20 episodes

Bringing you best business insights from the world of Growth Strategy, Mergers and Acquisitions (M&A), and Digital Innovation

Fifth Chrome Business Insights Anirvan Sen

    • Business
    • 5.0 • 1 Rating

Bringing you best business insights from the world of Growth Strategy, Mergers and Acquisitions (M&A), and Digital Innovation

    S2 - Ep8: M&A Stories on Importance of Technology in M&A Integration with Hutton Henry

    S2 - Ep8: M&A Stories on Importance of Technology in M&A Integration with Hutton Henry

    Interview on "M&A Stories on Importance of Technology in M&A Integration" with Hutton Henry

    Show Notes:

    M&A Integrations most often miss out on the “people” element. And if you miss this early in the integration process, it tends to come back and hurt you in a much bigger way.

    Cultural sensitivity is a key part of any integration especially if it is an international acquisition. Left unaddressed it can quickly turn into animosity amongst people from the acquired company towards the acquiring company. As a result, other projects during the integration period often get impacted as people lose motivation and don’t necessarily care as much, and even sharing of information gets radically reduced.

    Even though a single company has a technology platform, however, technology expertise is not necessarily critical in all integrations!

    Technology can provide a competitive advantage or help in cost reduction in an integration.

    There are 3 pillars in technology M&A due diligence: people, visibility on landscape and technology integration plan.

    When it comes to tech integration, you must consider that imperfection is normal. Both sides have to open up and share what each other is doing even if it is not perfect. It is hard because technology people tend to be perfectionists. On the other side, when people start sharing their imperfections, it leads to greater trust and thus, possibilities of greater collaboration.

    Technology integrations are also very exciting as in each integration there is something that needs to be built new like using Lego bricks to build a new structure.

    What is observed in due diligence can be very different post-acquisition in terms of people and team. Therefore, attention must be paid to understanding “people” in technology integration.

    There is a certain level of intelligence in understanding people, leaders, and team dynamics when it comes to integrating technology teams. One of the best tools to do is Kolbe’s conative assessment.

    Three words of advice on technology due diligence:

    - Try to get a copy of tech dd. See if it was internal or external

    - Try to see if you can get a copy of commercial dd since it can give real insights on why a certain acquisition was conducted

    - Listen for nuances from the people interactions. This one is critical since nuances are not about whether you can solve the problem or not. It is about getting a hook by which you can continue the dialogues further.

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    Watch this episode and learn more about what Hutton Henry has to say about the importance of technology and people in any Post-Merger Integration. Hutton is a people-centered and technology-focused, seasoned M&A professional. His M&A career spanning more than two decades is a treasure trove of expertise and nuanced stories. He is the founder and CEO of Beyond M&A, a company that provides technology due diligence and post-deal advisory services for private equity/venture capital investors and within their portfolios.


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    https://www.linkedin.com/in/hutton-henry/


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    The hosts of the interview are: Anirvan Sen, CEO Fifth Chrome: https://www.linkedin.com/in/anirvansen/
    Marcella Hall, HR M&A Expert: https://www.linkedin.com/in/hallmarcella/


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    This interview is part of a series run by Fifth Chrome (https://www.fifthchrome.com), a firm that enables experienced professionals to build "Future Capabilities for Business to thrive".

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    Training mentioned: - Anirvan Sen's On-demand M&A Integration Training: https://fifthchrome.com/ma-integration-masterclass-6wk/


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    Books mentioned:
    - Hutton Henry's book : People First: Unite your tech teams to deliver successful M&A integration projects: https://smile.amazon.com/dp/1781333041

    • 45 min
    S2 - Ep7: M&A Stories on business strategies on growth and importance of integration with Dirk Hendrickx

    S2 - Ep7: M&A Stories on business strategies on growth and importance of integration with Dirk Hendrickx

    Interview on "M&A Stories on business strategies on growth and importance of integration" with Dirk Hendrickx

    Show Notes: 

    Mergers and Acquisitions can play a big part in the growth strategies of companies but it is the integration where you actually create the value. Companies need to start thinking about aspects of integration even before the due diligence process. Companies shouldn’t have M&A as the only strategy. However, M&A can help accelerate growth, it can help to enter a new country and help acquire talent.

    Markets that are evolving fast have a lot of companies and entrepreneurs that come up with new technology, new solution and the only way you can acquire that is through acquisition.  

    Larger companies may have excess cash that they can deploy to help the smaller acquired companies. The smaller companies use the cash for marketing and expand their market penetration. The acquired companies can also deploy the cash to win bigger projects.   

    Companies often get caught with the technical details of IT system consolidation and other tactical stuff instead of focusing on how the management team of an acquired company can be helped.

    Another key aspect is the personalities involved in an M&A integration. The people, the culture, their mentality.  

    Key Stage of Integration starts even before the due diligence where you may end up asking the leaders of the target company on what value do they see in that M&A transaction. It can provide great insight into the organization as well as the leadership team.  

    Expect the unexpected during the conversation with both the target company and the acquiring company’s leadership.

    Language remains a key challenge in any integration. Also, culture is something that gets rarely discussed in most cases. It is assumed that people will figure out how to work together.  

    It is a good idea to over-invest in resources during integration.  

    M&A is a great way to grow a business. However, integrating the acquired businesses is where the real value creation takes place. Without a proper integration plan, you are essentially signing a plan to throw money down a drain. So, watch out!

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    Watch this episode and learn more about what Dirk Hendrickx has to say about the importance of integration during Post-Merger Integration.  


    Dirk is a people-centered, multilingual leader with high integrity and a strong commercial focus. Proven at delivering results across multiple industries for both global, matrixed blue-chips to more entrepreneurial, family-owned businesses. Lived and worked in 4 countries, adaptable, non-judgmental, and quick to switch gears.   

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    https://www.linkedin.com/in/ceodirkhendrickx/

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    The hosts of the interview are: 


    Anirvan Sen, CEO Fifth Chrome: https://www.linkedin.com/in/anirvansen/
    Marcella Hall, HR M&A Expert: https://www.linkedin.com/in/hallmarcella/

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    This interview is part of a series run by Fifth Chrome, a firm that enables experienced professionals to build "Future Capabilities for Business to thrive". 

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    Books mentioned: 


    https://smile.amazon.com/Diagnosing-Changing-Organizational-Culture-Third-dp-0470650265/dp/0470650265/ref=mt_other?_encoding=UTF8&me=&qid=1628746589
    https://smile.amazon.com/Organizational-Leadership-Jossey-Bass-Business-Management-dp-1119212049/dp/1119212049/ref=mt_other?_encoding=UTF8&me=&qid=1628746681

    • 33 min
    S2 - Ep6: M&A Stories on importance of integration management tools in M&A with Dharmendra Singh

    S2 - Ep6: M&A Stories on importance of integration management tools in M&A with Dharmendra Singh

    Interview on "M&A Stories on importance of integration management tools in M&A" with Dharmendra Singh  

    Show Notes: 

    M&A Integrations have a lot of challenges so when Dharmendra came out of a corporate job, he decided to address some of those issues. Integration processes in many organizations are not harmonized or don’t get shared between different teams. Even if there is a playbook, deployment and tracking always remain a challenge.  

    Integration management tools are not necessarily underrated but the industry still lacks awareness about the tool. Moreover, companies are concerned about sharing their data.   

    Integration management tools can be used to manage the complete lifecycle of an M&A process. Project management is one of the aspects of an integration management tool. Team collaboration, communication, and coordination are key focus areas for these tools.   

    On human resources in an integration project, it is good to build internal capability but at the same time, external help is required as well. But don’t treat them as external. Treat them as an extension of the internal team.  

    Managing integration itself is challenging. Without proper management tools, you are signing up for failure. So, watch out! 

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    Listen to this episode and learn more about what Dharmendra Singh has to say about the importance of management tools during Post-Merger Integration.  

    Dharmendra is a senior executive with several years of extensive global experience in the area of Corporate M&A development and software product development mainly in India, the US, and Europe. Extensive experience in formulating and articulating vision and strategy, building leadership teams. I also serve as a Chairman of the board of MergerWare and a regular speaker and panelist on VC, PE, and M&A topics at industry conferences & other events sponsored by internationally recognized associations worldwide.  

    https://www.linkedin.com/in/dharmendrainsead/ 

    https://www.mergerware.com/

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    The hosts of the interview are: 

    Anirvan Sen, CEO Fifth Chrome: https://www.linkedin.com/in/anirvansen/

    Marcella Hall, HR M&A Expert: https://www.linkedin.com/in/hallmarcella/

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    This interview is part of a series run by Fifth Chrome, a firm that enables experienced professionals to build "Future Capabilities for Business to thrive".

    • 39 min
    S2 - Ep5: M&A Stories on importance of value creation and post-merger integration with Pirita Näkkäläjärvi

    S2 - Ep5: M&A Stories on importance of value creation and post-merger integration with Pirita Näkkäläjärvi

    Interview on "M&A Stories on importance of value creation and post-merger integration" with Pirita Näkkäläjärvi  

    Show Notes: 

    Getting a perspective from an M&A (pre-deal closing) practitioner on their perspective on post-merger integration.  

    Organizations tend to overlook the integration side of things. In fact, it is hardly given any importance in the pre-deal stage in most instances. Often only one page is dedicated for post-merger integration. New value either does not get created or the existing value gets destroyed.   

    Values are primarily attributed to synergies in the acquisition and usually is just a cost synergies play. It also does have revenue synergies but these types of synergies are not focused on and thus not realized.  

    Integrations cannot be done as a side-job or add-on to your day job. There is a lot of complexity and complications involved. It needs dedicated resources.  Managing integration alongside business-as-usual is usually challenging. This is where external help can really alleviate the competing challenges. 

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    Watch this episode and learn more about what Pirita Näkkäläjärvi has to say about Value Creation and the importance of Post-Merger Integration. 

    Pirita Näkkäläjärvi is an experienced M&A professional and a Member of Sámi Parliament in Finland. She has worked extensively in the areas of M&A, strategy, and communications. She has been awarded for her work both in M&A deals advisory and in Sámi-language media, and for her voluntary activities in indigenous advocacy and in folk music. She is passionate about sustainability, inclusion, and equal rights. Some of the highlights of recent years include yoiking and acting in a film presented at the Venice Biennale 2019 and taking part in the 2019 Students on Ice Arctic Expedition.  

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    LinkedIn: https://www.linkedin.com/in/pirita/

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    The hosts of the interview are:

    Anirvan Sen, CEO Fifth Chrome: https://www.linkedin.com/in/anirvansen/

    Marcella Hall, HR M&A Expert: https://www.linkedin.com/in/hallmarcella/

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    This interview is part of a series run by Fifth Chrome, a firm that enables experienced professionals to build "Future Capabilities for Business to thrive".

    • 46 min
    S2 - Ep4 : M&A Stories from Leadership and Cultural Perspective with Richard A. Vincent

    S2 - Ep4 : M&A Stories from Leadership and Cultural Perspective with Richard A. Vincent

    Interview on "M&A Stories from Leadership and Cultural Perspective" with Richard A. Vincent  

    Show Notes: 

    A large number of uncertainties in M&A happen due to cultural differences e.g. when a Dutch company buys an Asian company. Leadership can define the strategy but leadership also defines the culture. How do people behave? How do people act together as a team? Do they operate in siloes or do they act as a cohesive leadership team?  

    Culture is usually an afterthought and most often, the effort for cultural integration is highly underestimated.   

    Culturally in the Netherlands, people try to do all the things themselves as a culture whereas, in Germany, they may engage external resources. In economies like Singapore, Indonesia, and other parts of Asia, they regularly engage external resources.  

    For culture, one could use the “Competing Values Framework” of Cameron-Quinn.  

    One aspect of cultural difference is the difference of continents i.e. between Europe and China, India, ASEAN where the cultural differences are bigger than between countries in a region.  

    Watch this episode and learn more about what Richard A. Vincent has to say about Leadership and Culture in M&A transactions.  

    Richard A. Vincent has worked in human resources for over two decades, with extensive experience in mergers and acquisitions, international HR, and in senior EMEA & APAC management roles in Executive Search, Leadership & Organizational Consulting such as Korn Ferry (Europe & Asia), PageGroup (Germany) and Robert Half (Europe & Asia). He founded RIVIONT in 2017 focusing on Leadership Advisory, Interim Management, and Executive Search solutions.  As Board Advisor I led and delivered over 500 Executive Search projects in Europe & Asia markets. Transformed, trained, coached over 50 geographical and functional leadership teams spanning 27 countries to self-awareness, effectiveness, and some of them to global top-performing teams. Advised international publicly listed and many other privately-held / private equity-backed companies.  

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     LinkedIn : https://www.linkedin.com/in/richardavincent/

    Company : https://riviont.com/

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    The host of the interview is Anirvan Sen, CEO - Fifth Chrome, 

    https://www.linkedin.com/in/anirvansen/

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    This interview is part of a series run by Fifth Chrome, a firm that enables experienced professionals to build "Future Capabilities for Business to thrive".

    • 33 min
    S2 - Ep3: M&A Stories from HR, People and Cultural Perspective with Dr Klint C. Kendrick

    S2 - Ep3: M&A Stories from HR, People and Cultural Perspective with Dr Klint C. Kendrick

    Interview on "M&A Stories from HR, People, and Cultural Perspective"  



    Show Notes: Overall 70% of M&A deals fail as per Harvard Business Review. When these deals fail, the impact of these failures tends to be in millions of dollars. They affect employees, leaders, other staff members, contractors as well as communities.   

    A significant number of them can be attributed to people, organization, and cultural issues. This means it is important that these issues are addressed up-front during an integration before it is too late.  

    People, organization, and culture risks can be put into 6 different categories: 


    Financial risks 
    Operational risks 
    Compliance risks 
    Leadership risks 
    Culture risks 
    HR functional risks  

    Specifically to leadership risks, during integration succession planning is often not thought through deep enough irrespective of the size of the companies involved. In good integrations, leaders do end up thinking about succession planning but not necessarily formalized them. Moreover, with succession planning even if informal, people who get identified as potential future leaders, often get strongly incentivized to stay around after the acquisition.  

    One fact that can’t be ignored is that there will always be people who are considered their manager’s favorite. And these people are likely to be retained by their managers, post-acquisition.  

    Integration leaders may review a tool called Organization Network Analysis that reviews people's connections inside the organization, see where the information flows and who are your critical influencers are.  

    Organizations should conduct a post diligence huddle. In the huddles, all the people who were involved in the diligence activities gather together and answer two questions: 


    How will we break this business when we do the integration, the way we do things?  
    And the second question is who should we keep on-board?  

    Listen to this episode and learn more about what Dr. Klint C. Kendrick has to say about HR in M&A transactions.  

    Dr. Klint C. Kendrick has worked in human resources for over two decades, with extensive experience in mergers and acquisitions, international HR, people analytics, total rewards, workforce planning, diversity and inclusion, employee engagement, recruitment, and retention. Dr. Kendrick has worked in multiple environments, ranging from HR leadership roles at Fortune 500 companies like Oracle and Boeing to being an HR department of one for scrappy start-ups.  

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    LinkedIn: https://www.linkedin.com/in/klintkendrick/

    HR M&A Roundtables: https://www.mandaroundtable.com/

    HR Due Diligence Book: https://smile.amazon.com/dp/1734958308/ref=cm_sw_em_r_mt_dp_ND3FBFBQHHBXJQEVZ72X 

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    The host of the interview is Anirvan Sen, CEO - Fifth Chrome, https://www.linkedin.com/in/anirvansen/ 

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    This interview is part of a series run by Fifth Chrome, a firm that enables experienced professionals to build "Future Capabilities for Business to thrive".

    • 44 min

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