{"id":221,"date":"2019-09-16T13:03:47","date_gmt":"2019-09-16T17:03:47","guid":{"rendered":"http:\/\/www.winstonstrategicpartners.com\/blog\/?p=90"},"modified":"2022-08-31T13:11:01","modified_gmt":"2022-08-31T17:11:01","slug":"diversity-challenges-of-mergers-and-acquisitions","status":"publish","type":"post","link":"https:\/\/www.winstonstrategicpartners.com\/blog\/diversity-challenges-of-mergers-and-acquisitions\/","title":{"rendered":"Diversity Challenges of Mergers and Acquisitions"},"content":{"rendered":"<p>Integrating a newly merged or acquired organization can be challenging, particularly if the organizations are from different global cultures.\u00a0 In these cases, it\u2019s more than integrating talent, it\u2019s also about addressing how the company will incorporate (or not) the various business and cultural nuances that are practiced within different regions and countries.\u00a0 This type of diversity is particularly significant to making it possible for the newly merged organization to successfully achieve the business objectives intended.<\/p>\n<p>A few suggestions on what to consider as you move to integrate diversity:<\/p>\n<ul>\n<li>Identify the similarities between the merged organizations<\/li>\n<li>Be explicit when identifying the differences between the merged organizations in terms of the company\u2019s business objectives<\/li>\n<li>Determine which will better serve these objectives<\/li>\n<li>Be authentic and forth-right in communicating internally the rationale to promote\/eliminate certain business practices<\/li>\n<li>Encourage feedback as changes are implemented<\/li>\n<li>Leverage members of the organizations who can be the \u201ceyes\u201d and \u201cears\u201d to represent all segments of the talent pool so every \u201cvoice\u201d is heard<\/li>\n<li>Be flexible enough to course correct, if necessary.<\/li>\n<\/ul>\n<p>When mergers happen across global borders, both business and national culture must be considered in the integration strategy or risk achieving the intended business objectives. \u00a0Could this be the case in the <a href=\"http:\/\/www.acg.org\/global\/theartandscienceofpostmergerintegration.aspx\">1998 merger of between Daimler-Benz and Chrysler<\/a>?\u00a0 From all accounts, it appears that this merger didn\u2019t work because the leadership team didn\u2019t quite reconcile the different organizational, managerial, ideological, and design approaches each brought to merger.<\/p>\n<p>What has worked successfully for you?\u00a0 I\u2019d love to hear from you.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Integrating a newly merged or acquired organization can be challenging, particularly if the organizations are from different global cultures.\u00a0 In these cases, it\u2019s more than integrating talent, it\u2019s also about addressing how the company will incorporate (or not) the various business and cultural nuances that are practiced within different regions and countries.\u00a0 This type of [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[3,34],"tags":[12,35,36],"class_list":["post-221","post","type-post","status-publish","format-standard","hentry","category-change-management","category-diversity","tag-change-management-2","tag-diversity-2","tag-integrating-cultures"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.1 - 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