Chairman's Message, September 2016
By Jim Jeffries, Chairman, M&A Leadership Council
Getting at the culture fit of two companies is difficult, to say the least. There is little a buyer can do in terms of formal assessments prior to close, but there are ways to shape the “go, no-go” decision from a culture perspective. Consider three big areas of discovery that can be obtained from simple observations and discussions as early as pre-announcement:
Symbols and Strategies
- Enterprise vision, mission, value statements
- Brand identity and connotation
- Business model & operating strategy
- Physical atmosphere and work environment
Work Processes and Protocols
- Decision styles, power & authority
- Involvement, access to information
- Spending authorities
- Work-life practices, “clock-speed”
Core Values, Beliefs and Historical Behaviors
- What ACTUALLY gets rewarded
- Leadership behaviors
- Response to crisis events
- History -- “Legends & Lore”
You can see from the list of activities above that there are ways to get a strong foothold on the cultural aspects of a target company prior to deeper diligence and post-close formal assessments. Learn more at our upcoming “Art of M&A for HR Leaders” program in Orlando next month. Anchor presenting firm Willis Towers Watson, the premier authority on best practices for the people side of M&A, will help you gain a much greater understanding of the true implications of culture fit, and the tools to get at the heart of its potential impact on your next deal.
Come join us,
