[Henrik Jernstrom]

The culture due diligence and culture integration I find is often not addressed enough and result of this can be that certain integration is not happening which in turn could mean that for example cost savings are not generated e.g. the intention is to move the acquired company onto the process of the acquiring company but since the culture integration is not happening due to lack of focus the acquired company does not feel a need to change their way of working. To increase the focus on culture integration I have appointed a culture ambassador in the integration team. This is a very senior manager that will lead (but not do) the culture integration, show the importance of culture integration and make everybody engaged. What do you think about this approach and do you have other practical proposals to increase the focus on culture integration?

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