Bank M&A Full Value Optimization

M&A Playbook For All Phases of the Deal

M&A transactions often fail to achieve anticipated results, thereby negatively affecting ROI and undermining decision-maker credibility. Obstacles such as employee uncertainty during change management, insufficient internal expertise, bandwidth to manage the integration, and less-than-optimal integration practices can hinder realizing the full value of acquisitions.

Optimizing business processes and addressing all aspects across the bank M&A value chain can improve transaction outcomes and help capture more value. Crowe Horwath LLP helps banks optimize their M&A outcomes by applying a comprehensive, collaborative, and industry-focused Bank M&A program before, during, and after the deal. Applying a robust M&A playbook for all phases of the deal, Crowe enables you to:

  • Understand and mitigate deal risks more effectively
  • Maximize and capture deal synergies
  • Address critical people and culture transitions
  • Improve M&A execution

Crowe addresses issues across the entire M&A life cycle for full value optimization:

Full Value
People & Cultural
  • Early identification and vetting of the value drivers and synergies of the potential deal, such as:
    • Branch optimization
    • Operational streamlining
    • Vendor consolidation
    • Organization restructure
  • A plan to optimize the value of the deal, including:
    • Sequencing for specific projects
    • Tracking of results relating to charters, metrics, baselines, and accountabilities
  • Hands-on execution support to accelerate the realization of key strategies
  • Establish productive M&A integration teams with sound governance and effective connectivity to enable seamless Day One, system conversion, and post-close operations
  • Protect service levels, retain customers, and promote top-line revenue growth into the post-close period.
  • Support a consistent flow of communication to employees and other stakeholders to build commitment and minimize uncertainty
  • Assess and support the people and culture transition issues at both the tactical and strategic levels:
    • Job redesign and compensation and benefits
    • Organizational redesign
    • Culture transition
    • Communication strategy

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Rick L. Childs