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Top 15 Critical Components of M&A Integration

M&A Success depends on how well a range of 15 factors are addressed prior to deal close (Pre-Integration) and during Post-Merger Integration.

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Clear Deal Rationale


Accurate Cost Valuation (Did Not Overpay)


High Quality Due-Diligence


Assessed Cultural Fit and Operational Synergies


Effectively Evaluated Revenue/Cost Synergies



Sensitivity to Cultural and People Issues


Align Organization/ Decision Rights Early


Authentic, Frequent and Inspiring Communications


Operating Cadence, Playbooks and Reporting


Capture Revenue and Cost Synergies


Management/Employee Engagement and Buy-in


Retain Key Talent


Early Functional Sharing and Collaboration


Integration Strategy and Action Plans


Manage Unexpected Discoveries/Risks



Achieving success is significantly enhanced when the strategic deal rationale is compelling and buyer avoids overpaying. By conducting thorough due-diligence, the acquirer gains a comprehensive understanding of the business and its’ associated risks, and is in a more favorable position to negotiate purchase price, identify potential revenue and cost synergies, and minimize surprises. Additionally, assessing cultural and personnel aspects and gaining a broad perspective on how the merged entities can strategically align and function harmoniously before deal close provides a powerful foundation for crafting a successful post-merger integration strategy.

Post-Merger Integration

During the initial phases of post-merger integration, it is crucial to foster engagement and garner support from all stakeholders involved in the deal. This entails being attuned to potential cultural disparities and addressing workforce concerns, while ensuring the retention of key talent and clarifying organizational structures and responsibilities. As collaboration is key, facilitating informal information sharing with functional heads and their teams early on is critical to learn how the “other company” operates and start building relationships and trust.

Taking an active role in engaging with integration teams and driving the day-to-day processes, coupled with authentic and meaningful communication, unifies the workforce, inspires confidence, and sets a positive tone. Developing a comprehensive and actionable Integration Strategy helps define what needs to be done, and when effectively facilitated, brings the management teams and employees together. Establishing an operating rhythm, implementing M&A Integration playbooks, and transparently reporting on progress serve to further unite the organizations and proactively address potential issues before they escalate.  Lastly, implementing a structured approach to capturing revenue and cost synergies is of utmost importance to realize the full potential of the merged entities.

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