Organisational Due Diligence Playbook Structure

We are starting to develop an Organisational Due Diligence playbook. Which will help others to design and execute Organisational Due Diligence. I am publishing the index of first 4 chapters.

** Updated **

We are publishing the whole structure of the Organisational Due Diligence Playbook in this same post.

 

Chapter 1: Introduction to Organisational Due Diligence

 

Chapter 2: Preliminary Considerations

2.1 Defining the Purpose and Scope

2.2 Building the Due Diligence Team

2.3 Launch and Alignment Meeting

 

Chapter 3: Operating Model Assessment

3.1 Mission, Vision

3.2 Organisational Structure and Design

3.3 Workforce Analysis

3.4 Talent and Skills Assessment

3.5 Process and Procedure assessment.

3.6 Decision making models Assessments

 

Chapter 4: Cultural Assessment

4.1 Values and Principles

4.2 Understanding the Organisational Culture Type

4.3 Cultural Alignment with Strategic Objectives

4.4 Employee Engagement and Satisfaction

4.5 Communication Channels and Styles

 

Chapter 5: Leadership Assessment

5.1 Leadership Style assessment.

5.2 Leadership Development Plan Assessment

5.3 Succession planning assessment.

 

Chapter 6: Organisational Integration Assessment

6.1 Identifying organisational Integration Challenges

6.2 Cultural Integration assessment

6.3 Workforce Integration assessment

 

Chapter 7: Compliance Assessment

7.1 Labour relations Regulatory Compliance

7.2 Contractual Obligations

7.3 Legal Structure and Liabilities

7.4 Intellectual Property management.

 

Chapter 8: ESG Assessment

8.1 Environmental Assessment

8.2 DEI Assessment

8.2 Social Responsibility Initiatives Assessments

8.3 Governance Practices Assessments

 

Chapter 9: Useful Checklists

Any feedback is very welcome to improve the outcome.

Why focus on Organisational Due Diligence

The failure rate of post-merger integrations is notably high, with studies and expert analyses indicating that between 70% and 90% of mergers fail during the post-merger integration phase. Main reasons of failing are 

• Cultural Differences
• Poor Communication and Integration Planning
• Unrealitic Expectations 
• Leadership and Decision making issues.

This  high failure rate of post-merger integrations highlights the importance of addressing cultural differences, ensuring effective communication and detailed integration planning, setting realistic expectations, and providing strong leadership. 

By undertaking Organisational Due Diligence before acqisition or before integration the sucess of the integration can be given a better chance. Which inturn also makes sure investment done in the acqisition and integration is not a waste.

Quick FAQs

1. What is Organisational Due Diligence (ODD)?
   • Answer: Organisational Due Diligence is a meticulous examination and evaluation process undertaken by prospective investors, acquirers, or leaders within an organization. It provides profound insights into the intricacies of the target entity beyond financial metrics. ODD delves into the organizational fabric, including culture, people, and strategic imperatives. It transcends boundaries to uncover an organization’s mission, vision, values, leadership dynamics, workforce pulse, and alignment of culture with strategic goals.
2. Why is Organisational Due Diligence important?
   • Answer: In an era of mergers, acquisitions, and strategic partnerships, ODD is paramount. Organizations are living ecosystems shaped by human dynamics, leadership philosophies, and cultural nuances. ODD recognizes this complexity and ensures informed decision-making by mitigating risks and capitalizing on opportunities.
3. What areas does Organisational Due Diligence cover?
   • Answer: ODD extends beyond financial aspects. It scrutinizes leadership dynamics, workforce pulse, and cultural alignment with strategic objectives. It explores an organization’s essence, uncovering its mission, vision, and values. By understanding these elements, stakeholders gain a profound understanding of the entity under consideration.
4. How does Organisational Due Diligence mitigate risks?
   • Answer: Organizations inherently carry risks embedded in culture, operational inefficiencies, and legal frameworks. ODD helps identify and address these risks. By assessing an organization holistically, it creates a strong foundation for successful business decisions.

Read the Chapter 1 of Organisational Due Diligence playbook.