Post-merger integration
The merger is complete - now it's time to unite teams, processes and cultures.our post-merger program helps you to create stability and motivation so that two organizations become a strong, efficient whole.
Two companies, one future - but integration is faltering?
Do you find that everyday life suddenly becomes tough after a merger or takeover?
Unclear responsibilities, cultural differences and parallel systems can quickly lead to efficiency and motivation suffering. Our post-merger support helps you to overcome these hurdles: We create clear structures, promote communication and combine cultures to create a common strength. In this way, two organizations become one efficient, motivated team that truly lives the vision.
We master these challenges with you
Don't wait until it's too late!
After a merger or takeover, every week counts.
Unclear structures, dual responsibilities and cultural tensions grow over time - until they block projects, slow down performance and frustrate good employees. If you act now, you can give direction, create trust and focus the energy of everyone involved.
The earlier you actively manage integration, the stronger your company will grow together.
Post-merger integration support
One unit.
Common direction. Clear structures. Strong culture.
In the post-merger phase, you decide whether your company grows together - or gets lost in complexity.
With our support, you create orientation, build trust and develop a clear management and communication structure.
We work with you and your team on three key levels:
Strategy& structure: defining roles, responsibilities and decision-making paths
Culture& communication: creating trust and strengthening collaboration
Leadership& implementation: empowering managers to actively shape integration
This is how two organizations become a joint, powerful unit that works towards common goals.
How we accompany you
Your situation: Two companies have been merged - now it's time to unite structures, build trust and connect teams. We support you with a clear process that combines analysis, structure and cultural work.
These changes await you after the collaboration
promote smooth cooperation.
Who is the collaboration suitable for?
Company after a merger or acquisition
Ideal if two organizations have been merged and you want to ensure that structures, processes and cultures really grow together.
Management teams in the integration phase
For managers who want to create clarity, build trust and lead teams successfully through the post-merger phase.
Teams with new structures or roles
When responsibilities change and you want to realign your team - with clear processes, open communication and a common direction.
Your contact persons
Turner
Jessica works on large IT projects every day and knows the calendar Tetris all too well. Jessica shares her best methods for productive meetings – with the goal of ensuring everyone gets the most out of every meeting and creates real added value.
Brings over 14 years of experience from boardrooms, projects and factories. As a certified trainer for non-violent communication (CNVC), he shows managers and teams how to resolve conflicts clearly and calmly - and turn them into opportunities for collaboration.
Here you will find answers to your questions
