, in different ways, and actively check for understanding,” he advised. Leaders must avoid assumptions, continuously validate their messaging, and reinforce key objectives to maintain a cohesive and effective workforce.
Leveraging IESF’s Global Expertise
During Solmax’s expansion, IESF played a critical role in helping the company navigate international recruitment challenges. As a global executive search network with regional expertise, IESF provided valuable insights into diverse labor markets and cultural expectations, ensuring that Solmax found the right leadership talent for different regions.
Tanguay recounted a specific instance of recruiting a General Manager in China, where local expertise was crucial in assessing candidates beyond language proficiency and professional experience. IESF’s ability to bridge the gap between global strategy and local market dynamics made it a valuable partner in Solmax’s recruitment strategy.
A Parallel Between Solmax and IESF
Interestingly, Tanguay drew a comparison between Solmax’s approach to global expansion and IESF’s operational model. Just as Solmax integrates global best practices with regional expertise, IESF operates through a network of locally rooted firms that understand their markets while contributing to a broader global strategy.
Organizations that adopt a rigid, one-size-fits-all approach to global operations risk overlooking critical cultural and market differences. Conversely, those that rely solely on local expertise may miss out on global best practices. IESF’s model offers a balanced approach, providing both local market knowledge and global strategic insights—much like the strategy Solmax employed during its growth phase.
Final Thoughts
The conversation with Martin Tanguay underscored the intricate balance required to manage rapid growth, cultural integration, and global recruitment. His experiences highlight the importance of adaptability, continuous leadership development, and strategic communication in navigating these challenges. As companies continue to expand across borders, the ability to think globally while acting locally remains a defining factor in sustained success.
For HR leaders, the key takeaway is clear: growth is not just about scaling operations, but about evolving leadership capabilities and fostering a unified yet adaptable corporate culture. By leveraging expert networks like IESF, organizations can successfully bridge the gap between global strategy and local execution, ensuring long-term success in an increasingly complex business landscape.
