Cultural due diligence
For mergers and acquisitions (M&A) teams, we apply our ‘culture abacus’ tool kit to conduct a gap analysis which identifies areas of cultural fit and potential problems.
We help build the skills necessary to bridge and reconcile these differences, and strengthen virtual teams that cut across the two organizations and legacy cultures to help deliver results faster and more effectively.
Building a new corporate culture
We run ‘Best of both’ (BoB) workshops to help people understand the legacy cultures, overcome corporate cultural differences and design new ways of working for the merged or acquired operations built on the best elements of both of their histories.
We often observe a mismatch between intentions and actions in companies’ cultural integration. Often an acquisition or merger with other companies aims to gain a particular capability or access to new talent. In reality, companies – often without a conscious decision – act to assimilate the acquired corporate culture, driving out the very capabilities and people that they sought to acquire.
Our workshops help identify these challenges and help you make explicit choices about which aspects of each of the organizations you want to keep, where to build new synergies and how to avoid the trap of ‘accidental assimilation’.
These insights can also be used during communications events to help build confidence in and support for the new organization and help deal with early concerns.
Managing the new, more complex organization
Managing the expanded organization often introduces new levels of complexity. We specialize in the people skills needed to lead, cooperate and work effectively in increasingly connected, matrix, virtual and global organizations so we can help upgrade the skills of your people to cope with the new situation.