(Partial List- See eMerger Software for more tools and templates)
The tools and templates are organized under the steps of PRITCHETT's world-class M&A integration methodology.
PRITCHETT Consulting Clients, Merger Integration Certification Workshop Attendees, and Website Subscribers can access all the tools and templates. They can also access everything else-all the presentations, playbooks, books, articles, checklists, software, assessments, webinars, research, and videos on MergerIntegration.com.
Step 1: Establish Guiding Principles
Status report on how well M&A integration guiding principles are being followed.
Step 2: Define M&A Integration Strategy and Governance
Roles of different teams, leaders, and task forces in a M&A integration are explained in this two-page document.
An example of a RACI (Responsible, Accountable, Consulted, Informed) matrix that identifies roles and responsibilities for Steering Committee, IMO, Functional Teams, Synergy Owners, and Accounting.
2-page example on how the the M&A Steering Committee and Integration Team will work together to determine governance, their reporting relationship, the process for making decisions, resolving issues, etc.
Examples of M&A integration governance in regards to guidelines, meetings, performance reporting, confidentiality, and document management plus links to presentations on governance
Kickoff Meeting of Integration Management Office: Acquirer and Acquired Company
Step 4: Create M&A Charter
Instructions on how the Integration Team creates a Charter to document the mission, goals, scope, boundaries, and deliverables of the team. Plus a 2-page Charter example and 2-page Word template follow the instructions.
9-page exercise that includes background information on the Human Resources functions of two merging companies, HR organization charts, profiles of members chosen for the integration HR team, and a partially completed HR team integration charter to be completed by the reader.
9-page exercise that includes background information on the product development functions of two merging companies, product development organization charts, profiles of members chosen for the integration product development team, and a partially completed product development team integration charter to be completed by the reader.
9-page exercise that includes background information on the information technology functions of two merging companies, IT organization charts, profiles of members chosen for the integration IT team, and a partially completed IT team integration charter to be completed by the reader.
9-page exercise that includes background information on the sales functions of two merging companies, sales organization charts, profiles of members chosen for the integration sales team, and a partially completed sales team integration charter to be completed by the reader.
Includes charter statement, team scope (compensation, benefits, performance management, staffing, training, policies, etc.), key questions, deliverables, and critical success factors.
Step 5: Develop M&A Risk Mitigation Strategies
Example of completed risk identification and mitigation Excel template.
Every review item in this template is used to help prospective investors develop a sense of expectations regarding a target company's ability to generate cash flows and to understand the degree of risk to which those cash flows are subject.
Step 6: Develop Culture Integration Plans
An inquiry into the day-to-day operating fundamentals that reflect the cultural basics of how the business is run.
A survey focused on cultural traits often determined to be mission-critical.
The 4-page document discusses how the Integration Team should conduct the Operating Style Analysis in order to understand the similarities and differences between the two companies.
The Operating Style Analysis Word template follows the instructions.
An assessment of how an organization’s culture influences its ability to function as an adaptive system.
3-page assessment that calculates the degree of cultural differences in key areas
Step 7: Develop M&A Communication Plans
The 5-page example provides answers to more than 30 frequently asked questions from employees in a merger.
The 4-page example of a merger core message document serves as content for various M&A announcements and helps ensure consistent communications throughout the organizations. The Core Message Word template is also provided.
Information Technology: Day 1 Answers to Frequently Asked Questions
Step 8: Develop Staffing and Retention Plans
The sections of the document are as follows:
- Assessment of Turnover and Discussion of Retention Needs
- Status update on memo regarding org. design and synergies
- Staffing Toolkit
- Status Update on Tier 2 Interviews and Selection
- Job Descriptions and Professional Assessment Forms
Document covers the four steps involved in preparing a retention plan and includes a plan template.
3-page primer covers factors to consider and recommended steps
The Acquirer’s Approach to Talent Selection in an Acquisition is aimed at anticipating employee initial questions and providing perspective on talent selection.
Organizational announcements: protocol to follow when communicating outcomes of the talent selection process
Step 9: Develop Project M&A Integration Plans
Evaluation criteria in this 3-page Word document includes feedback to the HR/OD Team on The Team Charter, Plan, Organization Comparative Analysis, Future State Recommendation, Day 1 Items, Risk Analysis, Early Wins, Cost/Benefit Analysis, Outstanding Issues & Decisions, and Communication Plan.
The 1-page Word template is used document additional questions, issues, or action items requiring follow up after a planning meeting.
A Task Force may feel overwhelmed by the large number of identified initiatives. To assist a team on how to prioritize activities, we provide the criteria to evaluate projects and the Priority Initiatives Template.
20-page document is a plan that covers organization comparative analysis, future state recommendation, day 1 items, risk analysis, early wins, outstanding issues & decisions, and communications.
Acquirer’s 223 Data Requests from Acquired Company for the M&A Integration
M&A Synergy Work Plan includes target, likelihood, assigned to, start and ends dates, and cost to achieve,
Step 10: Execute Day 1 & Integration Plans
The one-page example lists the decisions that need to be made and by whom in order to construct a comprehensive integration plan. An additional one-page Decisions Required Word Template is also provided.
One-page example of milestones and timeline, information that the Integration Team Leader uses to lead the integration planning effort and to construct a presentation to the Integration Team.
One-page Major Milestones Word template is also provided.
The subheadings of this one-page Word template include project status, key learnings, key barriers, resource requirements, plan for next week, etc.
Subheadings of this one-page template include key actions and accomplishments, key issues/decisions required, potential solutions, etc.
Examples of overhead cost and synergy projections, and synergy tracking report (by type, work stream, and risk)
One page of instructions on what and how Integration Leaders should report.
One-page Word template of Weekly status report follows.
The steps to create an integration scorecard and the categories to cover, plus an example
Acquisition Signing Day Plan Covers Communications Overview and Schedule
Welcome week letter to acquirer’s leaders covers what’s needed from them and what they can expect.
Step 11: Capture Lessons Learned
The objectives of this five-page guide are to
- Collect and summarize information to guide the integration effort
- Provide a channel for feedback
The two-page document is an example on the data collected by The Steering Committee, Integration Team, and Task Forces about what went well during a merger and what should be changed for the next Integration.
The two-page Lessons Learned Word template is also provided.
The Steering Committee, Integration Team, and Task Forces collect information about what went well and what should be changed during the next Integration. This meeting should be conducted before the Integration teams have disbanded. Lessons Learned should be fed back to the next Steering Committee and Integration Team for the next Integration Planning effort.
Two-page example and two-page PDF template.