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Aligning Culture in MAT Mergers: 3 Moves to Make Early

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As multi-academy trusts expand, whether through growth or formal mergers, it’s easy to focus on governance, finance, estates and operations. But in the middle of it all is your biggest risk and your greatest driver for success: people and culture.

Here are three evidence-based moves we’ve seen successful MATs make to align culture early – and avoid tensions that can fracture trust and culture later down the line.

1. Talk about the ‘unspoken’ early

Before any formal integration, gather honest insight from both Trusts or Schools involved:

  • What do staff say they’re proud of?
  • What are their unspoken fears about the merger?
  • What’s the current leadership tone and decision-making culture?

Why it matters: Culture lives in behaviours and beliefs – not policy. If you don’t discuss this early, you risk making decisions that fail to resonate with staff.

Tools you can use:

  • Pre-merger staff pulse surveys
  • Leadership culture workshops
  • Cultural audit interviews with key influencers
2. Define shared principles, not just processes

Avoid forcing uniformity too fast. Start by co-designing shared principles that everyone can sign up to – before deciding what systems or behaviours need to be consistent. Ask: 

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What do we want our Trust to feel like to work in, learn in and lead in – wherever you are?

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Why it matters: Merging cultures is not about choosing which culture wins – it’s about creating a new, shared identity that unlocks trust.

Tools you can use:

  • Values alignment sessions with cross-Trust teams
  • Co-creation of a ‘Trust culture charter’
  • Culture integration steering group (representative of all staff levels)
3. Invest in visible, human leadership

Change fatigue is real – especially if people feel they’re being ‘restructured’ rather than ‘brought in.’

Early wins come from leaders who are visible, human and clear about the why.

  • Arrange early listening sessions and Q&As
  • Share transparent updates on decision-making
  • Empower middle leaders as culture ambassadors

Why it matters: Trust is built in moments, not memos. People need to see leaders behaving the values, not just stating them. And, repetition matters. It’s easy to assume that saying something once, or even three times, means it’s truly landed. But during periods of change, people need to hear clear, human messages consistently, reinforced through daily routines, to help the culture stick.

Tools you can use:

  • Leadership narrative coaching
  • Internal comms strategy for the integration period
  • Feedback loops to adjust tone and tactics

Want help shaping a people-first growth strategy for your Trust?

Whether you're preparing for a merger or navigating the complexities post-merger, aligning culture is never a one-off task – it's a continuum.

Edwin People work with MATs across the UK to support culture alignment, leadership transitions and integration design. Contact us on 0191 6076 300 or email [email protected] for a conversation about your Trust’s next chapter.

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