The Glue of Integrations
Acquisitions make big headlines for their financial wins, but once the champagne is put away, the real work begins. Merging systems? Sure, that's hard. But the true challenge is integrating people, cultures, and building the kind of trust that creates a thriving organization.
I have been in the trenches of post-acquisition integrations both on the acquired and acquiring side, and the real success of any acquisition comes down to aligning expectations, blending cultures, motivating people, and creating a shared sense of purpose.
The Hidden Challenge: Culture Clash
You might think that if two companies are in the same industry, they'd naturally click. I've worked with companies that looked like a match made in heaven on paper—complementary products and markets, aligned goals, located a mile down the road —but their everyday work styles couldn't have been more different. When culture clashes go unchecked, morale drops, engagement slips, and key talent heads for the door.
When leaders prioritize cultural alignment from the start, something powerful happens—teams begin to gel, collaboration flourishes, and before long, the merger starts delivering results faster than anyone anticipated. I've seen this firsthand in one of the integrations I was part of, where early focus on servant leadership and culture made all the difference. Amazing experience!
Dedicated teams to support the integration the first period of time before transitioning responsibilities to functional owners is critical as well. The two companies need to align on expectations and why specific processes and deliveries are needed.
Leadership's Role: Creating the Glue
Here's where real leadership shines. Leaders are the glue that holds everything together—through trust and communication. And self-awareness is key. The best leaders know they don't have all the answers. They listen to their teams, and adapt their style to meet the needs of the moment.
Especially in those early days, when the dust from the acquisition is still settling, empathy is everything. Leaders who show vulnerability and open the door for feedback are the ones who build trust fastest. It's not about knowing it all—it's about creating relationships strong enough to hold the company together.
Pieces of Advice for Leaders Navigating Post-Acquisition:
- Align expectations & dedicate a team: The two companies need to align on expectations and why specific processes and deliveries are needed. The acquired company needs someone to ask and align with on a day-to-day basis for the first period of time.
- Lead with empathy: It's not just about systems—it's about people. Take time to really listen to your new teams. Understanding their perspectives builds trust and breaks down walls
- Be transparent: People need clarity to feel secure. Be open about what's changing and what's staying the same. Trust grows when there are no surprises.
Trust and Communication: The Secret Sauce
At the heart of every successful integration are trust and communication. Without them, things fall apart. The sooner leadership embraces this, the sooner teams start working as one. When people feel valued and heard, the real benefits of the acquisition begin to show—teams collaborate better, innovation starts flowing, and the new company starts to thrive.
What About You?
If you've been through an acquisition, I'm sure you know how much it can shake things up. How did your leadership approach it? What helped? What didn't?
I believe trust, communication, and emotionally intelligent leadership are the glue that holds it all together. Let's connect and chat about how to make post-acquisition transitions not just smoother—but transformative.