We’re bringing the ClearEdge team directly to you with our new short-form video series, Spark the Space, designed to energize and elevate your marketing game!
In this episode, Leslie Vickrey, ClearEdge’s Founder and CEO, joins Devyn Gaydos to talk through the role that a leadership team plays in a merger and acquisition outside of getting the deal executed and how you can use transparency, communication, and confidence to make your merger or acquisition a success.
Navigating Mergers & Acquisitions with Leslie Vickrey
Top Tips for Leaders Navigating Mergers & Acquisitions
Set the Vision and Align the Teams Early
Beyond executing the deal itself, leaders need to share a clear vision for the future. Be open about why the merger is happening and what it will mean for employees, clients, and stakeholders. Make sure that the entire leadership team is aligned with the same messaging.
Proactively address challenges, anticipate concerns, and ensure that both clients and employees feel valued and secure.
Over-communicate with Consistency and Transparency
Communication is one of the most important tools in a leader’s arsenal. Employees will inevitably have questions and concerns. While it’s unrealistic to have all the answers upfront, transparency and consistency are imperative.
A simple yet effective strategy is to establish key messaging pillars—three to five core messages that will guide all communications during the merger. These pillars should focus on key priorities like stability, vision, and the “why” behind the merger. By sticking to these messages across all channels leaders can create a unified story.
Make Culture Integration a Top Priority
Remember culture plays a huge role in how well the merger or acquisition will be received by employees.
The key to merging company cultures isn’t about deciding which culture will “win” or forcing one to dominate the other. It’s about crafting a new, shared culture that blends the best elements from both organizations. This requires leadership to take an intentional, proactive approach. Here’s how:
- Define shared values: Rather than letting culture be dictated by one of the merging companies, actively work to define a new set of values that represent the future organization.
- Listen to employees: Don’t make assumptions about how your team feels. Directly ask for feedback.
- Leverage marketing for cultural integration: Branding isn’t just for clients—it’s a powerful tool for unifying internal teams as well. Use storytelling and internal marketing campaigns to communicate the new company’s culture.
Prioritize Technology Integration from the Start
Whether you’re merging two separate technology stacks or adopting a new platform altogether, failing to prioritize technology integration early leads to frustration.
Take the time to assess and plan for technology integration as early as possible. This means ensuring that key systems—like CRM platforms, ATS, payroll systems, and communication tools—work seamlessly together.
Be People-First, but Don’t Ignore Operations
The most effective leaders approach M&As with a mindset that aligns three core elements: people, culture, and operations. When employees feel valued and secure, and when systems, processes, and technologies are optimized for efficiency, the organization as a whole can thrive in the new structure.
Mergers and acquisitions are undoubtedly challenging, but with strong leadership, the right communication strategies, and a focus on culture and technology integration, they can also lead to remarkable growth and innovation. By prioritizing people, staying transparent in your messaging, integrating cultures intentionally, and ensuring your technology works seamlessly, you can pave the way for a successful merger that benefits everyone involved.
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