Simplify the Transition
As sustainable value becomes more elusive, astute leaders of top-performing organizations understand that meeting financial goals requires evaluating workforce matters with equal thoroughness as other strategic components.
More M & A Information
The prevalence of disruption and change is a constant reality. With fierce competition, mounting shareholder demands, and technological advances, leaders are compelled to reassess their strategic approach. This has led to a pressing need for adaptability, spurring a rise in inorganic transformation via deals.
However, achieving value in M&A strategies is challenging due to mounting complexity and cross-border considerations, emphasizing the importance of rapid execution for successful outcomes.
Prioritizing
People Risk
The success of an acquisition increasingly depends on prioritizing people risk. Our research shows that 60% of deals fail due to workforce issues. Organizations need to address this risk at the initiation of any acquisition process — at target identification and during due diligence — and with the same strategic focus that goes into analyzing the financial risks.
The Legacy
Difference
Legacy provides consistent and trusted operating capabilities to our customers and their portfolio companies. We understand the challenges to realize the necessary results for your investors and customers. We have been in your seat…Our objective is to deliver clarity of purpose and practical solutions. Our unique approach is designed to resolve your operating challenges and transform your bottom line—and it’s backed by proven and lasting results.
-Cultural Integration in M&A, Global Survey Findings
Top 5
Drivers of Deal Failures
Cultural integration was a common direct factor cited for deal failure by companies and has increasingly become recognized as a top issue in M&A. In addition to being cited directly as a leading cause of deal failure, culture integration is also linked as an underlying, indirect driver to a number of other immediate causes of deal failure, including delayed integration or implementation.
Our Expertise
“The LEGACY Center team planned and implemented our entire organizational development program from scratch. The team consists of a number of seasoned cultural transformation leaders who are able to roll out a very unique program to our global, multicultural organizations in the U.S., Asia and Europe. By fully inserting themselves as “insiders”, the team members have been able to effect significant, positive changes successfully in just 1-2 years. We are very excited about the plans we have with the LEGACY Center team for the next couple of years.”
Alan W. Wong
President & CEO | Aavid Thermalloy“The LEGACY Center cultural values assessment was most impactful in reaffirming and crystallizing our culture, creating a way to measure behaviors and accountability, and putting a process in place to maintain our culture as we grow and move forward. The LEGACY team was phenomenal in keeping our team fully engaged in their process, guiding us forward, and realizing amazing results!“
Lisa A. Brothers
LEED AP President and CEO | Nitsch Engineering“We have used a variety of resources to develop our leaders and culture but lacked a cohesive, fully-integrated, and sustainable program. The LEGACY Center gave us the program and much more – they energized our entire company and our culture in precisely the way we had hoped but had never before achieved and gave us the means to carry it forward.”
John Eberle
| Ascentia“Culture, communication and people make up more than 50% of reason JV’s or Mergers fail. A focus on Cultural fit and integration has to be top of mind for any successful merger.”
