Integration & Retention
A company’s decision to acquire another company can be based on many different criteria or a select few. In most cases the leadership team is a key part of the acquisition and has been responsible for positioning the company being acquired. When companies in the same sector merge, one of the synergies of the merger is acquiring talent to strengthen the leadership team. Integration and retention plans determine the future direction of the business and the workforce’s views on what the new organization values.
It is important to identify members of the team who can help strengthen and grow the future of the company during the due diligence phase. Selecting someone to stay does not mean they will. It is not surprising that people often choose to leave an organization or “de-commit” during a merger or acquisition. Acquirers should recruit the crucial people in the target company before competitors capture their attention. Merging can become more problematic and costly without the help of the target company’s key leaders.
We have the tools to help you identify high performance leaders and develop targeted development plans. Please contact us at rick@x-stress.com for more information.
A case for leadership positioning and development
Identifying and developing leaders impact mergers and acquisitions in many ways.
- Companies with effective leadership teams are better positioned to attract lucrative offers from other companies or private investors.
- More and more investors are using leadership as an indicator of future performance.
- In today’s talent market retaining acquired talent is a cost-effective way to strengthen you team.
- Identifying and developing acquired talent can enhance succession management.