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The Seven Dimensions of Culture

The Seven Dimensions of Culture

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  • 1.
    • To effectively deal with anxiety levels about an unpredictable future and transform negative energies into positive ones.
    • To distinguish the cultural ‘make-up’ of both parties.
    • To address how the sum of 1 and 1 is more than its parts, leveraging the cultural ‘make-up’.
    • To develop the client’s skill set to lead and expand the combined entity in the new context.
    • To ensure a satisfactory completion and an accurate “rounding off” of implementing the aspired new culture.
    This is the before the chart on the big page
  • 2. 6. Phased approach after 100 days first 100 days Develop and manifest new desired culture along business integration priorities. Set foundations and engage employees from both parties emotionally, psychologically, organizationally. Assess national, organizational and industry cultures. How different cultures build trust and foundations of relationship. National culture negotiation styles. What is culture? Why culture matters? Incorporate culture strategically. On-going Integration & Learning Zippering Process for quick results Culture Audit and Due diligence Cross-cultural Negotiation Support Awareness on Culture and M&A Integration Due Diligence Target Selection Strategic Clarification Time Line
  • 3. 6. Phased approach after 100 days first 100 days Develop and manifest new desired culture along business integration priorities. Set foundations and engage employees from both parties emotionally, psychologically, organizationally. Assess national, organizational and industry cultures. How different cultures build trust and foundations of relationship. National culture negotiation styles. What is culture? Why culture matters? Incorporate culture strategically. On-going Integration & Learning Zippering Process for quick results Culture Audit and Due diligence Cross-cultural Negotiation Support Awareness on Culture and M&A Integration Due Diligence Target Selection Strategic Clarification Time Line
  • 4. 6. Phased approach: Strategic Clarification Culture and M&A strategy
    • Objectives
    • Incorporate culture in an M&A process
    • Raise knowledge on culture’s implications in overall M&A performance
    • Develop leadership skills to work with cultural diversity
    • Activities
    • Joint planning
    • Cultural awareness and skills building
    • Culture and M&A workshop
    • Target Audience
    • Board, senior leadership, M&A team, and HR team
  • 5. 6. Phased approach: Target Selection Cross-Cultural Negotiation Support
    • Objectives
    • Support early phase relationship and trust building
    • Develop effective negotiation skills to leverage cultural diversity
    • Activities
    • Workshop negotiation styles across cultures
    • Negotiation skills workshop for leaders
    • Coach and Mediate during negotiations
    • Target Audience
    • Board, senior leadership, M&A team
  • 6. Cultural Audit and Due Diligence
    • Objectives
    • Surface cultural and business compatibility and dilemmas
    • Identify cultural ‘make-up’ of the parties
    • Establish baseline for cultures to integrate
    • Activities
    • Organizational culture survey
    • Validating interviews
    • Focus groups
    • Alignment with stakeholders
    • Target Audience
    • Across the organizations
    6. Phased approach: Due Diligence
  • 7. 6. Phased approach: Post-M&A 100 days Zippering for quick results
    • Objectives
    • Raise self-awareness and awareness of the other organizational culture
    • Manage culture shock positively
    • Develop appreciative attitude and understanding of the evolution of two parties
    • Empower both parties to embrace and leverage the differences
    • Activities
    • Workshop among same functions of two companies
    • Exchange cultural audit results
    • Guided appreciative interview and dialogue on both cultures’ strengths and areas for improvement
    • Identify combined aspirations for the future
    • Target Audience
    • Senior leaders, key functional teams at key levels
  • 8. 6. Phased approach: M&A long-term integration Ongoing Integration and learning
    • Objectives
    • Sustain integration performance
    • Cascade desired culture along business integration streams
    • Build client competences to create culture synergies
    • Activities
    • Address systemic and organizational dynamics of integration
    • Breakthrough initiatives along integration streams
    • Coach and develop key players and teams
    • Monitor progress of desired culture development
    • Target Audience
    • Senior leaders, M&A specialists, managers, HR and OD professionals