Mergers & Acquisitions
The challenge
M&A success isn’t defined by the deal; it’s defined by what happens next.
Even when the financials stack up, value evaporates if teams disengage, customers drift, or leadership alignment fractures.
Studies show that up to 90** percent of mergers fail. That’s not because of the financials, or other hard numbers. It’s because of people, culture and execution.
When two organisations come together, you’re not just merging systems, you’re merging identities.
That requires more than a transition plan; it needs a human integration strategy.
Why organisations choose changemaker
1.
Human-centred
We focus on the people who make integrations succeed.
2.
Structured
We bring governance that ensures clarity and accountability.
3.
Experienced
Our consultants & associates have worked across finance, tech, manufacturing & regulated industries.
4.
Sustainable
We help you move beyond “integration complete” to “organisation performing better than before.”
How changemaker supports M&A
We work across all phases of the M&A lifecycle:
Pre-Deal: Assess and Align
- Change readiness diagnostics and cultural assessments.
- Leadership alignment sessions to clarify shared vision and values.
- Communication planning for due diligence and pre-announcement stages.
Integration: Deliver and Embed
- Integration planning that connects commercial, operational and cultural priorities.
- Human Change programmes to engage employees and reduce resistance.
- Clear governance and reporting frameworks to maintain pace and trust.
- Coaching for leaders to manage uncertainty and communication pressure.
Post-Integration: Sustain and Strengthen
- Leadership and team-development programmes to stabilise new structures.
- Adoption tracking to ensure behavioural and cultural embedding.
- Lessons-learned frameworks for future acquisitions.
Why organisations choose changemaker
Human-centred
We focus on the people who make integrations succeed.
Structured
We bring governance that ensures clarity and accountability.
Experienced
Our consultants and associates have worked across finance, tech, manufacturing and regulated industries.
Sustainable
We help you move beyond “integration complete” to “organisation performing better than before.”
How we support your change journey
At changemaker, we take a comprehensive and holistic approach to change, offering a wide range of services across four key areas:
Change Design
Supporting you in exploring what change might look like, or navigating your way to realising the change you desire.
Change Delivery
Implementing the governance and skills to plan and deliver change in an ambiguous world.
Human Change
Supporting the human being in understanding why and how to change to realise their full potential.
How we work
Every engagement starts with a discovery phase:
- What’s your ambition, scope and current state?
- Where are the bottlenecks: capability, capacity or clarity?
- How confident are people in the plan, and what will success feel like?
From there, we co-create the delivery model – governance, cadence, reporting, and human-change interventions – that fits your organisation.
We scale up or down depending on your needs: embedding programme leads, delivery managers or human-change specialists as part of your team.
Our goal is always the same: Deliver results today, build capability for tomorrow, and leave people feeling proud of the journey.
The outcomes
Working with changemaker, organisations experience:
- Retained talent and lower attrition post-merger.
- Faster realisation of synergy and cost benefits.
- Clearer decision-making and communication.
- Stable culture and improved employee sentiment.
- Confidence from investors, customers and teams alike.
Video resources
Watch our experts share real-world insights and proven strategies to help you strengthen your organisation’s change delivery approach.
Video
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Frequently asked questions
Here are some common questions about how we help organisations deliver change more effectively.
When should we involve changemaker?
Ideally pre-deal, but we can enter at any stage — from cultural due diligence to stabilisation.
How do you handle confidentiality?
We design communication and change plans with discretion, aligning with legal and comms teams.
Do you work with private equity and venture capital?
Yes. We support portfolio integrations and post-investment transformation.
Can you help with leadership conflict post-merger?
Absolutely — we provide independent coaching and mediation to rebuild alignment.
How long should integration last?
Typically 6–18 months depending on complexity; we help pace the change to avoid burnout and protect momentum.
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