Supporting major change

Post merger integration

There are three critical things to get right when grafting a new leadership onto an acquired organisation or when attempting to integrate teams of people that have previously worked under separate brands, cultural norms and leadership regimes.

• Set the right tone at the outset
• Listen
• Create a new sense of purpose – that’s more compelling than the
  old one.

We work with clients to help them put the processes in place to achieve all of these: building credible leadership communication, addressing the needs and concerns of employees facing major change, and making sure that all communication strikes the right note for the organisation of the future.