ABSTRACT
An integration manager need to gain a good understanding of both companies if he/she is to focus on the right priorities from the very beginning of the process. This is not only a question of understanding products, clients and market share, but also of obtaining an accurate feeling for corporate values, working styles, and methods. By taking the time to ask questions, integration manager will gain early insight of where people see the strengths and weaknesses of the deal, how they perceive they might win or lose in the process, and which parts of the process will require more attention, diplomacy or savoir faire. Even if an integration manager were not involved in the pre-merger discussions and only brought in to handle the Human Resources integration after the deal was signed, it is unlikely that the final organization chart, reporting lines and functional responsibilities will have been fully defined.
