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I often see that challenges related to leadership, organisation and culture are neglected in the preparation for a strategic merger since many companies consider the process a legal and financial exercise.

But to create the optimal foundation for successfully driving a business forward, it is crucial to critically address leadership challenges as well as organisational and cultural challenges.

Therefore, I always discuss the following key topics when assisting clients in the preparation for a strategic merger:

❗️On what aligned principles the new, effective leadership team should be defined.

❗️How to ensure the right dynamics, knowledge, and culture within the leadership team.

❗️How to ensure continuity and direction when new visions meet established structures.

❗️How to embed diversity, equity, and inclusion into the leadership framework.

❗️How two partially different value sets, structural approaches, and established identities can be merged into one shared, accepted, and strong organizational culture without losing essential elements of the two firms’ DNA.

❗️How to create a safe, engaging, and motivating culture and work environment across the entire organization – among others, by strengthening the focus on diversity, equity, and inclusion – so that the fear of, and resistance to, change are eliminated and employees feel they belong and thrive in the new community, whereby key competencies, knowledge, and experience are retained and further developed in the new setup.

Reach out, if you have questions regarding how to establish a process that effectively addresses the challenges related to leadership, organisation and culture in strategic mergers.