One of the most difficult situations I had to tackle was to lead a organizational change after an integration. The process is difficult by itself, but the key point was to balance the knowledge of the previous leader and his influence in the team. It was not easy to change anything fighting at the same time against the inertia of the previous management style, but at the same time, for me was an important source of reference and knowledge. Have you ever lived a situation like this?
we need to understand which side he/she is on. the leader is one with all the influence in the company(like how to, where to, what to, when to). knowing what the leader thinks of the merger decides whether he/she should be retained or released from the organization.