lauraflorentin Integration Planning
Post-merger integration is where deal value is either captured or destroyed. Cultural mismatch is the leading cause of integration failure, and poorly planned Day 1 transitions create lasting organizational damage. This skill covers both the analytical (culture diagnostics) and operational (PMI planning) dimensions.
When to Use
- Assessing cultural compatibility between acquirer and target
- Building a PMI Target Operating Model
- Creating Day 1 readiness checklists
- Designing functional workstream plans (HR, IT, Finance, Operations)
- Developing employee communications and change management plans
The /culture-diag Protocol
How It Works
Shifts cultural assessment from subjective interviews to objective behavioral mapping:
- Analyze unstructured organizational data (where legally permissible and anonymized):
- Decision-making velocity and approval hierarchies
- Meeting cadences and cross-departmental communication patterns
- Budget authority levels and spending approval chains
- Identify operational friction points between organizations
- Flag fundamental behavioral incompatibilities
- Recommend targeted change-management interventions
Output Format
## Cultural Compatibility Assessment
### Decision-Making Style
| Dimension | Acquirer | Target | Friction Level |
|-----------|---------|--------|----------------|
| Decision speed | Agile / decentralized | Committee-driven | 🔴 HIGH |
| Risk tolerance | High | Conservative | 🟡 MEDIUM |
| Innovation approach | Bottom-up | Top-down directive | 🔴 HIGH |
| Communication | Informal / Slack-first | Formal / email chain | 🟡 MEDIUM |
### Key Friction Points
1. [Specific incompatibility with recommended intervention]
2. [...]
### Change Management Priorities
1. [Most critical cultural bridge to build]
2. [...]
Time saved: Replaces days of subjective interviewing with objective behavioral mapping, enabling proactive change-management planning before Day 1.
PMI Target Operating Model
Key Sections
| Section | Focus |
|---|---|
| Integration Governance | Steering committee, escalation protocols, IMO roles |
| Day 1 Readiness | Payroll continuity, legal entity transfer, systems access, communications |
| Functional Workstreams | 100-day plans for HR, IT, Finance, Operations, Legal, Go-to-Market |
| Systems & IT Architecture | Application rationalization, data migration, infrastructure |
| Cultural Integration & Change Mgmt | Retention strategies, benefit rationalization, communications sequencing |
AI-Assisted Workflow
- Prompt with deal parameters (e.g., "carve-out acquisition in regulated manufacturing")
- Generate workstream charters with standard timelines and risk registers
- Populate cross-functional dependency maps
- Auto-generate from HR DD findings:
- Employee onboarding communications
- Talent retention bonus agreements
- Benefit transition summaries
- Create Day 1 readiness checklist with owner assignments
Day 1 Readiness Template
## Day 1 Readiness Checklist
### Legal & Corporate
- [ ] Legal entity transfer completed
- [ ] Board resolutions filed
- [ ] Regulatory notifications submitted
### HR & People
- [ ] Payroll continuity confirmed
- [ ] Benefits enrollment communicated
- [ ] Organization chart published
- [ ] Welcome communications sent
### IT & Systems
- [ ] Email and SSO access provisioned
- [ ] Critical systems access granted
- [ ] Data migration verified
### Operations
- [ ] Customer notification letters sent
- [ ] Vendor notification letters sent
- [ ] Banking and treasury transitioned
### Communications
- [ ] All-hands meeting scheduled
- [ ] External press release approved
- [ ] Customer FAQ distributed to front-line teams
Operating Guidelines
- Cultural diagnostics must use only legally permissible, anonymized data
- Day 1 plans must be jurisdiction-specific (labor laws vary dramatically)
- Employee communications should be empathetic, transparent, and legally reviewed
- Retention bonuses should target key personnel identified in HR diligence
- Always include a "first 100 days" milestone tracker with clear accountability
- Integration governance should have weekly cadence minimum for the first 90 days
- Flag any synergy that requires involuntary headcount reduction — needs sensitive handling