Situation: When you need transitionmanagament

When organisations merge or undergo major change, the first thing they face is the challenge of being deemed to be one organisation with (potentially) a new name on a given date. To work towards that date, a transition plan is needed. This transition plan will have to ensure that on the starting date there is a new organisation with a vision, mission, organisational form (which form, which departments) and with the consent of all relevant stakeholders (supervisors, supervisory boards, workers council, etc.).

Once the initial transition has been established and the new organisation is a fact, the next challenge begins, there are now often overlapping products, systems and departments and there is a need to get to know better what has actually arisen after the merger. This requires learning of each other’s working methods and seeing how they can be combined into a new way of working that does justice to everyone’s input.

When the new organization has entered somewhat calmer waters, there is often a need to develop new working methods and goals. After all, the initial goals and working method that emerged during the merger/merger were mainly devised top-down by investors or top managers. For the sustainable further development of the organization it is now important that new products and working methods are actually produced by the new organization.


  • CONTRACTING (commissioning)
  • SETTING OBJECTIVES (what are the main drivers for the integration)
  • INTERVENTION STRATEGY (how do we want to manage integration)
  • MOBILISING (bringing teams together and initiating knowledge exchange)
  • CONFRONTING (what have we learned about each other’s working methods and how does that translate into the new reality)
  • DESIGNS (Which organizational method and processes do we implement where and when)
  • PLANNING (When do we want to achieve which (interim) goals to do justice to the most important drivers behind the integration)
  • EVALUATION (determine at regular intervals whether the intended planning and desired benefits are achieved)