Acquisition Integration Training & Certification
Unrivaled certification for integrating an acquired business
If you are about to embark upon an acquisition, have the people you need, but need the right framework in how to self-manage your acquisition integration, this solution is for you. Lower-mid and mid-size businesses are often torn: they know they need external expertise, but want to retain the skills within their teams.
How do you train and validate an In-House team that can integrate current and future acquired businesses?
Intista trains, certify, and mentor the employees in your business how to plan and deliver an integration through training, certification and mastermind sessions.
Our unrivaled on-demand training courses are focused on integrating an acquired small, lower-mid, or mid-size business. It is designed specifically for these agile, responsive and people-oriented integrations.
Integration Management Office (IMO)
Workstreams
Communications
Steering Committee
Onboarding
The Certified Acquisition Integration Manager™
Intista trains, certifies and mentors you in how to plan, set up, and manage the integration of an acquired small, lower-mid, or mid-size businesses. This succinct, pragmatic, actionable program contains templates and examples for you to successfully create the correct integration program for your organization.
- Training takes you through the entire integration: from the reasons for acquiring, to the execution and delivery of the projects
- Our content is not a recording of a classroom session or a series of webinars: it is designed specifically for online learning
- Take short courses separately, or take the Certified Acquisition Integration Manager course, which has all the short courses plus the assessment
- Templates and checklists you can download, including lists of necessary departmental integration tasks
- After completing a course an achievement badge is added in My Profile
- Uses the SSIM™ (Small business Simple Integration Method) : our unique integration approach specifically designed for smaller acquisition integrations
Addresses questions that acquired employees have, including "What is an acquisition integration?", "How are the integration teams and decision makers organized?" and "How long can an integration take"
Considerations that leadership should have before acquiring, discuss 6 myths about integrations, and differentiate between the priorities of the acquisition team and the integration team
Four broad-category approaches to integrating an acquired small or mid-size business, along with the “Keep Separate” strategy
The teams that oversee, manage and deliver an acquisition integration; the members of these teams, their roles, qualifications and ideal qualities
Initiatives that define the focus areas, for the journey ahead: how to identify the objectives, and how these fit into the SSIM™ as a whole
Learn how to estimate and budget the finances of an acquisition integration: three types of cost estimation, budget submission, and three types of synergy
Staff retention should be a priority of smaller integrations. We discuss non-financial and financial incentives and introduce The Staff Retention Toolbox
Onboarding an entire acquired business is complex, emotional, and critical to the success of integrating acquired smaller businesses
The way that you announce and welcome new employees can be the difference between integration success and failure. Here we teach how to prepare and deliver the Day 1 announcement
Learn how to communicate to the different audiences for an integration, applying seven communication objectives
Walk through the process of turning integration objectives into workstream charters, and deriving the high level and details tasks.
Build your In-House integration team
We train, certify, and mentor employees in how to plan and deliver an integration. This is done through a program of training, certification and integration mastermind sessions, in our Certified Acquisition Integration Manager (CAIM™) program
Workers who fear they will not reach their full potential, and want new skills*
Workers who claim they had no workplace training and that most of their skills were self-taught
*2012 Survey of Online Learning