Frequently asked questions

Which leadership theories and empirical research is Culture Due Diligence Matrix based on?

Culture Due Diligence Matrix is based on a multi-paradigmatic foundation combining both research and practical experience.

Frederic Laloux has been an important source of inspiration in relation to organizational design and organizational forms, with the important distinction that Culture Due Diligence Matrix is not normative, but uses organizational forms solely as a framework for understanding differences between organizations.

Culture Due Diligence Matrix has been developed on the basis of Hanne Jessen Krarup’s more than 20 years of experience as an M&A lawyer combined with more than 10 years of work and training within leadership and organizational psychology.

The methodology draws on both theory and practical experience reflected in Hanne Jessen Krarup’s books:

 

Why are at least five respondents required from each organization, and can there be more?

Culture Due Diligence Matrix is designed to identify organizational patterns rather than individual opinions. A minimum of five respondents from each organization therefore helps reduce the risk that the analysis reflects isolated individual perspectives rather than broader organizational tendencies.

The minimum threshold also supports respondent anonymity, particularly in relation to free-text answers.

At the same time, the analysis is designed to work with relatively small respondent groups in order to remain practical and manageable in M&A processes, where time, access, and confidentiality often limit the scope of participation before closing.

Yes, there can absolutely be more respondents.

In fact, a broader respondent base will often provide:

  • a more nuanced understanding of the organizations
  • stronger identification of organizational patterns
  • improved prioritization of integration efforts
  • greater operational relevance in Integration Mode

This is particularly relevant after closing, where Integration Mode is often expanded to include a broader group of leaders and employees across the merged organization.

 
IT & Data FAQ for Culture Due Diligence Matrix