Cultural due diligence
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In my experience, far too little time and strategic thinking are allocated to culture during due diligence.
How do we better support M&A teams in integrating “cultural due diligence” as a core workstream? Without it, we miss deep-seated differences in decision-making and management styles—the exact friction points that trigger post-deal management clashes and destroy expected synergies.
For those who have successfully institutionalized cultural due diligence, what frameworks or metrics did you use?
How do we move it from an HR afterthought to a Day-1 deal imperative?
Would love to hear your insights!
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