Beth Hocking’s Post

🌟 Understanding Career Advancement in Mergers and Acquisitions: NY vs. TX 🌟 Navigating the world of mergers and acquisitions (M&A) can lead to different career growth opportunities depending on the location. Today, I want to shed light on the contrasts between New York and Texas for M&A associates. 🌆🤠 In New York, the financial capital of the world, the M&A landscape is fast-paced and competitive. Associates often find themselves working with top-tier firms, dealing with high-profile deals that can propel their careers swiftly. The exposure here is unmatched, and the network you build can be a game-changer. However, the pressure is intense, and the work-life balance might take a hit. If you're someone who thrives in a high-stakes environment, NYC offers unparalleled opportunities for rapid advancement. On the other hand, Texas presents a different but equally compelling career path. The M&A scene in Texas is bustling, particularly in industries like energy and tech. Associates here benefit from a growing market and can carve out a niche with a bit more breathing room. The work environment tends to be less frenetic compared to New York, allowing for a balanced lifestyle. While the deals may not always be as large, the potential for impactful contributions and steady growth is significant. Are you currently navigating your M&A career? Share your experiences and thoughts below. For more insights and opportunities, visit www.thepeopleof.co.uk. #CareersInMergers #NYvsTX #CareerGrowth

Let's talk about the often-overlooked aspect of mergers and acquisitions—culture. It's tempting to focus on financials and strategic alignment, but culture is the real game-changer. As someone who's navigated the complex world of business integrations, I've seen firsthand how culture can make or break an acquisition. You can attempt to quantify culture, but it's often more about feeling than metrics. If something feels mismatched, heed that warning. A positive culture isn't just a benefit—it's essential. When acquiring a business, opt for a collaborative approach. Engage with the management teams and foster an environment of mutual respect. This strategy not only aids in smoother transitions but also lays the groundwork for sustainable growth. Don't let culture be an afterthought in your next M&A venture. Instead, make it a priority. After all, a strong cultural foundation is invaluable in achieving business success. What are your thoughts on this? Let’s discuss it! #CulturalAlignment #BusinessSuccess #AcquisitionStrategy

🚀 Corporate Spin-Offs, Mergers, and Acquisitions: What They Taught Me About Growth Change isn’t always easy, but it’s one of the best teachers. My six-year career journey spans five companies, but here’s the twist — it’s not as chaotic as it sounds. From a corporate spin-off where my employer changed overnight (but my desk stayed the same) to navigating a merger just six months into a new job, I’ve had a front-row seat to the rollercoaster of growth and transformation. 💡 Here’s what I learned: Growth isn’t just about getting bigger — it’s about getting better, smarter, and stronger. Corporate spin-offs, mergers, and acquisitions show how businesses adapt, innovate, and take risks to stay competitive. And as professionals, we grow by embracing change, learning from it, and finding opportunities in the uncertainty. 🌟 Curious about the full story and my insights into natural growth, bold leadership experiments, and the fast-paced world of corporate acquisitions? 👉 Dive into my latest blog on Medium Let’s talk about growth — personal, professional, and organizational. What’s your story? Let me know in the comments! ⬇️

When two organizations come together, it’s not just a merging of operations - it’s a merging of people, cultures, and values. Often, the focus is on financials, strategy, and operations. But in our experience, the long-term success of mergers and acquisitions hinges on something deeper: alignment of purpose, values, and culture. Why does this matter? 👉 Purpose provides a clear shared meaning so everyone knows the "why" behind the work they're doing. 👉 Values create common ground, guiding decision-making and shaping the behaviors that will drive the new organization forward. 👉 Culture ties it all together, fostering trust, collaboration, and a new sense of belonging during what can often be a turbulent time. We’ve seen how prioritizing these elements not only accelerates integration, but also builds a stronger, more unified organization. After all, when people feel connected to a shared purpose and values, they’re more engaged, motivated, and ready to embrace change. If you’re navigating a merger or acquisition, don’t overlook the power of culture. It might just be the difference between surviving the change and thriving because of it. What are your thoughts on the role of culture in M&As? Let’s start the conversation below. 👇

I recently read that between 70 and 80% of mergers and acquisitions fail to meet their objectives, and a lack of focus on culture is often the culprit (Deloitte). I believe it—in fact, I’m sure many of us have witnessed mergers and acquisitions that didn’t meet the mark for that very reason. But there are also those who get it right. The first acquisition I ever worked on was for Crystal Decisions (this is a bit of a flashback!). We acquired several companies and then ultimately were acquired ourselves. But it was never just about the numbers at Crystal—it was also about the people and doing the upfront, deliberate work to understand the culture and values of the company and map against our own. Less than half of companies undergoing an M&A conduct a cultural assessment like this, so I feel lucky to have learned that timeless lesson early. It has served me well in other M&A integrations through the years. So... a very late shout out to the alumni of Crystal Decisions -- especially Megan Verchere who led communications and the HR and community team who taught me so very much. If you’ve been through a merger or acquisition, what were the cultural highlights/lowlights? 

Hi all, Many of us want to know how the M&A world works and how one could make a career in it. It becomes difficult at times to find a mentor who can guide to traverse the path and make the dream tangible. Here is a community with a dream to become a one stop solution for all those questions you have and you should have. Please do like, share and follow the page if you are also one with a dream. Learn some interesting facts and build knowledge base in M&A Whats, Hows and Whys…

M&A isn’t just a financial deal - it’s a CULTURAL journey too. 🤝 Too many mergers and acquisitions FAIL because the focus is on numbers, not people and CULTURE. 🧑🤝🧑 Closing the deal isn’t enough. ❌ CEOs need to look beyond financials and ASK: 👇🏼 How will this work when cultures collide? Will both teams feel integrated, or is friction inevitable? 🤔 A rushed merger can undo even the BEST financial pairing. 💳 Without careful integration, momentum, morale, AND team alignment are at risk. 📉 My EXPERIENCE? The best M&A outcomes happen when companies build a ROADMAP that respects (Cross-) culture and sets a detailed PATH for real value creation. After all, an acquisition isn’t just about OWNERSHIP - it’s about building something NEW. 🪴 Considering M&A? Let’s talk about how to build a lasting, effective integration strategy. A quick conversation can help avoid the most common PITFALLS and set you up for true success. 🚀 #MergersAndAcquisitions #CulturalIntegration #BusinessStrategy #LeadershipInsights #ChangeManagement

Every CEO should be making 2 types of decisions… Type 1 decisions are irreversible, with long term impact. • mergers • acquisitions • new product lines These are where we as CEOs need to step up to the plate. Then there are Type 2 decisions, which are reversible and adjustable over time. • micro-campaigns • pricing changes • new hires We can confidently delegate these to enable speed and agility. When we’re just starting out, it’s tempting to make every decision ourselves. But as we grow to 8, 9, 10 figure companies, we have to evolve our approach. In this way our role transforms from decision maker to decision enabler. Because our role is not to make every call, it’s to empower our team. We hire amazing leaders, so let’s equip them to make decisions too.

As a former founder, I get it—selling a business is a big deal and can bring up a range of emotions like excitement and stress, or even relief and grief. That’s why at Evergreen M&A, we're here to minimize stress and maximize outcomes for you. We’re passionate about helping visionary leaders from all industries realize their dreams while ensuring a smooth transition. We handle the entire mergers and acquisitions process, from our first chat to the final handshake. Here’s how we do it: - We kick things off with an introductory chat to understand your goals and your business. - Then, we conduct a valuation to determine potential offers and the types of buyers you can expect. - After signing an engagement letter, we gather all the data on your business, create marketing materials, and reach out to a targeted list of buyers. - We negotiate offers and terms, oversee due diligence, and guide the process all the way to closing. Let’s turn your hard work into a successful sale together. Follow the link below for more info to start the journey: https://lnkd.in/gpeUDPBq

Is your 'new' strategy truly new, or just a bandage on an old wound? Too often, companies rush into a “new” strategy in response to big changes—new CEO, mergers, market disruptions. But let’s be real: is that strategy genuinely innovative, or just a sugar-coated quick fix? To help leadership take a short breather and gain fresh perspective before diving into strategy design, I created the Strategy Reboot Lab. It’s a space where teams can explore what’s truly new and develop a shared language to discuss it—ensuring your strategy doesn’t just fall back into the same old patterns. If you’re about to start a strategy process, or simply curious to learn more, I’ve written a post explaining the concept in more detail. (Link in the comments)