Cultural integration is often tasked at the leadership level. When the original management team is left in place, they may not fully be aligned with the culture of the new investor. If a new team is sent in, they are not familiar with the existing culture. Many of the integration processes involve the managerial level but the process must involve all layers of the organization. The capabilites of leadership during a transiton must be clearly evaluated during the due diligence process but they are often overlooked. Management may have been highly capable to run the organization with the original ownership structure but may lack the necessary insight or experience into managing during a transitional period. Assesssesment tools, high levels of communication, mutual respect between the organizations, realistic timelines for the integration process and the creation of a shared vision are essential.