Repair Post-Merger Collaboration at Maison Luxe and EcoDenim
Overview
What this challenge is about.
Diagnose post-merger friction and design a 50k-euro cultural integration program for a merged fashion group. Earn a verifiable certificate.
The scenario
Maison Luxe is a Paris-based luxury fashion house; EcoDenim is a Bengaluru sustainable-denim manufacturer of roughly 300 employees acquired to anchor Maison Luxe's eco-friendly line. The case file you receive is a de-identified internal record assembled by the integration office in the sixth month after closing, with all individuals replaced by role labels.
The Brief
What you'll do, and what you'll demonstrate.
How should Maison Luxe and EcoDenim integrate their distinct national and organizational cultures so that collaboration and innovation improve rather than degrade after the merger?
Earning criteria — what you'll demonstrate
- Translate raw incident records and survey data into a defensible cross-cultural diagnosis
- Apply a national-culture framework to distinguish national-culture friction from organizational-culture friction
- Design an inclusive integration program within hard budget, participation, and neutrality constraints
- Map stakeholder power and resistance across two sites and three organizational levels
- Define measurable success indicators tied to a baseline dataset
Program Fit
Where this fits in your program.
Sharpens the same skills your degree expects you to demonstrate.
Aligned coursework coming soon.
Skills
Skills you'll demonstrate.
Each one shows up on your verified credential.
- Cross Cultural Communication
Apply cross cultural communication to solve real industry problems and demonstrate production-level capability.
- Merger Integration
Apply merger integration to solve real industry problems and demonstrate production-level capability.
- Program Design
Apply program design to solve real industry problems and demonstrate production-level capability.
- Stakeholder Engagement
Apply stakeholder engagement to solve real industry problems and demonstrate production-level capability.
- Training Development
Apply training development to solve real industry problems and demonstrate production-level capability.
Careers
Career paths this challenge builds toward
Completing this challenge demonstrates skills that transfer directly to these roles:
DEI Program Designer
This challenge mirrors the core job: turning messy evidence about cross-site friction into an inclusive, budgeted program that leadership will fund. You practice diagnosing culture, designing interventions, and defending choices to stakeholders on both sides.
This challenge sharpens
- cross-cultural-communication
- program-design
- stakeholder-engagement
Post-Merger Integration Consultant
Integration consultants live in the six-month-after window this challenge re-creates. You learn to separate national from organizational culture, sequence interventions within constraints, and tie program goals to baseline metrics leadership can track.
This challenge sharpens
- merger-integration
- cross-cultural-communication
- stakeholder-engagement
Learning & Development Specialist
Building training modules from real friction points, with objectives, formats, and facilitation notes, is the heart of an L&D role. The challenge bridges from diagnosis to deployable learning content for a multinational, multilingual workforce.
This challenge sharpens
- training-development
- program-design
- cross-cultural-communication