Integration Success Is All About Execution
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Common integration pitfalls: poor planning and monitoring, lack of project prioritization, vague expectation setting, rigid plans, and poor communication.
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Choose the execution model that matches your company’s needs: Plan It for You, Do It for You, or Do It with You.
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Real-world case studies show that success hinges on the right tools, clarity of vision and execution plan, and defined success metrics.
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Use the actionable roadmap and best practices provided to sustain value and avoid M&A failure.
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Contact Gotara to build sustainable integration execution muscle.
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Why Execution, Not Hope, Determines Post-M&A Integration Success
In the exciting and often complex world of mergers and acquisitions (M&A), once the deal is done, the success of the integration process hinges on factors that extend beyond just strategy and operational forecasts. Take it from operators who have succeeded in the past, at the heart of a successful post-M&A integration lies a critical truth:
It is all in the execution.
M&A Failure is No Myth
Even the most strategic deal can fall apart in execution. As HBR puts it: “The success or failure of an acquisition lies in the nuts and bolts of integration.”
Key Data:
When strategy and due diligence are solid, failure is rarely due to a lack of vision—it’s often a result of breakdowns in execution.
Common Pitfalls in Post-M&A Integration (PMI)
Based on our decades of experience, here’s where integrations most often fail:
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Insufficient planning: Plan is too high-level or starts post-deal signing.
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Postponing the hard decisions: Lack of prioritization on key projects.
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Poorly defined objectives: Objectives focused solely on financial benefits and/or void of operational definitions.
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Leadership disengagement: If execs check out, alignment quickly unravels.
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Weak vision translation: Teams don’t see how changes impact their work.
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Culture ignored: Cultural friction creates churn and miscommunication.
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Overdependence on consultants: Without ownership, plans fall flat.
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Rigid plans: Plans that can’t flex often collapse.
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Lack of monitoring: No feedback = no way to spot drift.
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Insufficient communication: Teams are left in the dark on vision, expectations, milestones, and progress.
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Which Execution Model Should You Choose?
Do you have the necessary execution expertise internally to lead a successful integration? If you and members of your executive team do not have direct, previous experience integrating on a similar scope, you have options.
Here are three models typically chosen. Each has strengths and weaknesses—choose the one aligned to your capability, culture, and goals
Comparison of Post-M&A Execution Models
| Model | Description | Pros | Cons |
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| Plan It for You | Consulting firm designs the roadmap, then hands it off |
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| Do It for You | Outsiders directly execute workstreams |
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| Do It with You | Partner co-executes and coaches alongside your team |
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At Gotara, we implement a “do it with you” model because you’ll be more successful owning execution, with our expert partnership and support.
“Do It With You” Model in Action
1. Jon’s HRIS Integration
Challenge:
Needed to consolidate two HRIS systems, but lacked a project plan, deadline clarity, stakeholder alignment, and risk framework.
What Gotara Did:
We partnered with Jon to:
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Build a simple one-page project charter with clear success criteria
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Create a Gantt chart with dependencies, milestones
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Develop a risk matrix and stakeholder management techniques
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Result:
Project delivered on schedule. Jon gained confidence in launching and managing new workstreams.
“Just a few simple tools helped me embed just the right amount of structure, manage scope, and deliver results. Now I know how to launch my next workstream on my own.”
Takeaways:
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Simple artifacts (charter, roadmap) provide clarity
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Guardrails help manage scope and requests
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Coaching changes execution from reactive to intentional
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2. Thomaz’s Vision Rollout
Challenge:
New CTO, bold vision, but team struggled to connect strategy with daily work and lacked shared clarity.
What Gotara Did:
We partnered with Thomaz to:
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Identify breakdowns
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Rewrite vision in plain, actionable language
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Pilot narrative with high-potential employees
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Design roadshow to engage employees and facilitate buy-in
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Result:
Unified vision and accelerated alignment across tech org.
“I had the vision—but no language. Additionally, the way we had attempted to push the narrative down was clearly not working. The tools and facilitation introduced accelerated alignment across teams, allowing my entire organization to unify and align much faster than I anticipated.”
Takeaways:
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Vision must translate into everyday work
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Pilots/test messages for clarity
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Leaders own ‘meaning-making’—not just restate strategy
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3. Amber’s Integration Leadership
Challenge:
Amber managed tech integration but lacked clear progress; workstream updates were inconsistent.
What Gotara Did:
We partnered with Amber to:
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Simplify metrics/reporting
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Work one-on-one with each workstream leader to clarify the “what” and the “why” of reporting
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Build a dashboard; set up regular governance rhythms
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Result:
Cut integration timeline by 25%. Amber increased visibility, engagement, and confidence.
“I now see workstream leaders engaged and instantly know which workstreams are yellow or red—and why, and who needs help. That visibility was the difference I needed.”
Takeaways:
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Clear communication and leadership drive progress
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Unified dashboards convert noise into actionable signals
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Governing with regular cadence and effective escalation prevent drift
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What Do These Three Examples Have in Common?
- These organizations implemented appropriately sized processes, tools, and techniques to either get their integration efforts back on track or maintain progress from the start.
- Leaders met their goals, and in some cases, exceeded them.
- These organizations retained ownership of the work, which helped keep the workforce engaged and fostered a sense of accomplishment. This approach avoids the common pitfall of a consultant taking over, which rarely yields positive outcomes.
- Leaders benefited from having one-on-one business leader advisers who, along with skill content, provided real-time support to enhance internal leadership capabilities.
Your Integration Roadmap
Follow these actionable steps for post-M&A integration success:
Pre-Close Phase
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- Review all due diligence documents to understand:
- Risks
- Goals
- Plans
- Develop the initial integration plan
- Craft specific communications for day one
- Review all due diligence documents to understand:
Day One to 60 Days
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- Draft a compelling vision/strategy for the new organization
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Cascade vision/strategy, align execs
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Communicate company values
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Deploy your overall integration charter, governance design, dashboards
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Identify workstreams and launch execution
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Identify/mitigate top risks
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Track milestones, escalate/revise plan as needed
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Communicate tech/process/policy changes
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Initiate regular employee pulse surveys
Ongoing Execution
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Reinforce vision and strategy
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Use red, yellow, and green dashboards with consistent metrics
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Hold weekly workstream reviews
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Reassess risks and adapt
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Adjust governance/escalation actively
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Host all-hands, communicate progress
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Measure real progress vs. activities
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Scale Profitably & Sustainably
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Scale leaders to grow the company
- Implement the right level processes and structure
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Post-Integration Value Capture
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- Don’t declare “done” too soon
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Final board/team report-out on success metrics
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Revisit unexploited synergies
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Iterate culture/process further
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Plan for the next strategic shift—never get complacent
Why This Approach Unlocks Sustainable Value
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Prevents activity trap: Focuses on outcomes, not just motion.
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Drives internal ownership: Teams remain engaged and accountable.
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Builds execution muscle: Organization continues to grow after integration.
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Increases predictability: Progress tracked and managed transparently.
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Your acquisition will be judged not by the deal headline, but by results in years two, three, and beyond.
Ready to Build Your Integration Execution Muscle?
Gotara partners with leaders to co-execute, coach, and build internal execution capability that truly lasts.
Explore Gotara’s business solutions or schedule a discovery session with one of our Business Leader Advisors.
Let’s make your next merger or acquisition your best one.
Real Impact.
Real Results.
Real Growth.
