Selecting a post-merger integration team – finding the right members/skillset

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    From where should acquiring companies draw the members from – internally, target company, independent/external, or a mix?

    If a mix, what would be a good proportion such that institutional knowledge (of acquirer and target company) is preserved while maintaining objectivity and focus (i.e. no baggage)?

    Would these members – assembled for a specific, time-limited assignment – feel uncommitted as they do not see a future with the new organisation? If so, what are some ways to overcome such barriers – e.g. promising members permanent roles in the new organisation?

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