How often do you review your strategy and ask, "What's the good business reason for doing this?"
What amount of time and money have you spent trying to meet your integration objectives?
How are you using acquisitions and integrations to build leaders within your organization?
While execution is important to organizational success, without strategy, it is like having all of the equipment to climb a mountain, and not having an effective guide to help your employees and customers move higher up the mountain. The strategy and planning expertise we have with customers, people and research help ask questions and facilitate solutions for effective strategy.
Up to 75% of acquisition integrations do not meet their business objectives. We partner with your Acquisition & Integration teams from due diligence through integration to complete your acquisition integration effectively and in a more timely manner.
Our technology-based process produces results that eliminate organizational gaps in the decision-making structure, reduce employee time spent on integrations, raise communication levels, and create culture alignment and faster achievement of acquisition objectives.
|Due Diligence & Integration Strategy||Cultural Assessment||Communication||Integration Implementation|
Due Diligence & Integration Strategy: A structured integration process increases the likelihood of success by more than 80%. Successful acquisitions involve more than gaining access to the right financial data. Leaders must be trained to ask the right questions of the right people from each functional area – and the reasons why. We guide organizations to strive for consistency, unfortunately, many acquisitions fail to combine integration strategy with due diligence – or simply avoid it altogether. Results eliminate inconsistencies in the due diligence process; reduce risk in time, money, frustration and talent; raise accuracy of value; and create integration success.
Cultural Assessment : The #1 reason an acquisition fails to reach its business objectives is the lack of understanding of the people and culture. Before the deal closes, we use tools to guide you in determining whether cultures match and if the people are a good fit. Results eliminate risk of common reason for failure; reduce tension among people; raise collaboration between people, departments and organizations; and create culture alignment and emotional engagement.
Communication: Highly effective organizations focus on communication before, during and after an acquisition. Misalignment between employees, divisions/departments and corporate strategy can lead to under-performance, while a 1% increase in employee productivity can lead to a 1-5% increase in profitability. Prior to deal close, our process provides a communication plan, strategy and tactics for your organization. Results eliminate fears of newly acquired people; reduce confusion; raise awareness of roles, responsibilities and expectations; and create information sharing.
Integration Implementation: Increasing acquisition and integration synergy by one month achieves more than $7 million in additional value. For any size organization, the execution of a structured integration affirms that every person knows what to do and how to do it. We create a technology-based integral acquisition timeline and project list, serving as a guide in adhering to it. Results eliminate ambiguity inherent to the integration process, reduce deal cycle time, raise competence level and achievement of goals, and create leadership development.