growth program

achieving cultural transformation
during a merger or acquisition

How do you harmonize two different (sometimes opposing) cultures following a merger or acquisition to ensure a successful transformation?

According to an international “Mercer” survey on the factors of failure during acquisitions, the difference in corporate culture is the main obstacle in 85% of cases.

In a merger or acquisition context:

Are you afraid that the culture of your entity or of the acquired entity will prevail over the other and consequently some employees will lose their motivation and leave the company?
• Are you afraid that the newly integrated employees will bring with them a culture that does not match yours?
• You don’t know how to get people from very different worlds to work together towards the same goal
• Do you sometimes fear a loss of meaning and a loss of productivity for some employees?
• You don’t want to create silos, politics, exclusions within your company
• You want the talents of the acquired company to feel comfortable with you and to have easy, clear and effective access to the state of mind that reigns in your company

To understand in depth the cultures of the groups, to identify their strengths and their power, to allow them to meet and respect each other, that is how cultural transformations will bring wealth.

Making 1+1=3: That is our ambition.

We offer you support in managing the issues raised by cultural differences.

The final objective is not to have one corporate culture totally prevail over the other, but to have the best of each one form the basis of a unique and strong culture, in which everyone can identify. The entire system will benefit from this transformation, with each individual embodying his or her role and becoming an ambassador for the new structure.

How do we achieve this?

1. We work upstream to understand the different existing cultures, if possible before the integration phase, through individual and collective interviews.
2. We identify the strengths of the cultures involved, and listen to the doubts of the individuals.
3. We make assumptions about the added value(s) of the groups for a common project and share them with you.
4. We make recommendations for actions and communication tailored to your objectives and timeframe.
5. We accompany you in the implementation of the actions that we have determined together.

The proposed support is the result of many years of experience in corporate culture, corporate life, and team building around common projects.

We work as a team with external contributors, coaches, consultants, sociologists, writers, designers, actors, musicians, chosen for their wealth of experience, their skills and the ethics that unite us.

Consultez nos autres programmes :

EMERGENCE :
développez votre culture d’entreprise (cliquez ici)

TALENTS :
Développez une culture du recrutement réussie (cliquez ici)

GESTION DE CRISE :
Utilisez votre culture d’entreprise pour gérer les difficultés (cliquez ici)