Ten Thousand Coffees’ Post

🗯️ “The lack of culture integration will create a fragmented team. And it's that lack of cohesion that creates silos and reduces velocity in organizations. The very goal that you're after for bringing people together to create the synergy of an acquisition ends up being what's pulling people apart. So I would definitely, in the next [acquisition], double down on getting that part right first.” - Alim A. Dhanji , Chief People Officer & EVP, Equinox Group With M&A activity soaring and companies constantly evolving, there’s a hidden threat: culture clash. The good news? It doesn't have to be your reality. ➡️ https://hubs.ly/Q02L8p2Q0 #cultureintegration #10KC #businesstransformation

Companies that prioritize culture and organizational health see an average of a 3x increase in shareholder returns. But for all the talk about company culture, it’s often the one area where companies fall short—especially when in times of change like mergers and acquisitions (M&A). Nurturing workplace culture during periods of transition is critical to company success. And the overwhelming majority of senior leaders would also agree. 95% of executives would say that culture fit is critical to the success of integration. With the right approach to culture integration, your company can maximize value, boost employee engagement, and increase resiliency through different seasons of organizational change. ➡️ https://hubs.ly/Q02RnPzY0 #cultureintegration #companyculture #businesstransitions #leadingchange #10KC

🤝 Cultural Clash – What Makes or Breaks M&A 🤝 A specific list of questions to evaluate the culture of a company 👇 Over 50% of mergers fail to reach their goals and culture issues have been reported as a primary factor in these deal failures. When two organizations merge or one acquires the other, they are 𝐞𝐬𝐬𝐞𝐧𝐭𝐢𝐚𝐥𝐥𝐲 𝐛𝐥𝐞𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞𝐢𝐫 𝐨𝐩𝐞𝐫𝐚𝐭𝐢𝐨𝐧𝐬, 𝐩𝐞𝐨𝐩𝐥𝐞, 𝐚𝐧𝐝 𝐰𝐚𝐲𝐬 𝐨𝐟 𝐝𝐨𝐢𝐧𝐠 𝐭𝐡𝐢𝐧𝐠𝐬. If the cultures of these organizations are very different, it leads to clashes. Here are some guiding questions on how you can assess and select the right cultural fit for your M&A deal: > 𝐕𝐢𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐕𝐚𝐥𝐮𝐞𝐬: How are these company's values communicated and reinforced among employees? > 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐚𝐧𝐝 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧 𝐌𝐚𝐤𝐢𝐧𝐠: How would you describe the leadership style of the senior management team? > 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: How does the company communicate important information to employees? > 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐌𝐨𝐫𝐚𝐥𝐞: How does the company measure employee satisfaction and engagement? > 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: What is the company's approach to feedback and performance reviews? > 𝐓𝐞𝐚𝐦 𝐃𝐲𝐧𝐚𝐦𝐢𝐜𝐬: How do teams collaborate and communicate across different departments? > 𝐖𝐨𝐫𝐤-𝐋𝐢𝐟𝐞 𝐁𝐚𝐥𝐚𝐧𝐜𝐞: What is the company's stance on work-life balance? > 𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐑𝐞𝐰𝐚𝐫𝐝𝐬: How does the company recognize and reward outstanding performance? > 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭 𝐑𝐞𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧: How does the company handle conflicts or disagreements among employees? > 𝐂𝐡𝐚𝐧𝐠𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: sHow has the company managed significant changes in the past, such as restructuring or leadership transitions? > 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐓𝐮𝐫𝐧𝐨𝐯𝐞𝐫: What are the primary reasons employees leave the company? While strategy often takes the spotlight, culture is the driving force that determines the M&A's success. How do you think organizations can effectively bridge cultural gaps during M&A to ensure success? 💭 #MergersAndAcquisitions #CompanyCulture #BusinessSuccess #Engagement #CultureClash

Stop for a second and read below 👇.

🎉 Exciting Announcement! 🎉 Introducing Intentional Culture Ops - Your Strategic People Ops Partner for Growth! For the past six months, I've been devoted to what had previously been a passion project behind the scenes. I've contributed to remarkable companies throughout my career, laying the foundational elements and setting them up for growth and scale. Whether in business ops or people operations, systems and people have always been my calling. Following my recent role, I felt compelled to find a way to make a broader impact on companies that resonate with my values. I will seek out organizations that prioritize their people, recognize their vital role in driving success and who are willing to do what it takes to support + reward employees adequately. I aim to foster environments where employees are genuinely enthusiastic about their companies. And with that in mind... I am thrilled to announce the official launch of Intentional Culture Ops, a dynamic People Ops advisory firm dedicated to helping companies thrive through intentional culture building and strategic People initiatives. Our mission is clear: to elevate your company culture with intentionality and expertise. At Intentional Culture Ops, we understand the critical role that People Ops plays in driving organizational success, especially during periods of growth and transformation. With a team of seasoned professionals, we are committed to partnering with businesses to cultivate thriving cultures and navigate your complex people challenges. Our Services Include: 1. Expert Strategy: Tailored People Ops strategies to support your business goals and drive sustainable growth. 2. Culture Development: Creating and nurturing a positive, inclusive workplace culture that fosters employee engagement and retention. 3. Talent Acquisition and Management: Customized recruitment and talent management solutions to attract, develop, and retain top talent. 4. Change Management: Guiding organizations through change initiatives with effective communication, training, and support. 5. Leadership Development: Developing strong leaders who inspire and empower their teams to achieve excellence. Why Choose Intentional Culture Ops? Experienced Team: Our team brings years of experience in People Operations, with a track record of delivering results for companies of all sizes and industries. Client-Centric Approach: We prioritize understanding your unique needs and objectives to provide tailored solutions that drive measurable impact. Commitment to Excellence: We are dedicated to exceeding your expectations and helping your organization reach its full potential. Whether you're a startup embarking on a growth journey or an established company seeking to enhance your people practices, Intentional Culture Ops is here to support you every step of the way. Let's connect and explore how Intentional Culture Ops can partner with you to achieve your business goals Follow us at Intentional Culture Ops

Culture may eat strategy for breakfast, or strategy may eat culture – it does not matter. I believe both must be in alignment. If one misaligns with the other, both will fall. They will eat each other for breakfast. When it comes to M&A integrations, ensuring that the strategy aligns with the "to-be" culture is crucial to avoid a culture clash. Learn more about achieving successful cultural alignment in M&A projects by clicking on the link below. #Culture #Strategy #MergersAndAcquisitions #BusinessAlignment https://lnkd.in/ebpEyQ8P

If you treat people like people, they will be happier. Strategy is a promise, corporate culture is the execution. Companies are u̶g̶l̶y̶ copies of their founders. A practical guide to people-centric culture we advocate for at FusionWorks included: https://lnkd.in/dHATqWQ5.

Have you ever wondered how merging companies can find harmony in their cultures? Surprisingly, it often starts by recognizing shared values. An experienced professional employer organization (PEO) can help you streamline this process and create a unified culture based on shared values. Learn more here: https://lnkd.in/dH772cmc. If you would like to discuss this topic further, please DM me or start a conversation below. #MergersAndAcquisitions #Growth #Culture #Values https://lnkd.in/de9BhMVZ

Many organisations in life sciences are undergoing change and as we look ahead to 2024, we can expect high levels of change to continue. The volume of mergers and acquisitions are expected to remain high in 2024 - and organisation models are being reshaped to accelerate innovation for patients and increase agility and efficiency. So with all this change underway, how can organisations keep their culture? And why does this matter? This piece captures some great insights that are critical for successful change and employee engagement programmes to be effective. It won’t surprise you that continual insight gathering, active listening and analysis split per different regions and teams all help to assess and benchmark employee perceptions of culture and form strong foundations to strategic change plans. Moreover, as organisations change, it is important that company culture aligns to business purpose and strategy. And all that means….clear communications! How you engage employees on the change journey and articulate your company vision and culture can help organisations to thrive along their transformation journey into the next chapter, or if it’s lacking, risk low motivation, low performance and a risk to talent recruitment and retention . If this resonates in your organisation and you are one of the many undergoing change, it’s worth reflecting on as you plan for 2024. What do others think? #pharma #strategiccommunications #change #leadership