INTEGRATION PROJECT FLIGHT PLAN
Integration Project Flight Plan
ABC Company – Acquisition of XYZ Company
An Executive Team Strategy Briefing was held on ___________________ to outline the post merger integration plans of the pending acquisition of the assets of XYZ Company, based in _____________________. This Integration Project Flight Plan, will serve as a high-level strategy platform for decision making by management for the combined entity, especially during the critical first 100 days post-closing.
Strategy Briefing Attendees
A listing of attendees by functional areas and organization represented.
Name Area Organization
Identify and clarify the top 3 reasons for pursuing the deal. Below are examples.
Create and exploit synergies
Increase market share
Acquire talent that is not available within the organization
Acquire products and/or technologies
Strengthen the core business by expanding in areas of greatest competence
Gain footholds in other domestic or international geographic areas
Achieve critical mass or competitive size
In 1 or 2 sentences, identify clearly the primary objective of the integration project to accomplish the deal drivers. Secondary objectives may also be listed.
Levels of Integration
Establish the proposed level of integration by functional areas. Classify by percentage and which phase of integration. (Immediate-30 days, Near-Term-100 days, Long-Term-1 year)
Functional Area % Integration Phase
Finance and Accounting
Risks and Constraints
Identify potential risks and categorize them by the level of impact and the probability of occurrence. Develop risk abatement strategy for the most critical.
Risk Type Level of Impact Probability
Key Employees – Existing
Key Employees - Acquired
Vendors and Suppliers
Banking and Lenders
It is important to set clear goals, structure, and leadership from the start. The primary goal of cultural integration is to work to identify existing values and branding to determine how to take the best of both worlds and combine them. Below are examples:
Online and in-person surveys to identify what it feels like to work at the acquired organization
Focus groups designed to understand how to best minimize the impact of cultures
HR should try and complete a job analysis for all key roles prior to integration
Address any areas where there is considerable overlap as soon as possible
Have business cards, office supplies, and a work area ready to go on their first day
Providing each acquired employee with an employee ID for access to necessary systems and resources
Day 1 (Day After Deal Closing)
Since you only get one shot at creating a first impression, it is essential to identify and manage the numerous tasks that must be addressed across the organization to be ready for Day 1.
Identify tasks and assign specific responsibilities
Develop key messages to be communicated to staff, customers and key suppliers
Identify critical talent and communications message
Ensure that accounting/banking systems are intact to manage cash, receipts and expenses
Establish governance and ground rules
Establish clear decisions on branding, logos, email addresses, websites
Prepare for business security/continuity
Identify priority legal and compliance tasks
Integration Team Members
Identify team members from both organizations and assign roles/responsibilities being very conscious of team members’ availability due to ongoing day-to-day responsibilities and activities. Consider supplemental resources if necessary. Determine reporting and communication responsibilities. Also, establish what person or group will the integration team need information or decisions from, and to whom will the team need to provide information or decisions.
Name Area Organization Report To
Summary Milestone Target Dates and Budgets
Establish Immediate and Near-Term target dates for critical activities and events.
Key Event Target Date Budget
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