101 Post-Acquisition Integration: Mono-Cultures, Inclusive-Cultures, Accountable-Cultures

In post-acquisition integration, the culture of both the acquiring and the acquired company can impact the success of the integration process. Three types of particularly relevant cultures are mono cultures, inclusive cultures, and accountable cultures.

A mono culture is a culture where a group of individuals share similar backgrounds and values. This can lead to a focus on "we versus them," potentially limiting diversity and creativity, and hindering the success of post-acquisition integration. In contrast, an inclusive culture values diversity and encourages the contribution of diverse perspectives and ideas, promoting a feeling of "us." This approach can lead to greater creativity, innovation, and more effective strategies and solutions. An accountable culture, builds on top of an inclusive culture, where individuals are held responsible for meeting the goals and expectations of the integration process, promotes a feeling of "us with a joint vision." This can help ensure that everyone is working in joint collaboration and diversity towards the same goal, with clear accountability for their actions.

Leadership involvement and bottom-up involvement are important for creating a successful post-acquisition integration. Leaders must set the tone for inclusivity and accountability, modeling inclusive and accountable behaviors and providing support and training to employees. They must actively seek out and value diverse perspectives and encourage the development of relationships between employees from different backgrounds. Leaders must also be aware of their biases and ensure that they are not perpetuating a mono culture.

The people of the acquired company can also play an important role in the integration process. They can provide insight into the existing culture and help identify areas where cultural integration may be challenging. They can help identify potential areas of conflict that may arise during the integration process. They can also contribute their unique perspectives and skills, helping to foster a more diverse and innovative organization.

In summary, creating an inclusive and accountable culture is important for successful post-acquisition integration, while a mono culture can lead to a focus on "we versus them," potentially limiting diversity and creativity. Leadership involvement and bottom-up involvement are important for creating a successful integration, with leaders modeling inclusive and accountable behaviors and employees contributing their unique perspectives and skills. 

It's important to set clear strategic and financial goals and expectations, establish a clear governance structure, foster communication and collaboration, provide support, monitor progress, and create a culture of accountability.