M&A CULTURE FIT ANALYSIS
We can provide the high-quality information that you need, using our proprietary MA Culture Fit Analysis.. Merging cultures don’t need to match, but they must mesh. They must be able to interact effectively, or the risk of failure is too great. This Analysis will tell you what you need to know about:
Key Cultural Values
Stability/Innovation/Speed/Quality/Service/Production
Key Cultural Practices
Leading/Managing/Communicating/Teaming/Selling/Producing/Talent
Key Sub-culture Conflicts
IT/Sales/Business Units/Geography/Interfaces
It begins with a Baseline Assessment. The process should begin right now, with a comprehensive assessment of the acquiring company or division to establish the “culture baseline”. Until you know and agree on your own culture value drivers how will you be able to relate to the differences inherent in a target acquisition.
Divestitures represent another opportunity to leverage culture to your advantage vs. the unknown. A baseline assessment of a unit that is a candidate for "sale", "spin-off" or "carve-out" will have an advantage over others seeking a buyer if there is advanced knowledge of cultural strengths, weaknesses, resistance or buy-in. A divestiture culture assessment will identify the value drivers of the business and provide an objective, third party appraisel of the business - in financial terms. The "divestiture candidate report" will provide both the buyer and seller the operating benefits and cultural modification requirements by integration strategy (deep integration, "bolt-on" or autonomous entity) . The acquisition forecast will detail culture based risks and the required remedies. This will give you, the seller, the opportunity to take preemptive actions to mitigate future culture conflicts while elevating the financial performance of the business.
INTEGRATION LEADERSHIP AND TEAM TRAINING
M&A Orientation - 6 hour workshop for future integration team participants
GUIDANCE 90
On-site advisors for the most critical time, between announcement and close
We come equipped with years of experience, the best credentials and all the tools, templates and technology you need
We can provide support services and supplemental resources to your Integration Management Office (IMO) or help guide the integration
PHASE I – Risk and Requirements Assessment
• Financial/Operational Assessment and Scenario Planning
•Culture Integration Analysis
•Synergy validation
•Organization experience and resistance matrix
PHASE II – Management Charter
• Talent Selection – Determine who focuses on the business and who focuses on the integration
•Talent Retention – Securing the people you want to keep for both ongoing operations and integration
•Organization Designs - Ability to quickly announce the top 2 levels of the new organization, centers of
influence
and interim culture during the integration
•Incentive and metrics – determine individual and team performance incentives and metrics during the
integration planning and execution phase. Operations and Integration teams.
•Communications – Early and often. Create a comprehensive communication strategy (internal and
external)
for the merger. Commence immediately.
•Protocols – Set integration protocols for decision making and PMO/Steering committee interactions and
expectations. Must be rigid.
Phase III – PLANNING
•M&A Cockpit Kick-off – design and deploy the client integration tracking system. Prepare to populate with
Initiatives, projects, tasks, issues and metrics. Day 1, Day1+ and Synergies.
•IAT and SAT recruiting – Recruit pre-selected team members for the Integration and Synergy Action
Teams.
•Workshops – Orientation and training of the IAT’s, SAT’s and leadership
•Launch the Program Management Office (PMO) and Steering Committee
•Commence populating the M&A Cockpit
Phase IV – EXECUTION
• Communicate – Early and Often. Internal and External
•Monitor/Track/Course Correct
•Problem Solve/Remove Barriers
•Accelerate
•Measure
•Reward
Contact Us for a presentation today.
Picture this – M&A lifecycle management made simple. Forget figuring out how to train your people, develop due diligence and integration tools, and how you will maintain transparency across all the activities and metrics of the deal. Our support services enable your corporate development, human resources and integration teams to leverage best practices without changing the way they like to work.
What if, as a Managing Executive for Corporate Development you had the ability to analyze potential acquisitions from a Culure Fit perspective just as effectively as you do Strategic Fit and Financial Fit? Or, what if you have an underperforming asset in the enterprise portfolio that you would like to Divest of. A baseline assessment of culture will establish the performance strengths and weaknesses of a company to be optimized, acquired or divested. Ask us how a culture assessment can add immediate new value in todays challenging economy.
What if, as the Program Management Officer, Department Head or Integration Team Leader you were able to learn the best practices for all facets of M&A Integration in a rapid, high impact , hands-on training? And, what if the group you were trained by could continue to support you and your integration team on a day-to-day, as needed basis with over 1000 tools and templates and an on-line or on-site partner with years of experience?
What if, as a Knowledge Management Executive, Integration Officer or Corporate Development Officer you were able to track all integration actions, issues, metrics and related documents real-time and view status "at -a-glance"? And what if the software behind this capability was so intuitive that it required little of no training?
What if, all your team members could become effective integrators in one day of training with immediate on-line access to all the tools, technology and advice needed for success. 24/7
