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 works in collaboration and diversity towards the same goal, with clear accountability for their actions.

Leadership involvement and bottom-up involvement are essential for creating a successful post-acquisition integration. Leaders must set the tone for inclusivity and accountability, modelling inclusive and accountable behaviours and providing employee support and training. 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 not perpetuate a mono culture.

The acquired company's people can also be essential 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 organisation.

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

It's essential 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.