CHEE KOK SENG
Step 1: Diagnose how the work gets done
As early as possible in the merger process, leaders must learn about the culture of each of the companies involved.
Step 2: Set priorities
Once leaders understand the existing cultures, they can begin to set the immediate cultural priorities, which should be based on two focal points. The first is on areas where the culture can help maximize the value of the deal (such as moving to a higher-performance culture to achieve ambitious sales targets). The second is on areas where companies must manage meaningful differences in ways of working to build a single high-performing organization.