{"id":36511,"date":"2025-08-14T12:21:12","date_gmt":"2025-08-14T12:21:12","guid":{"rendered":"https:\/\/blogs.nuformsocial.com\/?p=36511"},"modified":"2025-08-19T06:24:42","modified_gmt":"2025-08-19T06:24:42","slug":"understanding-ma-change-management-and-failure-rates","status":"publish","type":"post","link":"https:\/\/www.nuformsocial.com\/blog\/understanding-ma-change-management-and-failure-rates\/","title":{"rendered":"Understanding M&A Change Management and Failure Rates\u00a0"},"content":{"rendered":"\t\t
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Understanding M&A Change Management and Failure Rates <\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Effective M&A change management reduces costly failures by addressing cultural integration, communication<\/span> and <\/span>stakeholder alignment. With nearly 70% of mergers underperforming, you\u2019ll learn proven steps from thorough due diligence to post<\/span> merger support to lower failure rates, engage teams<\/span> and <\/span>ensure lasting value. Practical tips, mini<\/span> case studies<\/span> and <\/span>expert insights included.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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The Hidden Risk Behind M&A Success Rates <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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When TechCo acquired FinServe, the spreadsheets looked flawless projected synergies, operational overlaps and financial forecasts all pointed to a blockbuster deal. But three months in, reality hit hard. Departments stopped talking, trust eroded and within a year, 30% of the staff had walked out the door. The result? Missed revenue targets, stalled innovation and a bruised market reputation.<\/span>\u00a0<\/span><\/p>

This wasn\u2019t a numbers problem it was a people problem. <\/span>Understanding M&A change management and failure rates<\/span><\/b> is crucial because statistics don\u2019t lie: nearly 70% of mergers fail to deliver the expected value. The culprits often hide in plain sight poor <\/span>M&A integration planning<\/span><\/b>, weak <\/span>leadership communication in M&A<\/span><\/b> and neglecting the human side of change.<\/span>\u00a0<\/span><\/p>

The stakes couldn\u2019t be higher. Every missed connection, unresolved conflict and delayed decision chips away at post-merger performance. The financial cost is obvious, but the hidden damage loss of top talent, customer churn and brand credibility can take years to repair.<\/span>\u00a0<\/span><\/p>

Ignoring M&A risks around <\/span>corporate culture in mergers<\/span><\/b>, leadership alignment and cultural integration isn\u2019t just careless; it\u2019s expensive. If you think your deal is immune, think again success isn\u2019t built in the boardroom; it\u2019s built in the day-to-day reality of teams learning to work as one.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Why Merger Integration Fails More Often Than It Succeeds <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The numbers are sobering most mergers stumble not because of bad strategy, but because of <\/span>poor merger integration<\/span><\/b>. Even the most sophisticated financial models can\u2019t rescue a deal if the people executing it are disengaged, confused or resistant to change.<\/span>\u00a0<\/span><\/p>

One major reason behind high M&A failure rates is <\/span>leadership in M&A success<\/span><\/b> being underestimated. The <\/span>leadership role in mergers<\/span><\/b> goes far beyond signing agreements; it\u2019s about successfully blending two distinct corporate cultures. When values don\u2019t align, unspoken turf wars emerge and trust erodes, <\/span>post-merger integration leadership<\/span><\/b> challenges start to quietly undermine performance.<\/span>\u00a0<\/span><\/p>

Then there\u2019s communication or rather, the lack of it. Without following <\/span>M&A communication best practices<\/span><\/b>, employees are left guessing about their roles, their future and the company\u2019s direction. This uncertainty fuels anxiety, slows decision-making and can trigger the departure of top performers.<\/span>\u00a0<\/span><\/p>

Another overlooked factor? <\/span>Cultural due diligence in M&A<\/span><\/b>. Many leaders focus heavily on financial due diligence but barely scratch the surface of cultural compatibility. The result is predictable: operational friction, duplicated efforts and morale that tanks just when you need it most.<\/span>\u00a0<\/span><\/p>

In short, successful integration demands <\/span>M&A leadership strategies<\/span><\/b> that combine clarity, empathy and consistency. Fail here and no spreadsheet will save you.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Why Change Management Is the Secret Ingredient in Merger Integration <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Numbers and strategy might get you the deal but it\u2019s people and processes that make it succeed. You can have the sharpest lawyers, the most ambitious growth plan and airtight contracts, yet without strong change management, the promise of the merger often slips through your fingers.<\/span>\u00a0<\/span><\/p>

Research from McKinsey backs this up: companies with strong change programs are <\/span>1.5\u00d7 more likely<\/span><\/b> to meet or exceed their objectives. In other words, <\/span>M&A integration planning<\/span><\/b> and effective stakeholder alignment aren\u2019t \u201cnice-to-haves\u201d they\u2019re deal-saving essentials.<\/span>\u00a0<\/span><\/p>

Think of M&A like an orchestra: you might have world-class musicians, but without a skilled conductor, the result is chaos, not music. That conductor is your change management approach setting the tempo, ensuring every section knows its cues and making sure everyone is playing the same piece.<\/span>\u00a0<\/span><\/p>

So why do so many fail? Common culprits include weak <\/span>leadership communication in M&A<\/span><\/b>, where executives assume messages \u201ctrickle down\u201d (they rarely do) and lack of leadership buy-in, where managers privately doubt the deal but publicly go along. Add <\/span>corporate culture in mergers<\/span><\/b> with different decision-making styles, conflicting values and divergent ways of working and even the most logical merger can lose momentum.<\/span>\u00a0<\/span><\/p>

The best leaders embrace <\/span>M&A leadership strategies<\/span><\/b> that go beyond financial close. They engage stakeholders early, follow <\/span>M&A communication best practices<\/span><\/b> and address cultural gaps before they widen. That\u2019s how you transform integration from a potential failure into a lasting success<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Turning M&A Change Management into Measurable Success <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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1. Due Diligence Beyond the Numbers<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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When Company A merged with its competitor, they checked every financial and compliance box<\/span> but skipped cultural due diligence. Within months, productivity plunged 18% as clashes over decision-making styles flared.<\/span><\/span>\u00a0<\/span>
<\/span> The fix:<\/span><\/span> Treat culture like an asset. Pre-merger, run employee interviews, anonymous surveys<\/span> and <\/span>values-mapping sessions. This helps leaders spot friction points before ink hits paper.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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2. Build a Real Change Roadmap<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Good intentions collapse without structure. Your change management plan should define the vision, leadership roles, milestones, <\/span>timelines<\/span> and <\/span>resources.<\/span><\/span>\u00a0<\/span>
<\/span> And <\/span>here\u2019s<\/span> the truth<\/span> a plan without deadlines is like a pizza without toppings: flat and forgettable. Lock in dates, <\/span>deliverables<\/span> and <\/span>accountability from day one.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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3. Communication That Actually Lands \n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Silence breeds rumors<\/span> and <\/span>rumors breed resistance. Hold regular town halls, send weekly <\/span>updates<\/span> and <\/span>create an easy-to-find FAQ hub.<\/span><\/span>\u00a0<\/span>
<\/span> Companies that communicate weekly during integration see <\/span><\/span>20% higher engagement<\/span><\/span> and far fewer rumor-driven disruptions. Informed people stay engaged; engaged people perform.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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4. Culture as the Glue<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Integration <\/span>isn\u2019t<\/span> just about processes<\/span> it\u2019s<\/span> about people. Host cultural workshops, encourage cross-team storytelling<\/span> and <\/span>celebrate quick wins.<\/span><\/span>\u00a0<\/span>
<\/span> One merger I saw diffused months of tension after a cross-company BBQ<\/span> proof that <\/span>sometimes shared<\/span> burgers beat polished PowerPoints.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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5. Support + Metrics After the Close<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The deal <\/span>isn\u2019t<\/span> the finish line; <\/span>it\u2019s<\/span> the starting gun. Track retention, <\/span>productivity<\/span> and <\/span>customer satisfaction. Use the data to adjust your integration plan in real time so small issues never snowball into big failures.<\/span><\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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From Merger Plans to Measurable Wins <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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The best M&A strategies don\u2019t live in PowerPoint slides they come alive through <\/span>learning by doing<\/span><\/b>. Even the most detailed integration roadmap can miss the mark if it\u2019s never tested in the real world. That\u2019s why smart companies run <\/span>pilot programs<\/span><\/b> for new processes, gather candid employee feedback and fine tune before rolling out at scale. This approach reduces risk, builds trust and ensures your post merger playbook is grounded in reality, not just theory.<\/span>\u00a0<\/span><\/p>

Here\u2019s your <\/span>5 Point M&A Change Management Checklist<\/span><\/b> to kick off integration with confidence:<\/span>\u00a0<\/span><\/p>

  1. Conduct a cultural due diligence survey within 30 days<\/span><\/b>\u00a0
    Use anonymous surveys and focus groups to spot alignment gaps before they turn into roadblocks.<\/span>\u00a0<\/span><\/li><\/ol>
    1. Appoint a dedicated change management lead<\/span><\/b>\u00a0
      This person should own the <\/span>integration process<\/span><\/b> coordinating teams, tracking progress and resolving issues.<\/span>\u00a0<\/span><\/li><\/ol>
      1. Schedule weekly merger update meetings for 90 days<\/span><\/b>\u00a0
        Consistent <\/span>stakeholder communication<\/span><\/b> keeps teams informed, reduces anxiety and builds momentum.<\/span>\u00a0<\/span><\/li><\/ol>
        1. Launch joint team building events within the first month<\/span><\/b>\u00a0
          Early wins in <\/span>cultural integration<\/span><\/b> help humanize the merger and spark collaboration.<\/span>\u00a0<\/span><\/li><\/ol>
          1. Track three key metrics: retention, morale and process adoption<\/span><\/b>\u00a0
            Use <\/span>integration KPIs<\/span><\/b> to measure success, spot risks and adjust your approach in real time.<\/span>\u00a0<\/span><\/li><\/ol>

            The sooner you move from planning to practice, the faster you\u2019ll see <\/span>post merger performance<\/span><\/b> gains. Treat your checklist as a living document something you revisit, refine and improve as the new organization takes shape. Mergers may be complex, but with the right actions, you can turn M&A risks into lasting competitive advantage.<\/span>\u00a0<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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            Change Management & M&A Failure Rates <\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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            1. What is the primary cause of M&A failure?<\/span><\/b>
              Poor cultural alignment and lack of stakeholder engagement often derail integrations, even when financial and operational plans are solid.<\/span><\/li>
            2. How does change management reduce failure rates?<\/span><\/b>
              It aligns teams through clear integration roadmaps, structured communication and engagement strategies that protect morale during transitions.<\/span><\/li>
            3. When should cultural integration begin?<\/span><\/b>
              Pre-merger. Cultural due diligence should start early, with integration activities kicking off immediately after the deal closes to accelerate alignment.<\/span><\/li>
            4. Who owns the change management process?<\/span><\/b>
              A dedicated change management lead drives the process, coordinates milestones and ensures leadership accountability.<\/span><\/li>
            5. What metrics indicate successful integration?<\/span><\/b>
              Retention rates, morale scores, process adoption levels and customer satisfaction trends are strong success indicators.<\/span><\/li>
            6. How often should leadership communicate updates?<\/span><\/b>
              Weekly. Regular town halls and newsletters maintain transparency, boost engagement and reduce uncertainty.<\/span><\/li>
            7. Can small companies use formal change management?<\/span><\/b>
              Absolutely. Scaled-down roadmaps and targeted communication improve alignment without adding unnecessary complexity.<\/span><\/li>
            8. What tools help with integration tracking?<\/span><\/b>
              Dashboards, project management platforms and KPI trackers provide real-time visibility into post-merger performance.<\/span><\/li>
            9. How do you address employee resistance?<\/span><\/b>
              Be transparent, involve employees in decisions and deliver quick wins to build trust and momentum.<\/span><\/li>
            10. What\u2019s the ideal timeline for post-merger review?<\/span><\/b>
              Check integration KPIs at 90 days, six months and one year to ensure performance gains are sustainable.<\/span><\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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              Conclusion: Put People at the Center of Your Merger<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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              Understanding <\/span>M&A change management<\/span><\/b> and <\/span>failure rates<\/span><\/b> isn\u2019t optional it\u2019s the lifeline of your merger. Even the most financially sound deals can collapse if <\/span>cultural alignment<\/span><\/b>, <\/span>leadership communication<\/span><\/b> and <\/span>integration planning<\/span><\/b> are sidelined.<\/span>\u00a0<\/span><\/p>

              Research shows that companies investing in <\/span>structured change management<\/span><\/b> significantly reduce failure risk because they address the human side of change not just the numbers.<\/span>\u00a0<\/span><\/p>

              At the end of the day, every successful merger starts with <\/span>putting people before PowerPoints<\/span><\/b>. Yes, processes, technology and reports matter but the teams driving them matter more. Lead with transparency, measure what truly counts and never underestimate the impact of <\/span>consistent, human-centered communication<\/span><\/b>.<\/span>\u00a0<\/span><\/p>

              Your next M&A success story starts with one critical step: taking change management seriously before the ink is dry on the deal.<\/span>\u00a0<\/span><\/p>

              We\u2019d love to hear from you. Share your biggest integration challenge in the comments and we\u2019ll offer tailored advice to keep your <\/span>post-merger momentum<\/span><\/b> strong.<\/span>\u00a0<\/span><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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              \ud83d\udcde <\/span><\/span>Visit:<\/span><\/span> nuformsocial.com<\/span><\/span><\/a>\u00a0<\/span>
              <\/span> \ud83d\udcf1 <\/span><\/span>Call\/WhatsApp:<\/span><\/span> 76691 33390<\/span><\/span>\u00a0<\/span><\/p><\/blockquote>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

              Understanding M&A Change Management and Failure Rates Effective M&A change management reduces costly failures by addressing cultural integration, communication and stakeholder alignment. With nearly 70% of mergers underperforming, you\u2019ll learn proven steps from thorough due diligence to post merger support to lower failure rates, engage teams and ensure lasting value. Practical tips, mini case studies […]<\/p>\n","protected":false},"author":6,"featured_media":36821,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"disabled","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[34],"tags":[],"class_list":["post-36511","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-marketing"],"uagb_featured_image_src":{"full":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-scaled.jpg",2560,1707,false],"thumbnail":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-150x150.jpg",150,150,true],"medium":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-300x200.jpg",300,200,true],"medium_large":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-768x512.jpg",768,512,true],"large":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-1024x683.jpg",1024,683,true],"1536x1536":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-1536x1024.jpg",1536,1024,true],"2048x2048":["https:\/\/www.nuformsocial.com\/blog\/wp-content\/uploads\/2025\/08\/23991565_6859168-2048x1365.jpg",2048,1365,true]},"uagb_author_info":{"display_name":"Manisha Sharma","author_link":"https:\/\/www.nuformsocial.com\/blog\/author\/manisha\/"},"uagb_comment_info":0,"uagb_excerpt":"Understanding M&A Change Management and Failure Rates Effective M&A change management reduces costly failures by addressing cultural integration, communication and stakeholder alignment. With nearly 70% of mergers underperforming, you\u2019ll learn proven steps from thorough due diligence to post merger support to lower failure rates, engage teams and ensure lasting value. Practical tips, mini case studies…","_links":{"self":[{"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/posts\/36511","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/comments?post=36511"}],"version-history":[{"count":100,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/posts\/36511\/revisions"}],"predecessor-version":[{"id":36824,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/posts\/36511\/revisions\/36824"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/media\/36821"}],"wp:attachment":[{"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/media?parent=36511"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/categories?post=36511"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.nuformsocial.com\/blog\/wp-json\/wp\/v2\/tags?post=36511"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}