In Swedish organizations, where consensus and flat hierarchies are the norm, the Chief of Staff (CoS) must adapt the integration process to create participation and engagement. This means that the CoS involves employees and union representatives in planning and implementing the integration, often through workshops, working groups, and open forums. Decision-making processes are inclusive and based on dialogue rather than top-down control. The CoS is responsible for communicating clearly about goals, expectations, and changes, as well as creating structures for feedback and continuous improvement. By respecting Swedish values of openness and consensus, the CoS can build trust and reduce resistance to change. This increases the chances that the integration will be successful and that the organization quickly reaches its strategic goals.