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Organization & Culture in Change
Structures set the frame — culture sets the pace. I align organization and culture to enable change without eroding identity. Together, we bridge new demands with the established strentgths of your business.
During M&A, reorganizations, or other transformation projects, diverse cultures and interests collide. Roles and responsibilities are frequently ambiguous, and communication is misaligned — in content, timing, or target audience — and fails to convey a clear, motivating, and forward-looking message. Fears and reseistance arise.
I support your company in regaining orientation and structure during challenging phases of change
– through clarity in roles and processes, targeted and transparent communication, and the conscious design of transitions.
In doing so, I guide leadership in the tension between their own involvement and leadership responsibility, helping to build trust.
My Services:
- Analysis of the status quo: culture, values, structure, and processes in interaction (including in M&A Due Diligence)
- Uncovering cultural fault lines and fostering a shared identity
- Clarifying goals, roles, communication, and decision-making
- Developing a coherent change architecture, targeted interventions, and outcome focused success measurement
- Implementation support—through retrospectives, check-ins for exchange and reflection, and coaching
- The Goal: An organization that understands change, embraces it, and translates it into sustainable results.
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Team Collaboration
True collaboration takes more than an org chart. I work with you to strengthen collaboration within teams and across interfaces, and to break down silos.
When collaboration is not yet successful, tensions become palpable, or trust is lacking, space for clarification and development is needed.
I work with your teams to sharpen common goals, address conflicts and unspoken issues, leverage team synergies, improve communication, and achieve effective collaboration.
This creates the foundation for accountability, effectiveness, and mutual trust.
My Services:
- Strengths- and resource-focused team work e.g., using Gallup Strengths or the LINC Personality Team Profiler
- Team workshops, e.g., on goals, roles, and working principles
- Facilitating difficult conversations and resolving conflicts
- Supporting implementation processes through retrospectives and regular check-ins for discussion and reflection
- The Goal: Teams that embody clarity, trust, and shared responsibility—and effectively shape their contribution to the whole.
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Leadership Development and Coaching
During periods of change leadership is under particular pressure and must do more: providing direction while enabling autonomy, making many decisions at pace, and maintaining trust — often while navigating change themselves.
Change requires clarity and direction. I partner with leaders to create alignment around a shared goal, enable reflection in their role, clarify leadership intent, and amplify their impact.
My Services:
- Development of leadership teams: clarifying roles, fostering alignment, and improving collaboration
- Aligning leadership teams around a shared goal
- Supporting implementation processes through retrospectives and regular check-ins for discussion and reflection
- Individual leadership coaching
- Designing and guiding growth and development paths for leaders (Leadership Journeys)
- The goal: leaders who consistently provide direction and build trust — guiding through change with inner clarity and conviction.
Client References
Azets | Audit, Accounting & Advisory Services | Sweden
1- People & Culture Due Diligence and Cultural Integration Strategy for a Carve-out
The client was preparing for the acquisition of a carve-out and commissioned a holistic People & Culture Due Diligence to assess cultural fit, leadership profiles, personnel risks, and key requirements for the post-acquisition period. As a consultant in the People & Culture Team, I developed and implemented a new approach with the team for a comprehensive analysis of culture and leadership.
This included data and process analyses, interviews with carve-out leaders, and the conception and moderation of a targeted culture workshop. Furthermore, the work involved assessing culture and personnel-related integration risks, deriving concrete recommendations for action, and developing a structured communication strategy for the announcement (Day 1) and the early Post-Merger Integration (PMI) phase. Another component was the development of a reusable, modular HR and People integration plan with an associated roadmap.
Impact: Clear insights into culture and leadership, an early identification of critical talent and potential retention risks, and corresponding mitigation strategies. A structured communication and onboarding approach, and a reusable template for an M&A HR and People integration plan, serving as a basis for future integrations.
2 - Leadership and Culture Alignment after multiple acquisitions
Azets | Audit, Accounting & Advisory Services | Ireland
During a period of strong growth, Azets in Ireland acquired three companies in quick succession. Differences in leadership cultures and working methods made it clear that a coherent, future-oriented approach to integrating leadership and culture was needed. While the integration of the first two entities was still underway, the client requested my support to align leadership and culture across all three entities and engaged me as a organizational development consultant and executive coach.
Impact: The resulting roadmap and targeted interventions strengthened leadership alignment, improved collaboration, and created a foundation for Azets Ireland to operate as a unified business while maintaining a commercial focus.
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