How do some companies continuously blend in acquisitions and “bolt-on” companies while keeping clients happy and remaining profitable? While others say, “We’ve tried acquisitions. All we have left to show for it is this end table and Beth in Accounting down the hall.”
I sat down with Steve Sapletal, a partner with KPMG who specializes in post-merger integration. Whether you are a Fortune 500 CEO or an entrepreneur that wants to add a competitor down the road, Steve has the critical steps that your team will need to follow. He will also share what happens when leaders skip these steps and try shortcuts. (Click Dynasty Leadership Podcast in iTunes or Dynasty Leadership Podcast for Android to find the podcast and subscribe.)
What were the takeaways?
[1:00] Who is Steve Sapletal?
[3:25] If you’re looking for help after you’ve signed the letter of intent (LOI) it’s too late!
[7:25] If you’re buying this company, what are you really buying it for? You want to define what the deal drivers are early on.
[10:00] Employees want to know what’s going on. It’s better to be honest with them than to hide it.
[10:35] Once the announcement has been made, expect productivity to go down by 20-30%.
[11:35] How many people should be in charge of the communication strategy?
[13:50] You want to have a 30-day detailed plan, but be prepared that things will change.
[16:05] After a deal has been closed, Steve and his team do twice a day check-ins for the first 7 days.
[16:50] You want to course-correct as quickly as possible.
[17:45] What is the average amount of time it takes for a company to fully integrate?
[20:35] Steve talks about the different types of integration companies and what they offer.
[25:05] What should a business owner look for in an integration company?
[27:45] Steve talks about some of the common mistakes that can happen.
[32:50] So many people forget about company culture. It’s usually grouped under HR, but Steve thinks this is a mistake.
[37:15] A lot of companies will take the wrong people and give them integration responsibilities. If you don’t have the right person, you need to hire them.
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