|Implement and Sustain Cultural Integration Post-Merger or Acquisition
Implement and Sustain Cultural Integration Post-Merger or Acquisition
Move beyond the standard practice of unguided cultural evolution to strategic cultural integration.
Few M&As consider culture pre-transaction, and even fewer have comprehensive plans for integrating cultures post-transaction.
Traditional approaches to change and culture management cannot be comprehensively applied to M&A situations due to the confidential nature and legal requirements that delay communication with employees in most cases.
In mergers and acquisitions (M&As), cultural integration cannot be ignored. Organizations that leverage change management and communication around organizational values, cultural drivers, and leadership buy-in move beyond the standard practice of unguided cultural evolution and toward achieving their M&A objectives.
Impact & Result
Leverage the power of the employee voice to establish a future state of organizational culture based on shared values that provide the integrated organization a cultural vision to work toward.
Promote effective change management strategies, accounting for M&A considerations. This includes communicating effectively to drive organizational effectiveness, improve employee engagement, reinforce desired behaviors, and create value within the integrated organization.
Research & Tools
1. Assess and define future state
Conduct a cultural assessment, select and define
focus values for the integrated organization, and develop culture initiatives
to support the desired future state.