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Mergers only succeed when people merge

Synergies, growth, economies of scale, elimination of duplicate structures, accelerated innovation, competence building. The list of goals for mergers and acquisitions (M&As) is long. Unfortunately, the list of failed M&As is just as long. Eighty percent fail due to a lack of post-merger integration, and 50% due to incompatible cultures (source: Roland Berger).

In plain language: if the workforce resists a merger or acquisition, consciously separates itself from each other, and does not want to identify with the new entity, the expected synergies will not materialize. The project fails, and restructuring / turnaround is often necessary. That is why human dynamics must be considered in M&As from the very beginning. This is particularly important in the due diligence phase (see below), at the latest from Day-One, when it is essential to quickly provide clarity for all those affected.

This requires specialists in communication, social psychology, and other disciplines. It requires professional handling of relevant factors such as culture, social identity, shared values, beliefs, and behavioral norms, Anti-Change-DNA, and emotions. This is precisely why organizations entrust viadoo Change Guides with the strategic planning and successful management of their Post Merger Integration (PMI).

We want your change to succeed!

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Feel free to ask us about your ongoing or planned change initiative. Contact us if you would like to learn more about us and our services. We look forward to hearing from you.

Send Request for Proposal (RfP)
Post merger integration white collar

Our Approach: Holistic, structured, individual guidance through Post Merger Integration

  • Quick perception of the situation
  • Recognition of (hidden) conflicts
  • Cognitive and emotional empathy
  • Coping with fears and resistance
  • Regarding fans and opponents
  • Adopting comms to change curve
  • Comms support for middle managers
  • Stakeholder and change impact analysis
  • Pivoting Workshop
  • Real Time Strategic Change (RTSC)
  • Open Space
  • World Café
  • Appreciative Inquiry
  • Future Search
  • OKR Development
  • …

viadoo's Post Merger Integration Model

1. Analysis of Change Initiative & Humans

1. Analysis of Change Initiative & Humans

We understand the expected synergies of the deal. We then analyze the culture of buyer and target, their stakeholders, and their likely emotions and reactions to the deal. We also develop a valid answer to the question of why the M&A is now inevitable. Together with top management, we then generate a vision of the new organization’s future as a guide for buyer’s and target’s employees.

2. Analysis of Humans & Organization

2. Analysis of Humans & Organization

We identify qualified change agents and train potential change agents. At the same time, we analyze the infrastructure for post merger integration communication. Finally, we set up the Integration Management Office (members, roles, governance, etc.). This allows us to identify areas of conflict at an early stage and facilitate solutions.
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3. Conception of Change Architecture

3. Conception of Change Architecture

Based on the previous results, we formulate the change story and develop the change management architecture. This includes plans for stakeholder participation, sponsor involvement, necessary training measures, and target group-specific, agile change communication (topic and action plan). In this way, we strengthen trust in the M&A and in the executives.

4. Realization of Change Initiative

4. Realization of Change Initiative

We implement our change architecture in line with the integration plan (technical level). This includes among other things conflict mediation, overcoming dysfunctional teams, and soliciting feedback. In accordance with the agile communication strategy, we also provide ongoing information about even small steps forward. In the end, we actively contribute to your M&A success!

Our services along a typical PMI initiative

As with any change project, there is no one-size-fits-all approach to successful post-merger integration (PMI). However, every PMI project has typical milestones. As a neutral third party and the human side of M&As, we offer the following services as part of a typical PMI initiative.

Due Diligence Initiation

Due Diligence Phase

viadoo PMI Services: 

• Evaluating the compatibility and potential clashes between the cultures of buyer and target to ensure a successful PMI.

• As a neutral third party, focus on tensions, fears, and faction formation in top management, middle management, and among the remaining employees of both organizations.

Signing

Transition Phase

viadoo PMI Services: 

• Reviewing the due diligence report(s) to identify the issues to be addressed during the integration process.

• Establishing a strong Integration Management Office (IMO) team with an integration committee and transversal integration teams (e.g. IT system integration, HR topics).

• Developing a PMI Architecture and a PMI Communication Strategy.

Closing & Day One

Post Day One Integration Phase

viadoo PMI Services:

• Implementing the PMI Communication Strategy regarding personnel decisions, planned structures, reporting channels, etc., with a focus on the information needs of middle management.

• Appointing new CEOs, managing directors, board members, and executives and promoting their integration (e.g., through conflict management workshops and team-building measures).

First 100 Days

viadoo PMI Services:

• Launching takeover period with decided joint operating structure.

• Implementing the PMI Architecture that puts people and culture at the heart.

• Accepting that this is a time of anxiety and uncertainty for employees of both merger partners.

Official Integration Completition

Business as Usual Phase

viadoo PMI Services: 

• After 12 – 18 months cost-saving synergies begin to capture

• After +36 months culture changed successfully, buyer’s & target’s employees work as one

Your most important advantages at a glance

1. Your chances of success increase to 95%

For years, only 15% to 30% of all projects have been successful. However, if you invest in change management from the outset, alongside project management, you can achieve a 95% chance of success.

2. Your skilled workers stay on board

Many skilled workers leave companies during change processes. And it’s usually the best ones who go. However, if you convince your experts of the change, motivate them, and build trust, you will keep them.

3. You reduce loss of productivity

In most change initiatives, performance of employees declines first, followed by organisation’s productivity. By up to a quarter. Those who manage their change professionally avoid these losses.

4. You gaining people's acceptance & trust

Those who take a strategic approach to change communication ensure transparency, promote acceptance, and strengthen employees’ trust in change. It also eases the commitment of middle management.

5. You have a motivated project team in place

Thanks to careful preparation (viadoo’s 4-Phase Model), everyone in the project team knows the shared vision, the reasons for the necessary change, their tasks, and their sponsors (!). This creates motivation for the work.

6. Your executives build change competence

Investing in professional change management automatically trains your managers in this discipline. At the same time, a network of change agents is created so that future changes are also successful.

We want your change to succeed!

-

Feel free to ask us about your ongoing or planned change initiative. Contact us if you would like to learn more about us and our services. We look forward to hearing from you.

Send Request for Proposal (RfP)

Cultural Due Diligence as the cornerstone of Post Merger Integration

In order for organizations (entire companies or individual departments) to be successfully merged or integrated, the workforces must grow together. This cannot be ordered. The art lies in helping people overcome their primal social instincts. These include forming packs, setting boundaries, and reinforcing contrasts as part of what we call the Anti-Change-DNA phenomenon.

It is therefore essential to understand the cultures of the organizations involved in the merger or acquisition. This includes their unwritten values and behavioral standards that people live by in their everyday lives. The boundaries that employees set between their organization and others, and the resulting sense of identity, are also part of the culture (btw: third level of Edgar Schein‘s cultural level model).

As the human side of transformation, viadoo Change Guides specialize in identifying the cultures of organizations (companies, departments, teams) and actively supporting them in overcoming primal human instincts. Our services therefore include, among other things:

  • Minimizing the risk of a “clash of cultures”
  • Performing Cultural Due Diligence
  • Using the story listening + AI meth
Post Merger Integration Culture
Live Communication

Conceptual planning and hosting a panel discussion with, among others, the local city mayor and the president of the university of applied sciences in front of 4,500 employees at a town hall meeting.

© viadoo GmbH

Live SocialMedia Session 2

Conceptual planning and hosting a Live Social Media Session on LinkedIn with CEOs and other guests.

© viadoo GmbH

Fishbowl Workshop

Design and facilitation of fishbowls to promote dialogue at eye level, empathy, and willingness to compromise.

© viadoo GmbH

Transformation Communications

Preparation and multiple delivery of a keynote speech to executives on ‘Change Leadership in Times of New Work’.

© Flughafen München GmbH

Roll-out Live Communication

Conception and implementation of the complete rollout of a new aircraft with guests from politics, industry, and the military as prime contractor (see video documentation).

© viadoo GmbH

Live Communication brings Post Merger Integration to Life

The communication strategy for post-merger integration must be in place by Day-One at the latest. From then on, it is important to keep internal and external stakeholders constantly up to date. For listed companies, this must be done in close coordination with the legal and investor relations departments. Often, there are not enough internal resources available for systematic change communication, which must also be coordinated with the team responsible for the technical aspects of post-merger integration.

This is where viadoo Change Guides come in: Communication is a cornerstone of our company. For 20 years now, we have been developing and implementing communication strategies for top managers in SMEs and DAX 40 companies so that they can successfully and sustainably achieve their change projects. This is especially true for PMI projects, where professional, early, and transparent communication can alleviate fears, strengthen the sense of belonging, and build trust.

Among other things, we offer the following live communication formats for successful post-merger integration:

  • Panel discussions, roundtables for more transparency
  • Workshops (Fishbowl etc.) for more participation
  • Town hall meeting moderation for information
  • Live social media sessions (e.g., LinkedIn Live)
  • Hosting of live webinars, podcasts

In addition we offer strategic communication elements like:

  • Preparing executives (middle management) for employees’ questions & concerns with Q&As
  • Preparing board members for information leaks with a crisis communication strategy

Our services related to Post Merger Integration

Management of Transformation

We plan, implement and monitor your significant shift in culture, structure, processes or systems with a special focus on social and emotional aspects.
LEARN MORE

Transformation Communications

We set up and drive your transformation communications narrative, strategy and plan on executive and employee level.
LEARN MORE

Post Merger Integration Services (PMI)

We minimizing the risk of a “clash of cultures” with Cultural Due Diligence as well as external and internal Comms from Day-One.
LEARN MORE

Restructuring & Turnaround Services

We plan stakeholder participation, involve sponsors, necessary training, and agile change communication of your restructuring.
LEARN MORE

Change Leadership Academy

We empower your executives to manage emotions and resistance as well as other challenges during a change initiative or transformation.
LEARN MORE

Establishing Corporate Newsrooms

We lift your corporate communications to a new level of effectiveness by breaking silo structures with a corporate newsroom.
LEARN MORE

Key qualifications of our team regarding Post Merger Integration

Certified Change Managers

Our certified change managers studied change management theories like Lewin‘s Change Model, Kotter‘s 8-Step Model, and Prosci‘s ADKAR Model. They master how to set up a change architecture as well as different change management frameworks and methodologies.

Heads of Corporate Comms

Our experts in change communication are skilled at adapting to different stakeholders and developing tailor-made strategies and measures for them. They are also experienced in preparing and hosting live communication formats. Some of them are even former heads of corporate communications.

Highly Qualified Specialists

Our interdisciplinary team of trainers brings expertise from all disciplines required for effective human leadership in change management. These include psychology, communication science, sociology, pedagogy, economics, engineering, coaching, and business moderation.

Certified Facilitators

Our facilitators learned a range of skills and techniques to effectively guide and support even large groups of people, promote collaboration, and facilitate positive outcomes. They master methodologies like Real Time Strategic Change, Open Space, Appreciative Inquiry and World Café.

Certified Project Managers

Our certified project managers know how to effectively plan and implement change initiatives. They also master Agile project management which is more flexible and adaptable, with a focus on collaboration, continuous improvement, and responding quickly and effectively to change.

Certified Coaches

Our certified coaches facilitate changes, enabling employees to overcome obstacles, and achieve personal as well as professional transformation. They do it through building trust, active listening, goal setting, empowerment, thought-provoking questions, accountability, support, and continuous learning.
Content Carla
Content Carla (AI)

Content Marketing Manager

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Jens Dunkhase
Jens Dunkhase

Senior Coach & Trainer

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Dr. Peter Blumer
Dr.-Ing. Peter Blumer

Principal & Senior Consultant

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Verena Schinerl
Dipl.-Psych. Verena Schinerl

Coach & Trainer

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Research Randy
Research Randy (AI)

Junior Change Expert

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Dr. Dominik Faust
Dr. Dominik Faust

Founder & DoctorChange

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Thomas Bella
Thomas Bella
Nico Brandl
Nico F. Brandl

Senior Change Expert

Anke Engelhard
Anke Engelhard

Senior Coach & Trainer

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Let's talk about your project!

We want your change initiative to be a success! That’s why you can both send us your detailed request for proposal (RfP) using the form below and book a free initial consultation. You should then be able to assess whether we are the ideal change guides for you.

Send us your request for proposal (RfP):

Book a free initial consultation:

What you can expect:

1. Understand your project

We'll answer your request and arrange a call with you. You then tell us about your project, goals and challenges.
∼ 15 mins

2. Preview solutions

Together with you, we review similar cases and outline how viadoo can help you make your project a success.
∼ 10 mins

3. Tailored next steps

We will recommend tailored next steps, such as a deeper dive, an on-site survey, or the creation of a proposal.
∼ 5 mins

OUR LOCATION

Greater Munich Area, GERMANY

DROP US A LINE

connect@viadoo.eu