Follow us on
Acquisition Integration Consulting
MergerIntegration.com offers more than 100 free
acquisition integration articles
and best practices authored by PRITCHETT consultants.
PRITCHETT has been providing
acquisition integration
consulting for more than three decades, longer than any other firm. We have written more about post merger integration than anyone else and have worked on several of the largest and most successful mergers in history.
No other
acquisition integration consultants
have better credentials. Period.
Enlist the assistance of the thought leaders who wrote the defining pieces on post-acquisition integration. We've seen it all and written in-depth about it. We know what works, what doesn't, and why. Our decades of experience and unmatched expertise can bring you piece of mind and save you tens of millions of dollars.
We offer M&A services in these areas:
(Please click on below arrows or scroll down the page for more information and free articles by PRITCHETT consultants).
Call 800-992-5922 for more information.
Click here to review a few of PRITCHETT's M&A engagements.
Executive Briefing on
Acquisition Integration
Strategy
Mergers and acquisitions require strong and decisive leadership. This session,presented by seasoned PRITCHETT consultants, positions leaders to:
- Manage the operational, organizational, and cultural dynamics of mergers
- Avoid the pitfalls typically encountered in mergers
- Minimize the negative impact on customers, business performance, and employee engagement during the integration
Related Articles by PRITCHETT Consultants:
The Fundamentals of a Successful Merger Integration Strategy and Plan
You wouldn't think of skipping financial, legal, or operational due diligence. You should devote the same kind of effort to cultural due diligence.
We're NOT advocating the typical "culture survey" or "culture gap analysis," which are usually dead-end streets that prove to be a waste of money. Our 95/5 Culture Methodology focuses clients on the few cultural attributes that are mission critical so they don't get sidetracked by all the rest of the "cultural noise."
Related Study by PRITCHETT:
Corporate Culture Research: The "X Factor" in Mergers and Acquisitions
Too often investors sell rather than buy an acquirer's shares after a deal is announced. PRITCHETT can help you craft a merger announcement that helps protect shareholder value and effectively communicate the core message to all stakeholders.
Related Article by PRITCHETT consultants:
HR M&A Communication Employee Meetings
Staffing, Transition, and Retention Planning
Deciding how to staff the combined organization is the most delicate task in merger integration. There's almost always a need to eliminate redundancies and take out costs. There may also be a need to identify and retain people who are needed transitionally, but not indefinitely. PRITCHETT advisors help you develop a staffing process that is fair, fast, and appropriate for your deal.
Related Articles by PRITCHETT consultants:
Conduct the Necessary HR M&A Due Diligence
Three Sources of Management Turnover in an Acquisition
Mergers and Acquisitions: The HR Process for Making Staffing Decisions
How to Retain Key Talent in an Acquisition
Be Willing to Be Unfair in a Merger
Whether it's a major restructuring or some minor tweaking to the way you're currently doing business, PRITCHETT advisors can recommend organizational design solutions that will optimize the business performance of your combined company.
Related Article by PRITCHETT consultants:
Post Merger: How to Design the New Organizational Structure
Acquisition Integration
Plan Design
Typically, three to five key value drivers determine the success of your deal. PRITCHETT can help you identify those value drivers and design an integration plan targeted at delivering the most critical results. Don't settle for a simplistic functional integration process that may leave you consolidated but without value creation. Insist on a value-driver approach to integration planning. The difference between integrations that succeed and those that fail or disappoint is a clear, compelling focus on value creation.
Related PRITCHETT Software:
eMerger: Tools, Templates, and Software for M&A Integration Planning and Communication
Related Article by PRITCHETT consultants:
The Post-Merger Integration Plan—Combining Resources, Assets, and Processes
Acquisition Integration
Day 1 Planning
A well-executed Day 1 can buy a lot of goodwill with employees and customers. It also reassures analysts and quiets the skeptical press. Our consultants can help you develop an air-tight Day 1 Game Plan that will help build trust, instill confidence, and retain key talent.
Related Articles by PRITCHETT consultants:
Expect These M&A Questions from Employees, Customers, Vendors, the Community, and the Media
HR Planning: When and What to Communicate to Employees in a Merger and Acquisition
Whether you are planning or in the midst of a merger you will only get one chance to make all the right moves. These best-selling merger books from PRITCHETT provide clear instructions for handling the integration process so you can make your one chance pay off.
Related Books by PRITCHETT consultants:
The Employee Guide to Mergers and Acquisitions
Smart Moves: A Crash Course on Merger Integration Management
After the Merger: The Authoritative Guide for Integration Success
Making Mergers Work: A Guide to Managing Mergers and Acquisitions
Mergers: Growth in the Fast Lane
People at all levels need a clear understanding of the natural side-effects of mergers—a sense of what typically happens, why it's so predictable, and how they should deal with the situation.
- Management needs guidelines for the intense leadership challenges that are unique to mergers.
- People in charge of the transition need specialized training on integration fundamentals.
- The workforce needs an orientation on merger dynamics and change.
PRITCHETT's merger-specific training is tailored to each level of the organization and to key work groups that have highly specialized integration possibilities.
Related Articles by PRITCHETT consultants:
Human Resources: Top Ten Things Employees Need in the Acquired Organization
Why Should Human Resources in Acquired Organizations Provide Employees Merger Training?
Ongoing M&A Communication and Planning
Mergers create an insatiable demand for more information. Our senior advisors can save you hours of time by providing communication solutions that are field tested under difficult merger conditions. From announcement to "integration complete," PRITCHETT has communication tools and techniques to keep people focused, productive, and engaged.
Related Articles by PRITCHETT consultants:
Merger and Acquisition Communication Best Practices: Tell the Good, the Bad, and the Ugly
Top Ten Reasons Why More Employee Communication Is Necessary When Merging Companies
Acquisition Integration Project Management
PRITCHETT develops merger-specific plans, schedules, responsibilities, deliverables, and milestones. We provide the organizing structure for the integration effort. Our firm will help you plan, track, and achieve success quickly with a minimum slippage in performance.
Related Article by PRITCHETT consultants:
Post-Merger Integration: Project Structure, Steering Committee, Teams, Roles and Responsibilities
Cultural Integration: Reconciling Differences and Achieving Alignment
Serious flaws in the way culture integration efforts are launched often doom the chances for success. The wrong "opening moves," misplaced priorities, and the lack of a robust methodology usually mean the cultural end game is at great risk from the very outset.
PRITCHETT's 30 years of experience helping clients wrestle with myriad cultural challenges, in mergers big and small, has taught us to keep the cultural focus on operating results. Our approach is designed to help you avoid the most common cultural mistakes.
"Focusing on operating results does far more to
reconcile culture problems than focusing on culture does
to deliver the operating results you desperately need."
—Price Pritchett, Mergers: Growth in the Fast Lane
Managing Cultural Differences When Merging Companies
Best Practices: High-Velocity Culture Change
Forget About Building a Common Corporate Culture
Post-Merger Audit
Rarely does integration fully optimize your business. The reality is you can't afford to go slowly enough to get everything perfect during the first pass. That's why we recommend you take a second look after you've successfully completed integration. PRITCHETT consultants can perform an effective Post-Merger Audit to identify further opportunities for synergies, efficiencies, and growth. This second pass can often make the difference between so-so and spectacular results.
Related Articles by PRITCHETT consultants:
The Post-Merger Integration Audit
Post Acquisition: Customer Surveys and Letters
Save Lessons Learned: Post-Merger Integration Best Practices Tracking Tool
