Post-Merger Integration
Bringing two organisations together is about far more than structures and systems. These resources explore the human and cultural dimensions of integration - the work that determines whether two organisations end up genuinely working as one, or simply sharing a name.
The human side is where integrations succeed or fail - see our housing association merger integration and what culture looks like after a merger.
Services
The hands-on work behind these resources - start with the consultancy, or go straight to a stage.
Two ways of working. Two sets of habits. Two cultures. We help you design how they come together - because that's the part no integration plan covers.
A clear read of whether two organisations can genuinely become one - where they'll fit, where they'll grate, and what to settle first.
Integration Blueprint Design gives you your post-merger integration blueprint: the integration operating model for the combined company, plus a sequenced Day 1 and first-100-days plan - worked out in detail and ready to run. We design it with people from both legacy organisations, so the result is genuinely theirs.
The Integration Delivery Programme runs the integration of the two organisations across the whole business. It stands up an Integration Management Office, lands Day 1, drives the 100-day roadmap, and delivers the combined operating model, systems, people and synergy plan from your Integration Blueprint until two organisations run as one. We run it with your people, so the combined business is theirs to hold.
Making the Integration Work keeps the two organisations running as one and the deal's promised value landing over time, and it builds your own people's ability to run the integration from here. You can keep us alongside on a light ongoing rhythm, or take the capability and go it alone.
Case Studies
A look at how we supported a housing association merger, focusing on the cultural and human dimensions of bringing two organisations together.
Let's talk about what you're working on
Whether you're navigating a merger, rethinking how you're structured, or trying to shift a culture that isn't working - underneath, it's the same job: getting the whole organisation pulling in the same direction. Start with a conversation.