M&A Blog and News

Chairman's Message - November 2020
By Mark Herndon, Chairman of the M&A Leadership Council
The M&A surge of Q3 and early Q4 2020 has been nothing short of remarkable. Jumping from nearly a full pause of all activity - other than deals essentially completed before the onset of COVID-19, deal activity over the last 60 days or so has pushed many corporate acquirers into overdrive and pushed many professional services firms to “near sold-out” status.
Career Opportunities - November 2020
With the resurgence in M&A activity over the last several weeks, the M&A Leadership Council is fielding several urgent requests from acquirers, Partner Organizations, and Sponsors.
With competition from Zwift, Tonal and Hydrow, it could use strong share price for acquisitions or launch new products
By Dayna Fields with Mergermarket, an Acuris Company and Partner of the M&A Leadership Council
Peloton leads the race for connected home fitness machines, but heated competition means it may need to diversify its product offerings to sustain its growth trajectory.
Chairman’s Message – October 2020
By Mark Herndon, Chairman of the M&A Leadership Council
Chairman's Message - August 2020
By Mark Herndon, Chairman & CEO of the M&A Leadership Council
According to an August 26, 2020 report in MergerMarket, (an M&A Leadership Council partner organization), the U.S. Technology, Media and Telecom (TMT) sector has been the best performing sector during the Covid-19 pandemic.
Smaller, Modern Designs Presented as Clean, Safe Sources for Baseload Power
By Nate Trela and Hana Askren with Mergermarket, a partner of the M&A Leadership Council
Getting Better at Divestitures
By Jack Prouty, President of the M&A Leadership Council
Who needs to worry about planning and managing divestitures? The answer is most companies that are striving to continually position themselves for business success while showing strong financial performance to their shareholder.
Pay Environments - PostMerger
An excerpt from The Art of M&A by Alexandra Reed Lajoux
Why would a newly combined company want to have different pay plans for its units?