Mergers & Acquisitions

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  • 1.  The Power of Heritage Storytelling

    Posted 2025-02-28 02:00

    Mergers & Acquisitions aren’t just about strategy—they’re about story.

    When companies come together, it’s easy for employees to feel like one culture is being erased. But heritage storytelling can bridge the gap, honoring the past while shaping a shared future. By celebrating both legacies, we create a sense of belonging, unity, and a culture that feels truly integrated—not forced.

    • How have you preserved heritage during an M&A journey?
    • What strategies have you used to make two brands feel like one?

    Please share your experiences/ insights



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    Marilyn Wamalwa
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  • 2.  RE: The Power of Heritage Storytelling

    Posted 2025-03-04 11:23

    I love this idea Marilyn!  Bringing together stories from people's experience of the company's origin is a great idea. I haven't done this formally, but in my facilitation of merger workshops, I have used the question "What makes you proud at ________ Company?"  "What are your greatest strengths at XYZ" company?  When the group has bonded - it's also easier to delve into the territory of "What are you seeing add value through this merger/ acquisition?" 



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    Lisa Jackson
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    Original Message


  • 3.  RE: The Power of Heritage Storytelling

    Posted 2025-03-04 17:21

    Hi Marilyn,

    Your post really resonates with me, as I have experienced firsthand how critical heritage storytelling is in mergers and acquisitions. When I was involved in transitioning a pet care business from one global company to another, I saw how employees' identities were deeply tied to the brand they had built over the years. Without a thoughtful approach, M&A can feel like one culture is replacing another, creating resistance and uncertainty.

    One of the most effective strategies was creating a shared narrative, not just about where we were going, but where we had come from. We actively acknowledged the legacy of both organizations, highlighting what made each unique and valuable. We invited employees to share stories of innovation, impact, and pride from their past, and used those insights to shape the culture moving forward.

    Another key approach was rituals and symbolic integration. Instead of forcing immediate change, we found ways to blend traditions from both companies, whether through leadership storytelling, team rituals, or even how we communicated successes. This helped employees see continuity rather than just disruption.

    Curious to hear, what have you found most effective in making employees feel like they are part of a truly integrated culture rather than just adapting to a new one?



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    Didier Huber
    Didier Huber Coaching & Consulting
    From Personal Mastery to Collective Success
    513.307.3307 | didier@didierhuber.com didierhuber.com
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    Original Message