Often it is the unseen cultural barriers that can derail an organization’s best-laid plans – especially if they are not identified and addressed early in the process. If you do not understand the culture you may be acquiring, you not only will not have an idea of how they fit together, but you may also be acquiring an FCPA nightmare. Diversity makes for more creative solutions and helps the bottom line. Change … In a world where the one constant is change, culture becomes even more important because organizations with high-performing cultures thrive on change. The one constant thing in our lives is change. In addition, belonging to a culture provides people with a sense of identity, purpose and belonging. So.. that’s why this is such a big deal! It pains me to even fathom that reality. For one, this sort of “borrowing” is exploitative because it robs minority groups of the credit they deserve and often the capital owed to them as well. ... A leader can do this by framing change within the organization’s purpose — the “why we exist” question. Good people go to heaven, and most people are categorized as “good.” ... but I have chosen you out of the world. Every employee you hire and every organization you acquire will change your organization’s culture. This is why fostering global awareness and international collaboration in our classrooms are so beneficial to our students. The destruction of these cultural heritage sites is devastating to the world, our cultural identities and it threatens the vast knowledge that lives on through preserving these historical places. Culture is important for a number of reasons because it influences an individual's life in a variety of ways, including values, views, desires, fears, views and worries. Therefore, mergers and acquisitions (M&A) due diligence is critical. When creating change, one thing that works really well for us at Ceros is to not only think of the current goal, but to also tie our experiments back to our company's overarching why. And those who look only to the past or the present are certain to miss the future” – John F Kennedy We cannot avoid it and the more we resist change the tougher our life becomes. “Change is the law of life. The converse also holds true: Unhealthy cultures do not respond well to change. The classic culture change model builds on three stages: “unfreezing” the beliefs in an organization through critical events; “change” through role-modeling and setting new behaviors and beliefs; and “refreezing” the organization to lock in a new culture (see Lewin-Schein Models 2). Culture change needs to happen through a movement, not a mandate. Unfortunately, the speed and spread of change in healthcare have been hampered by a number of factors. 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