How to Navigate Mergers and Demergers

Barbra Carlisle • May 1, 2025

Hold position or yield, or even collaborate - approaches to mergers and demergers

While there are considerably few charitable mergers now than 10 years ago in the UK the total value of merger delas in 2023-24 hit £192 million. And last year there was a 31% increase in mergers.

Leading a merger whether it is a strategic opportunity or a last resort can be a nightmare, even when everyone is ‘on the same page’.

The Charity Commission for England and Wales reported in its 2022 guidance on charity mergers that while mergers can deliver stronger services, cost savings are rarely immediate and cultural alignment is the biggest risk factor. Here we focus on the latter.

Due diligence is non-negotiable.
Beyond finances, leadership teams must examine organisational values, governance structures, and service delivery models.
Engage, engage, engage stakeholders

Research by ACEVO (Association of Chief Executives of Voluntary Organisations) found that poor communication during mergers was the leading cause of disruption and dissatisfaction among charity staff and volunteers.

I remember walking into a room of board members of a recent LSVT who were all smiles, saying it had been a wonderful experience for all involved. An hour later I walked into a room of tenant representatives…. Guess what they told me? A totally different story! Engage early!

Demergers are not failures.
The NCVO (National Council for Voluntary Organisations) points out that demerging can sometimes be the best way to refocus mission and impact. Clear exit strategies and open communication are critical.

Matt Cliff, CEO of the recently demerged Bradbury Fields told me he was energised to be focused on the organisation’s core purpose now.

Tips to navigate success:
✅ Build a joint vision early

✅ Respect legacy and culture

✅ Communicate transparently with beneficiaries, funders, and the public

Reflection: 
If your organisation is considering a merger (or undoing one), have you put culture and communication at the centre of the strategy?
Whats App Barbra on 07952 311806 to share your thoughts on this article or email barbra@gleecoaching.com 
Share and repost to someone who you might think get some value from reading it. 




Sources:
Charity Commission for England and Wales, Making Mergers Work: Guidance for Charities, 2022
ACEVO Speaking from Experience: Charity Mergers and Collaboration, 2021
NCVO, Thinking About a Merger? Practical Guidance for Charities, 2022
Eastside People Ltd -website accessed 27th April 2025

By Barbra Carlisle June 13, 2025
When I first stepped into a leadership role, I did what many of us do, I mirrored the leadership styles I had seen in action as a young professional. I had seen Cathy Garner at the Housing Corporation back in the mid 90s invite me to a senior level meeting and me to reply "Why Cathy I don't have anything useful to say" and her saying "Barbra it is about being in the room. Come, it will not be a waste of your time". Brilliant advice. I also sub consciously took in the directive leaders, the nice to face not quite so nice behind your back leaders and began to learn that leadership means different things to different people. I also experienced leaders who manipulated and coerced me into positions that were simply not comfortable for a young female professional. What I came to learn that I had to be naturally me as a leader. Yes I over share, yes I make light of things, yes I am a glass half full person. I worked on recognising when that style didn't bring the best out of the people around me and I flexed my style. Uncomfortable but definitely rewarding. We all have it in our gift to ask "what kind of leader do I actually want to be?" In today’s leadership landscape, especially in the charity and non-profit sector, authenticity isn’t just a nice-to-have — it’s essential. According to recent research from CIPD, only 26% of L&D leaders feel their organisations are truly receptive to their ideas. That disconnect often stems from leaders not feeling confident in their own voice, or unsure how to bring their full selves to the table. Or bringing their full selves without filters and being told they are too loud, too this or too that. Why your leadership style matters Your leadership style shapes how people experience you — and how they experience their work. When you lead in a way that aligns with your values and personality, you create psychological safety, trust, and clarity. When you lead in a way that feels performative or borrowed, it can create confusion or even mistrust. When you lead without any consideration of what it is like to be on the other side of you I am sorry to say you will fail. Because not everyone will work well with the natural you. At Glee Coaching, I often work with new CEOs and senior leaders who are still figuring out what kind of leader they want to be. Some are navigating imposter syndrome. Others are trying to balance being approachable with being strategic. The truth is, there’s no one-size-fits-all model. But there is a way to lead that feels like you — and that’s where the real impact happens. How to start finding your style Observe, but don’t copy. Learn from others, but filter it through your own values and strengths. Ask for feedback. Not just on performance, but on how people experience your leadership. Try tools that build self-awareness. Programmes like Discover Your Leadership Voice (which I run monthly) help leaders understand their natural communication style and how to adapt it to others. Reflect regularly. What’s working? What feels forced? What energises you? Leadership isn’t about being the loudest voice in the room. It’s about being the clearest, most consistent version of yourself — and helping others do the same. Get in touch if you want to chat about how you can find your own style of leadership that works for you and those around you.
By Barbra Carlisle June 13, 2025
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