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Implement and Sustain Cultural Integration Post-Merger or Acquisition

Move beyond the standard practice of unguided cultural evolution to strategic cultural integration.

  • Few M&As consider culture pre-transaction, and even fewer have comprehensive plans for integrating cultures post-transaction.
  • Traditional approaches to change and culture management cannot be comprehensively applied to M&A situations due to the confidential nature and legal requirements that delay communication with employees in most cases.

Need Extra Help?
Speak With An Analyst.


  • Get on-demand project support
  • Get advice, coaching, and insight at key project milestones
  • Go through a Guided Implementation to help you get through your project

Our Advice

Critical Insight

In mergers and acquisitions (M&As), cultural integration cannot be ignored. Organizations that leverage change management and communication around organizational values, cultural drivers, and leadership buy-in move beyond the standard practice of unguided cultural evolution and toward achieving their M&A objectives.

Impact and Result

  • Leverage the power of the employee voice to establish a future state of organizational culture based on shared values that provide the integrated organization a cultural vision to work toward.
  • Promote effective change management strategies, accounting for M&A considerations. This includes communicating effectively to drive organizational effectiveness, improve employee engagement, reinforce desired behaviors, and create value within the integrated organization.

Implement and Sustain Cultural Integration Post-Merger or Acquisition Research & Tools

2. Implement culture change

Identify HR and leadership’s role in managing culture change after an M&A and prepare for the long-term process of culture change.

3. Sustain cultural integration

Establish metrics and boundaries to monitor cultural integration and identify areas of opportunity to sustain cultural integration.

Implement and Sustain Cultural Integration Post-Merger or Acquisition preview picture

About McLean & Company

McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

What Is a Blueprint?

A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

Need Extra Help?
Speak With An Analyst

Get the help you need in this 3-phase advisory process. You'll receive 8 touchpoints with our researchers, all included in your membership.

Guided Implementation 1: Assess culture and define future state
  • Call 1: Discuss culture assessment and review feedback collection method to prepare to establish focus values.
  • Call 2: Review feedback results and select three to five focus values.
  • Call 3: Discuss culture goals and initiatives related to focus values.

Guided Implementation 2: Implement culture change
  • Call 1: Review roles and responsibilities for managing culture change after an M&A.
  • Call 2: Discuss preparation for long-term process of culture change through strong communication.
  • Call 3: Review change reactions and anticipate resistance.

Guided Implementation 3: Sustain cultural integration
  • Call 1: Discuss metrics to track and monitor progress.
  • Call 2: Review cultural considerations for future organizational strategies to sustain cultural integration.

Contributors

  • Tatiana Belotto, Change Management Consultant, Pivot Strategies
  • Preeti Bhat, Senior HR Manager, Dover Fueling Solutions
  • Anthony Bowdry, Talent Development Manager, Thorntons Inc.
  • Phil Buckley, Managing Director, Change with Confidence
  • Brandy Chetsas, Senior Organizational Change Management Consultant, Pivot Strategies
  • Stephen Dixon, VP of HR Administration, California Accountants Mutual Insurance Company
  • Shannon Latham, Chief People Officer, H.W. Lochner
  • Sean McCaughan, Chief Strategy & Growth Officer, Oakville Enterprises Corporation
  • Beth Mitchell, Co-Chief Executive Officer, Canadian Mental Health Association: Thames Valley Addiction and Mental Health Services
  • Usama El Saman Mohamed, VP Organization Transformation & HR Consulting, Info-Tech Research Group
  • John Morada, Chief Operating Officer, M&A Science
  • Josselyn Ruby, Organizational Change Management, H.W. Lochner
  • Linda Sibley, Co-Chief Executive Officer, Canadian Mental Health Association: Thames Valley Addiction and Mental Health Services