Today's organisations are continuously reshaping themselves to proactively respond to the external and internal challenges – by reinventing their missions, restructuring, merging, acquiring other organisations ... Teams which have so far operated autonomously now find themselves integrated into larger structures; companies which used to be tough competitors are after an acquisition process expected to function as a happy family; a project that started as a small family business is after quick growth a 30-people organisation without adequate operational structure. Though on the outside the changes may seem for the better, on the inside they cause friction and frustration: 'us and them' attitude prevails, responsibilities are unclear, change processes are not aligned, the culture of blaming and complaining evolves.
Some of the steps which facilitated integration of diverse organisational and/or team cultures can include:
- Establishing basic understanding of diverse roles, goals, needs and values of each subgroup
- Identifying unique contributions which each subgroup brings to the organisations
- Shared exploration of how to integrate both cultures for synergic results
- Action planning for creating and sustaining a desired organisational culture (on identity, value, belief, behaviour and environment level)