In this mini-series, we have looked at the challenges of managing across a diverse range of geographic and cultural boundaries. We have taken a look at the theories on national culture and organisational culture. In this, our final instalment, we explain our approach to developing a cultural map in organisations.
The major growth strategy for multi-nationals has been heavily reliant on Mergers & Acquisitions in recent years. These have often been in key markets and geographic locations; for example there has been significant increase in Eastern Europe and South and Central America. This brings access to new and growing markets for companies who have plateaued in their home countries, but it also brings cultural challenges in how best to integrate and align these target companies into the established corporate culture.
The reason that integration and value creation is so difficult in the post-merger organisation is multi-fold. Many reports and research papers conclude that the reasons for poor results are often down to poorly targeted acquisitions, unclear goals, unrealistic valuation of the target company and more often than not, an incompatible company culture.
However culture is not an indefinable or unchangeable concept. On the contrary, it can be defined, measured and with concerted effort, changed. To do that, requires accurate diagnosis and practical ideas on how to address cultural needs.
Our View of Culture
Over the years, the Agents2change team have been brought in to address many issues around performance, improvement and integration in some of the world’s biggest companies. Our combined expertise spans over 90 years of organisational change and understanding the key levers towards integration. Indeed our founder, Mary McGuire has undertaken extensive research in the area of multi-cultural management at Masters level and is linked with a number of business schools.
We apply our knowledge and understanding of the most influential models and theorists on culture (from Hofstede to Schein) and have developed our own unique Cultural mapping model. We take the view that there are certain cultural ‘flags’ that allow us to interpret, measure and intervene in culture to achieve integration.
A central premise of our model, is the view that integration must come from a shared understanding of the direction and goals of the organisation. This is impacted by a number of areas, including how motivated people feel, how equipped they are to do their job (knowledge) and whether they believe this is a company that they want to be associated with (commitment).
Building A Cultural Map
We have developed an exclusive internet survey that allows for the collation of data from small or large populations. The survey takes only 15 minutes to complete and has the advantage of being customisable for an organisation’s own requirements. Using sophisticated survey design, which allows for a mixture of response types, the questionnaire is intuitive to use and eminently user-friendly, as reflected in the very good completion rates we typically achieve.
What we deliver is understandable management reports, split by function or country and giving a thorough analysis and explanation of what the data is saying. We also supply recommendations, based on our experience of what makes change stick and how to make it happen in geographically spread organisations.
Cultural mapping can be done for any size of organisation to suit any budget. We can do a small review for a team of 20 staff, or provide a global review covering several thousand staff in multiple languages. Our approach is completely flexible and designed around your needs. If you feel you could benefit from this service, contact Mary McGuire: mary@agents2change.com, for a confidential, no obligation discussion.
What experiences have you had with cross cultural conflicts? Does this model help explain the reasons for those conflicts? Please share your thoughts or experiences on cross cultural management here, or email us if you would like to find out more about our work in this area at feedback@agents2change.com
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