PMI: Joint Culture Design Freeze
THIS IS THE FREE, REDACTED VERSION OF THE TASKS IN THE M&A REFERENCE MODEL AND IT IS LICENSED UNDER Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International THE FULL SET OF DATA HAS TO BE LICENSED COMMERCIALLY. HERE is a full model example for one task. The task has the following goal(s):
Culture integration plan: approved
Culture integration plan: updated
The task has the following objectives:
Target culture: aligned
Synergy: maximized
Short description of task Joint Culture Design Freeze:
This task finalizes a shared culture between the acquirer and target companies. This involves defining new or updated joint values, norms, guidelines, management behaviors, and practices that align with the integration vision. The multifaceted culture design that was crafted during the due diligence phase undergoes a thorough review process, is subjected to rigorous stress-testing procedures, and ultimately reaches a state of finalization.
The task uses the following business object types:
NewCo culture, Culture, Buyer culture, Draft culture integration plan, Culture integration plan, Culture risk, Culture synergy, Culture difference, Task of the draft integration plan for culture, NewCo culture risk
Questions to be used during the execution of the task
The task is executed with the following questions, among others:
How do we align the core values to define a shared vision for the combined entity?
How do we create a unified leadership model that incorporates the best of both cultures?
How will the merged organization define its new identity, and what cultural elements will it retain from each entity?
What are the non-negotiable aspects of culture from each organization that must be preserved?
What is the strategy for integrating the two cultures without creating resistance or conflict?
What are the key milestones and timelines for implementing the cultural integration plan?
How do we measure and monitor the key milestones and timelines of the cultural integration plan?
How will we communicate the new cultural design to employees, stakeholders, and customers?
What channels, messages, and frequency will be used to ensure transparency and buy-in?
What are the current decision-making processes in each organization, and how will they be aligned?
Should we adopt a more centralized or decentralized approach to decision-making in the new culture?
What initiatives will be put in place to maintain or improve employee satisfaction and retention?
What are the expected behaviors and norms in the new organization?
THIS IS THE FREE; REDACTED VERSION OF THE TASK IN THE M&A REFERENCE MODEL: THE FULL SET OF DATA HAS TO BE LICENSED(C) Dr. Karl Michael Popp 2025