Advice on mergers & acquisitions
Make the deal – make it work
Making mergers & acquisitions successful
Mergers & Acquisitions (M&A) can strengthen market positions, enable economies of scale and open up access to new competencies or business areas. But it takes far more than just signing a contract!
We support you in the planning and design of your M&A process with professional change management – by…
- orientationthat creates clarity and reduces uncertainty.
- Communication that helps people understand what is happening, why it is happening and what it means for them.
- dialog spaces in which differences and tensions become visible, discussable and workable.
Merger vs. post-merger integration - what is it actually?
A merger involves the combination of two or more companies. In an acquisition, one company is bought by another. The legal and financial act is usually clarified quite quickly. But the real challenge begins afterwards: Two previously independent companies are to become one efficient unit. We call this merging of cultures, structures, processes and systems post-merger integration.
Without targeted post-merger integration…
- synergies remain unused
- develop Duplicate structures & inefficiencies
- Friction losses arise due to “us vs. them” dynamics
- Key people leave & with them critical knowledge
How can we support you in the M&A process?
Change management consulting
Developing a tailor-made strategy
Time & process planning
- Plan communication strategy
- Integrate leadership
- Turning those affected into participants
Supporting cultural change
- Creating a strong sense of togetherness
- Increase attractiveness as an employer
- Making values visible
- Develop a mission statement
- Shaping corporate culture
Developing managers & teams
- Successful leadership & collaboration in mergers
- Dealing with resistance in times of change
- Personal coaching
- Soft skills training
- Resilience training
Why external support makes the difference in mergers & acquisitions
Many internal managers experience a merger or acquisition for the first time and underestimate the complexity: suddenly teams that don’t know each other are working together. Routines and habits that people have been doing for many years change. And in the meantime, day-to-day business must continue. This is unsettling and irritating.
Advantages of our professional support:
- Neutral view from the outside
- Experience from other M&A processes – we know best practices, typical stumbling blocks & effective levers
- Individual approach tailored to your company, people & culture
- Shaping a common, lively process – that involves the whole team
Your consultants from the berlin team
FAQ
How quickly do you see the effects of change management consulting in a merger or acquisition?
Erst Effects show themselves often already after few weeks: iin the form of increased transparency, clearer communication and more orientation for the Employees. This usually results in a significantly higher level of acceptance among those involved. Sustainable changes in behavior and real performanceeffects arise in usually as a rule after 6 to 18 months.
What do we as external change managers do differently in the M&A process than internal change managers?
We bring an independent perspective to the table. We are not entangled in existing power constellations or conflicts of interest and can openly address tensions or cultural differences. Thanks to our experience from various M&A processes, we are familiar with typical challenges and effective levers for successfully structuring the merger or acquisition .
How can cultural differences be overcome in mergers & acquisitions?
First of all, you need space, methodology and the willingness to discuss culture as a success factor. Here it is important to get to know the different cultures. With clarity, mutual respect and empathy, we develop a common understanding with those involved:
- What values are important to those involved?
- How do they experience the current culture?
- What culture is needed to be successful in the current environment?
Based on these three questions and taking all perspectives into account, a new and shared culture can be developed.
How long does post-merger integration take?
The Duration one Post Merger Integration hangs strong of the size of the companies and the Complexity of the project from. As a rough Orientation applies: 3 to 9 months. G larger or more complex projects can 12 to 18 months take. It is therefore crucial to define at the outset when integration is considered complete.
When should planning for post-merger integration begin?
As early as possible. Ideally in the due diligence phase. But at the latest after the signing. Because careful planning is the basis for successful post-merger integration. And it needs sufficient time. Otherwise there is a risk of delays and financial losses.
What are the phases of post-merger integration?
Post-merger integration typically takes place in 3 phases:
1st planning phase
This is where the integration strategy is defined and a timetable drawn up. Measures for cultural harmonization are defined and an integration team is set up.
2nd implementation phase
In this phase, the planned activities are implemented.Clear communication and consistent monitoring of progressare crucial here .
3. final phase
This is all about follow-up and optimization: results are are evaluated, feedback obtained and measures targeted further developed.