This post is by Jerome Parisse, originally published on the Walking the Talk website. It is one in a series that Jerome and I are putting together to introduce a unique Culture Masterclass for M&A Executives, developed jointly by Isely Associates International and Walking the Talk.
Senior executives and deal team members are best placed, but often under-prepared, to drive effective cultural outcomes.
Environmental cues for expected behaviour
Culture – “patterns of behavior encouraged or tolerated by people and systems over time” – is created from the messages people receive about what is valued in an organisation. And these messages come from three different channels: behaviours (what is role modeled, our actions), symbols (those small things that send a strong message, such as how a business spends time and budget), and systems and processes (anything from budgeting to performance management, measures of success, promotions and talent management). Decisions made send a message via one or several of those three channels. Continue reading
Make cultural diligence a priority to ensure that culture enables, rather than detracts from, merger success. These fundamentals, reinforced in content from earlier posts, are crucial in the strategy and early deal stages.
Start with culture capability
How do your executive and deal teams stack up on culture capability basics? If you can’t answer and emphatic “yes” to the following four questions work remains to be done.
- Can every team member articulate clearly your organisation’s business strategy?
- Can every member articulate clearly your deal rationale, strategy and approach, in the context of the business strategy?
- Is there at least one deal team member that can communicate effectively with the others about your own organisation’s culture – current situation and future desired culture?
- Does everyone on the team understand the effect organisation culture will have on business and deal outcomes?
It is important that deal team members know what to look out for culturally – ideally before any interactions between deal team members and a potential partner take place, Continue reading
In the heat of a deal, too many organisations leave culture to chance because they mistakenly think that they can’t (or shouldn’t) make decisions about it until a deal has been completed.
Certainly I’m not suggesting that every detail be carved in stone before close, but having a clear view about where you’re heading and what type of culture will support expected business and deal outcomes will both smooth and quicken post-merger integration.
When time is money, it pays to prepare.
What do we mean by “culture”?
Generically, many would say culture simply is “how we do things around here”. As described by my colleagues at Walking the Talk Pty Ltd, culture is “patterns of behaviour that are encouraged, discouraged and tolerated by people and systems, over time”. Continue reading
This post is by Jerome Parisse, originally published on the Walking the Talk website. It is the first in a series that Jerome and I are putting together to introduce a unique Culture Masterclass for M&A Executives, developed jointly by Isely Associates International and Walking the Talk.
Every merger or acquisition is undertaken to enhance business value, yet many fail to achieve expected outcomes because of a failure to effectively manage cultural risks and harness cultural opportunities. Data shows that up to 50% – 70% of mergers and acquisitions fail to achieve expected returns. In most of these underperforming deals, culture clash is at the top on the list of reasons for failure.
It does not have to be like this.