Last month In MidMarket Talk, Dealmakers Planning for a Successful Integration: Performing Cultural Due Diligence (CDD) focused on providing better understanding the concept of Cultural Due Diligence (CDD). Now we can turn our attention to some of its nuts and bolts and how the process of CDD might look like as it plays out in the real world of mergers and acquisitions.

 

Not to beat a dead horse here but we keep asking the question of whether Dealmakers or intermediaries care (strategically or personally) how the deal goes after it closes. Once again, our contention is that Dealmakers can ensure the long-term success of their deals by including CDD which will build their credibility and enhance their reputation by making deals successful in the longer-term.

 

What we are finding, however, is that many dealmakers/intermediaries really do not appear to care or figure the cost to deal with human capital issues is too high and they simply walk away from potentially lucrative deals based on that fear or concern. Maintaining that posture might be safer but what about the potential lost benefits? Our quest here is to make Dealmakers more effective in what they do. Dealmakers and intermediaries are quite accustomed with financial due diligence and a look at how CDD might rollout could be very beneficial. Continue Reading>>