Over 80 percent of mergers and acquisitions fall short of producing the expected ROI. Why? Because while financial management, reporting processes, and technology integration are often well managed, the people and cultural aspects of the integration are usually not addressed. Overlooking how the people involved will mesh often creates conflicts, widespread fear in the ranks, reduced engagement and stilted productivity, and sadly, loss of talent. These internal stresses quickly override the intended goals and the value of the venture. The saying “culture eats strategy for lunch” continues to be sorely relevant.

Integrating Organizational Cultures

Derailment can be avoided by fully taking into account the organizational culture, identity, and organizational capacity as early as possible. Ideally, these aspects should be built into a culture integration plan. 

Assessing Cultural Differences

An important step in integrating cultures is assessing the cultural differences between the two organizations and mapping key gaps as well as areas of likely compatibility. ti communication have created hundreds of these cultural maps to help companies like yours navigate merging divergent cultures successfully. 

Merging Divergent Organizational Cultures

Using this cultural map, we then delineate the specific approaches to facilitating shifts in communication, attitudes, and behaviors so that everyone feels heard, respected, and understood. We implement rapidly, even in emotionally charged stages of the integration and ensure that a sustainable outcome is implemented.

Managing Workloads Alongside Cultural Integration

It may seem daunting to handle the extra work of executing integration management while keeping your business focused on customers and markets. ti communication manages the cultural integration for you by managing the expectations of all stakeholders, resource planning, and strong communication. 

While you get on with your business, we set up the mechanisms and processes to integrate your cultures. We facilitate different styles of team-collaboration to help team members understand cultural styles which stabilize volatile environments quickly. We also guide meetings on goals, career, and leadership expectations with reliance on systems and metrics to reduce friction and distractions. You avoid internal conflict, loss of talent, loss of direction, and decreased customer focus, and beat the odds of a successful merger.