There was a lot of discussion around cultural due diligence and the importance of cultural fit in this last module. Our recent M&A merged two large organizations with the target company being a faith based organization (related holidays off, devotions daily in which no meetings were supposed to occur, prayer before meetings, Bible study over lunch, etc.) which is the exact opposite of the acquiring company. We had to work early on to identify some guidelines around meetings that was rolled out to integrating areas (HR, IT, facilities in the same city), but not to the whole combined organization. We’ve been officially one organization since 1/1/2019 and no timeline in sight for this as other distractions have taken priority over the roll-out of cultural items (new mission/vision/values, meeting norms, etc.).
Have you had any experience with combining two entities with different cultures and best practices for making that a priority for leadership?
Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.
Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.