Successfully Integrating Culture During A Merger or Acquisition

Monday, Apr 24, 2017 at 10:00AM - 11:00AM
Fremont, CA

Event Details


During a significant change like a merger or acquisition, listening,
architecting and integrating both cultures is critical for maximizing
the value of the deal. Organizations that thrive in today's complex
business environment benefit from dynamic, robust cultures.

It's common knowledge that mergers often fail or fall short of
realizing expected value due to complications during cultural
integration. When surveyed, many CEOs reported that they had no plan in
place for integration and even if they did, they wished in hindsight
that they'd had devoted more time and resources to cultural integration.

Why do we continue to perpetuate a problem we can solve? Bain Consulting
reported that based on the survey data and anecdotal conversations with
CEOs, executive leaders often don't know what to do when they need
address cultural integration. Cultural integration and cultural change
are deemed "fuzzy" right brain areas that most action oriented, results
driven CEOs were challenged to address.

Yet successfully integrating the cultures of two different companies
matters because culture is a significant organizational driver, both
positively and negatively. What's hardest to see, quantify or examine
often holds the most power in an organization. Culture can encompass how
companies communicate, how people and teams relate, how conflict is
handled, organizational beliefs, mindsets, emotions, and how events are
interpreted – all of which influence how problems are solved and
decisions are made.

On the quantitative side, 83% of mergers fail and 50% of leaders are
terminated when these change initiatives fail to produce value. In fact,
a 2011 global survey conducted by Aon Hewitt uncovered that
unsuccessful cultural integration was the number two driver of deal
failure. The number one driver of deal failure was
"integration/implementation took longer than expected" which in and of
itself is adversely impacted by unsuccessful cultural integration.

Without successful integration, likely outcomes include: mediocre, at
best, decisions, problems solved with band aide solutions, and the exit
of good talent. And the bottom line value of the deal is adversely

When faced with a "right brain" issue, such as culture, companies often
try to create a linear "left brain" process to make addressing the
issue. Here's the problem with that: It doesn't typically work in
implementation or it doesn't work thoroughly enough over the long term.
Ideally any problem would be solved using both our linear, analytical
left brain and our creative, intuitive right brain. Cultural integration
is no different. Because culture is often rooted in the unspoken, the
believed, the unintentional and the symbolic, it deserves plenty of
right brain creative attention.

During the webinar, we'll discuss a five step Cultural Integration
Design process that helps two different companies come together to form a
culture that works together well. By executing this five step process,
executive leaders retain and increase the value of their business during
a merger or acquisition. The method includes these five steps: Cultural
Intelligence Assessment, Cultural Profile, Cultural Architecture,
Design & Prototype, and Integrate & Train.

Why should you attend: According to a Deloitte
survey, 43% of CFOs named post-deal integration a top concern. A 2004
Mercer survey revealed that 75% of executives cited "harmonizing culture
and communicating with employees" as the most important factors for
successful post-merger integration.

A 2011 global survey conducted by Aon Hewitt discovered that
unsuccessful cultural integration was the number two driver of deal
failure. The number one driver of deal failure was
"integration/implementation took longer than expected" which in and of
itself is adversely impacted by unsuccessful cultural integration.

Areas Covered in the Session:
  • Understand the definition of culture and its role in your organization's success or failure
  • Discuss key principles to assessing, influencing and designing culture
  • Review a five step process for successfully integrating culture during a merger, acquisition or any significant change

Who Will Benefit:
  • C-Level Leaders
  • Senior Leaders
  • Senior Managers
  • Project Team Leaders

Claudette Rowley As an executive coach,
consultant and trusted advisor, Claudette has over 15 years of
experience working with clients both in the U.S. and internationally.
Claudette has a specialty in providing coaching to leaders and managers
as well as training and facilitating teams in corporations on
communicating for results and strategic organizational change.

Event link :  http://www.trainhr.com/control/w_product/~product_id=701672LIVE/?channel=mailer&camp=webinar&AdGroup=ezevent_april_2017_SEO


Contact Details:

NetZealous LLC, DBA TrainHR

Phone: +1-800-385-1627

Email: support@trainhr.com

Organization Details

TrainHR is a comprehensive Human Resources training solutions provider. In offering trainings that are valuable, yet cost effective, TrainHR is the ideal medium for Human Resources professionals.

Online Event
Online Event
Fremont, CA 94539

Starts April 24, 2017 at 10:00AM - 11:00AM

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Contact Information

Organization: NetZealous LLC, DBA TrainHR

Event Contact: Russel Stuart

Phone: 800-385-1627

Organization Web Site: