Reorganisation & Mergers

We don't manage change, we reroot it!

ACCELERATE ENDORSEMENT FOR YOUR TRANSFORMATION PROJECTS AND TRANSFORM RESISTANCE TO CHANGE INTO COLLECTIVE MOMENTUM

Reorganisations should not be forced, they need support.

Why do 70% of transformation projects fail?

not because of strategy, but because of unaddressed human resistance (McKinsey, 2023).

The org chart is redrawn, the announcement is made, the logic is sound on paper.

And yet three months in, people are still operating like the old structure never changed, and for reasons nobody in the steering committee can quite name.

Reorganising a service or merging two entities touches something deeper than an org chart: professional identity, internal power dynamics, and, often, a whole ecosystem of outside stakeholders who were never consulted and have no reason to trust the process.

“It’s not your fault if teams don’t want to change.”

It’s just that no one helped you create the right dynamic.”

The Root Map, our signature method for change management during reorganisations

Immersion: Go and Listen

🎯 Objective: Assuming how a service works today, instead of asking, misses the informal ways people already solve problems together, and that's usually where the real resistance is hiding. So: start with a real sociological inquiry.

Give a Role:

🎯 Objective: Being informed of a reorganisation once it's already decided breeds resentment, not buy-in. So: run co-construction workshops where the people affected help design tomorrow's organisation.

Keep the Rhythm:

🎯 Objective: Handing the project between consultants at each phase loses trust every time it changes hands. So: move from inquiry to workshops to recommendations as one continuous process.

Listen to What Resists:

🎯 Objective: With multiple external stakeholders in the mix, the group you're not watching is usually the one where resistance is building. So: map it across every group with a stake in the outcome, not just the loudest one.

They trusted us for their workspace transformation project

Juliette led the reorganisation of our department for childhood support. More than 800 staff members were affected, and we wanted to see a shift in their professional approach. Through interviews, a sociological survey and subsequent workshops designed to work with them to jointly develop the new organisational structure and the behaviours expected of each individual, she succeeded in getting as many people as possible on board to make this reorganisation a success.

TRANSFORMATION PARTNER

For transformations with high political stakes and multi-site scope

Includes:

12-month support
1 premium option
Guarantee + 10 points of buy-in
Executive reporting
Project manager coaching

MOMENTUM PROGRAM

For single projects, 6 months of support

Includes:

complete EAE method
pain point sprints
key message development
360 Buy-in Score

CLARITY MAP

For projects in pilot phase

Includes:

Complete diagnosis
Light 6-month plan
key message development

Unique GUARANTEE in change management support

+10 POINTS of BUY-IN IN 60 DAYS

Or we will extend the optimisation phase for free until the threshold is reached

(subject to steering conditions and access to sponsors)

Ready to engage your teams, not just your processes?

Are you leading a transformation project and want to create a real collective dynamic?

Let’s start with a conversation. We are listening.