Supporting Merger & Restructuring Initiatives

When is the right time to engage us?

This offering is a strong fit when:

  • When you know a merger, acquisition, or restructuring is ahead and want to proactively support the cultural implications
  • During the transition, when communication and process changes are not enough to shift mindset and behavior
  • After implementation, when engagement data or feedback indicates the reorganization has not delivered the intended outcomes

Challenges We Help You Address

  • Mistrust across legacy teams
  • Attachment to former roles and resistance to new ones
  • Reluctance to share information
  • Silos and territorial dynamics
  • Misalignment around the new vision and direction
  • Confusion about decision-making authority
  • Competing or unclear work priorities

How We Work

Whether supporting an M&A or an internal restructuring, our aim is to align culture with the new organizational structure and evolving strategy.

Structural change without cultural alignment creates friction.We ensure both evolve together. A typical engagement includes:

  • Sponsor Alignment & Stakeholder Mapping. Clarify objectives, desired outcomes, and key stakeholders.
  • Initial Assessment. Scope varies depending on where you are in the process. May include stakeholder interviews, review of restructuring documents and communication plans, and analysis of engagement data. If no feedback data exists, we conduct a survey. Detailed recommendations are provided.
  • Kick-Off Workshop. Facilitate acknowledgment of the past while co-creating a shared future within the new structure.
  • Specialized Workshop Series. Targeted sessions to operationalize the new way of working, including:
    • Optimizing roles and responsibilities
    • Clarifying decision-making
    • Process alignment
    • Reconnecting to vision, mission, and values
  • Experimentation Phase. Guide early adopter teams in piloting new norms and processes. Integrate feedback before broader rollout.
  • Culture Compact & Playbook. Develop a practical reference document outlining the tenets of the updated culture and how it translates into daily behavior.
  • Strategic Communication. In partnership with internal communications (or our experts), develop a shared narrative and communication plan to support adoption.

Techniques We Use

  • Stakeholder Interviews
  • Organization-Wide or Team Surveys
  • Workshop Facilitation
  • Team Coaching
  • Focus Groups
  • Small-Scale Experimentation
  • Workflow Design

Engagement Scope & Budget

Fees vary based on:

  • Size and complexity of the restructuring or merger
  • Stage at which we are engaged
  • Whether support is standalone or integrated into a broader Culture Design engagement

Engagements typically span three to six months, though timelines vary depending on scope and entry point.

Getting Started

If you’d like to move forward:

  1. Confirm objectives with your sponsor, key stakeholders, and HR.
  2. We begin with sponsor alignment and stakeholder mapping.
  3. Following the initial assessment, we provide a formal proposal outlining the remaining phases.
  4. Upon approval, we confirm the project plan and timeline.

Contact us Return to What We Offer