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🏆 The Ultimate Post-Acquisition Playbook: Day One
Day one sets the tone — lead with humility, empathy, and a focus on people to build trust and momentum for the journey ahead.
This is The Ultimate Post-Acquisition Playbook — your field guide for everything that happens after close. Today we’re focusing on day one:
👉 Day One: Earning Trust & Making the Right First Impression
The First Week: Controlling the Chaos
The First Month: Gaining Traction
The First Six Months: Stabilize & Strengthen
The First Year: Growing Your Business
Welcome to your first day as the new owner of a small company. After months—or even years—of searching, analyzing deals, and navigating the closing process, you’ve finally made it. The keys are in your hands, and the business is now yours.
It’s a milestone worth celebrating, but it’s also a turning point. You might feel a mix of excitement, responsibility, and even imposter syndrome — that’s normal. The key is to channel those emotions into calm, purposeful leadership.
Because here’s the truth:
While the deal is done, the work is just beginning.
Day one is the start of a new chapter — not just for you, but for your team, customers, and vendors. It’s also your chance to influence the trajectory of your entire first year.
The tone you set today can mean the difference between a business that thrives under your leadership or one that struggles through growing pains.
Your role today isn’t to fix problems or make bold moves. Instead, think of it as an opportunity to establish trust, shape the culture, and set the stage for future success.
This post is your guide to navigating day one. There are plenty of challenges you’ll face in the first week, and some of those will require deep dives into strategy and execution — but that’s coming in the next post. Stay tuned as we tackle The First Week: Controlling the Chaos in the next issue.
For now, let’s focus on making your first day count. The trust and alignment you begin building today will lay the foundation for operational improvements, cultural shifts, and the long-term growth of your business.
Let’s dive in.
📌 In Today’s Post
đź‘‹ Walk in with purpose: Set the tone with authenticity, humility, and trust.
đź“Ł Nail the all-hands: Key tips to make a strong first impression.
🚶‍♂️ Be visible: Walk the floor, ask questions, and build connections.
đź’¬ Handle tough questions: Respond with honesty and calm.
đź“‹ Focus on people: Relationships first, paperwork later.
đź’Ş Show trust through actions: Lead with fairness, gratitude, and respect.
🔍 Observe the culture: Spot key players and unspoken dynamics.
Day one is unlike any other day in your ownership journey.
You’re stepping into a business that already has its own rhythm, routines, and relationships. Employees will notice every word you say, every decision you make, and even how you carry yourself. For them, this isn’t just your first day — it’s the start of a new chapter for their company.
Picture This:
You walk in, and the energy in the room shifts. Some employees are optimistic, curious about what your leadership will bring. Others are anxious, wondering how this change will impact their roles, the culture, or even their job security. There’s a mix of anticipation, uncertainty, and curiosity in the air.
Your role on this day isn’t to fix problems or deliver grand visions. It’s to listen, observe, and set the tone for what’s to come. By the time you leave, the team should feel reassured and confident that the business is in steady, capable hands.
Your Mission Today:
Day one isn’t about showing off or taking bold action—it’s about earning trust. This is your chance to introduce yourself as a leader, align with the team, and begin building the foundation for collaboration.
In the following six tips, I’ll cover exactly how to approach day one with intention, humility, and focus. From your first interactions with employees to handling tough questions and observing the culture, these tactical steps will help you make a strong first impression and start your ownership journey on the right foot.
1. Walk In With Purpose and Empathy
Day one isn’t about you — it’s about the people who built this business and the team you’ll lead.
Your presence, attitude, and words will shape their perception of you as a leader. Walk in calm, composed, and ready to listen.
Be Authentic: Show up as yourself. Employees can sense insincerity from a mile away, and nothing erodes trust faster.
Leave Ego at the Door: You didn’t build this business — yet. Respect the team’s expertise and approach with humility.
Show Empathy: Acknowledge that change brings uncertainty. Many employees are likely wondering how this transition will impact them.
Prepare for Resistance: Not everyone will welcome change openly. If you sense skepticism or hesitation, don’t rush to solve it. Take the time to understand their concerns, demonstrate consistency, and let your actions build trust over time.
đź’ˇ Key Insight:
Your demeanor sets the tone. Be genuine, approachable, and focused on learning.
2. Make the All-Hands Meeting Count
Your first all-hands meeting is a pivotal moment — an opportunity to make a strong first impression, set expectations, and build trust with your new team.
This meeting isn’t about dazzling them with plans or promises. It’s about showing respect for the work they’ve done, setting a collaborative tone, and reinforcing stability during a time of change.
Preparation Is Key
Coordinate With the Seller: Before the meeting, align on the message. If possible, have the seller present to introduce you. A positive handoff signals continuity and respect for the business’s past.
Craft a Thoughtful Message: Your words matter. Be transparent, concise, and empathetic. For example:
“I know this is a big change, and it’s natural to have questions. My goal is to work alongside you, learn from you, and build on the great work already happening here.”
Talking Points From Our Last All-Hands
Here are a few lines that resonated with teams during our transitions:
“I’m here because I believe in the strength of this business and the team that’s built it.”
“Change can be challenging, and I want to acknowledge that. My job is to support you as we navigate this together.”
“I won’t pretend to have all the answers today, but I can promise to listen, learn, and work hard to ensure our shared success.”
“Your feedback and expertise will shape the future of this business, and I’m excited to learn from each of you.”
Dos and Don’ts for the All-Hands
Do:
Keep it concise — under 15 minutes.
Speak with humility and confidence.
Acknowledge the seller’s role and the team’s achievements.
Emphasize your desire to learn and collaborate.
Don’t:
Criticize past decisions or processes.
Overpromise or make sweeping claims about the future.
Dismiss concerns or avoid tough questions.
Engagement Tips
End the meeting with a Q&A to address immediate concerns.
Set a plan for one-on-one meetings in the coming weeks to foster deeper connections. More on this in the next post.
🛠️ Pro Tip:
What you say in the all-hands meeting matters, but how you say it matters even more. Speak with clarity and authenticity—your team will remember your tone and demeanor long after the words fade.
3. Build Connections Through Visibility
After the meeting, your focus should shift to engaging with the team directly. This isn’t the time to hole up in an office or dive into spreadsheets.
Walk the Floor: Spend time in key areas like the warehouse, factory floor, or service desks. Visibility shows you value every role.
Ask Great Questions: Move beyond small talk. Ask:
“What do you love about working here?”
“What’s one thing you’d change if you could?”
“How can I support you in your role?”
Observe Culture and Dynamics: Look for informal leaders, team dynamics, and unspoken norms. These observations will be invaluable as you settle into your role.
🪖 Field Tip:
Listening is more powerful than talking. Your genuine curiosity will resonate far more than scripted leadership advice.
4. Handle Tough Questions With Honesty
Employees may come to you with questions about their future or the company’s direction. Be prepared to respond with honesty and transparency.
Admit Uncertainty: If you don’t have an answer, say so. Employees value authenticity over empty reassurances.
Reassure Where You Can: Emphasize your commitment to working collaboratively and stabilizing the business.
Stay Composed: Some questions may feel confrontational. Approach these moments with patience and a solutions-oriented mindset.
⚠️ Common Pitfall:
Avoid making promises you can’t keep. Trust is earned through consistent follow-through, not quick fixes.
5. Prioritize People Over Paperwork
Logistics can wait—your priority on day one should be building relationships, not managing processes.
Delay Administrative Tasks: Tasks like transferring utilities or updating payroll can wait until day two.
Identify Key Allies: Look for team members who are organized and engaged. These individuals can help you tackle logistical challenges later.
Be Present: Focus on meaningful interactions with your team.
đź’ˇ Key Insight:
Your to-do list can wait. Day one is about people—not processes.
6. Reinforce Trust Through Actions
Your actions on day one will speak louder than any words. Show the team the kind of leader you aim to be.
Be Accessible: Position yourself as approachable and genuinely interested in their well-being.
Praise Publicly, Critique Privately: Celebrate the team’s strengths in public settings while reserving critiques for one-on-one conversations.
Express Gratitude: Thank the team for their patience and hard work during this transition.
🛠️ Pro Tip:
Leadership starts with fairness, respect, and consistency. Model these values from day one.
Conclusion: Day One Is Your Leadership Debut
Day one is your moment to set the tone for your leadership. It’s not about proving your expertise or making bold decisions — it’s about showing up with humility, empathy, and a focus on people.
The steps you take now—building trust, listening to your team, and observing with curiosity—lay the groundwork for everything that follows.
Yes, there will be challenges ahead. Ownership will test you in ways you can’t predict. But the way you approach day one will determine whether you’re reacting to problems or leading with intention and focus.
As the saying goes, first impressions matter. In business, they can shape the trajectory of your entire first year.
Let’s make sure you’re not just stepping into a new role but setting the stage to lead with confidence and clarity.
A Roadmap for the Year Ahead
Over the next few months, this series will guide you through navigating the first year after an acquisition. Each post will focus on key milestones, including:
Day One: Earning Trust
The First Week: Controlling the Chaos
The First Month: Gaining Traction
The First Six Months: Stabilize & Strengthen
The First Year: Growing Your Business
Whether you’re buying your first business or your fifth, these posts will give you the tools to lead confidently and create lasting value.
Ready to dive into The Ultimate Post-Acquisition Playbook?
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The path to success isn’t simple — but it’s built one deliberate step at a time.
That’s a wrap.
That’s it for this week — thanks for following along. I enjoy reader feedback + ideas on what to write about next. Just hit reply.
As always, you can find me here:
Have a great week ahead 🤙
Chase Murdock
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