If companies merge or one acquires another, all parties involved face a great challenge. How can two businesses, each with their own identity, be fused into one common organization? While the form-related issues can usually be solved well, many mergers and takeovers fail due to political power struggles, cultural differences, and employee anxiety. A cultural-change process relieves insecurity, aligns employees with new objectives, and cements shared values and appreciative interaction between employees. This is the only way to build up a shared future based on the “best of both worlds” principle.