In the midst of organizational change and restructuring through team mergers, cultures may collide and the fallout can be disastrous or at the very least disheartening.
How to Merge Teams Together Successfully
Here are 12 steps you can take to merge teams successfully within your organization.
1. PLAN AHEAD FOR THE TEAM MERGER
Long before any change announcement is made, identify who will be impacted by merging the teams and how. Don’t leave it to chance – plan out the process, communication, measurement, and results.
2. CHOOSE THE CULTURAL AGENDA
What is the result you want to see emerge from the combination of the multiple teams? How does this relate to the unique culture that each team brings? The new structure may follow one pocket culture more closely, or may create a blend of cultures. The bottom line is to define the cultural agenda. Define what it will look like, and what it means to the process, individuals, and outcomes when merging teams.
3. FIND THE PAIN POINTS OF COMBINING TEAMS
Before you combine two teams into one, review the opportunities and the strengths of each team member from multiple perspectives and build your plan around them.
4. DIAGNOSE THE SIMILARITIES AND DIFFERENCES BETWEEN THE TEAMS
Look for similarities or differences that matter to determine which gaps need to be closed as you merge the two groups. Use interviews, focus groups, accountability mapping, process flow mapping, observation or surveys to gather critical feedback.
5. ANTICIPATE AND EXPECT A FEW BUMPS DURING THE MERGER
Senior leaders can find themselves in the uncomfortable position of watching the problem unfold without knowing what to do about it. Ask questions openly and honestly and listen for the answers, sometimes even when you don’t ask the questions.
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6. INVOLVE EMPLOYEES IN THE ROLL-OUT AND VISION FOR THE NEWLY MERGED TEAM
Co-create the new culture focusing on the areas of similarity that matter with the newly merged team. Highlight and recognize the areas of similarity as the team moves forward together.
7. USE THE STRENGTHS OF BOTH TEAMS
Choose and declare what to bring forward and what to leave behind from each team. There may be things that don’t work with the expected outcomes of the newly merged team, and letting the team declare this will help them own the new future vision. We have done this really effectively on a Graffiti Wall in a Merging Teams Workshop called Inspire the Future.
8. COMMUNICATE OFTEN & FREQUENTLY WITH ALL MEMBERS OF THE NEW TEAM
Team members will be uncertain in the face of change. Frequent, targeted communication will help to build confidence and ensure people are on track as they move forward together.
9. LEVERAGE OPPORTUNITIES TO BRING THE TEAMS TOGETHER
Socially and operationally, set the stage with opportunities for the new team to naturally play together and work together to solve a challenge using multiple perspectives to achieve success.
10. MEASURE PROGRESS ALONG THE WAY
Once you have identified the key measures of cultural and operational success, measure the progress of your newly formed team. When you measure it, you have the opportunity to dig deeper, follow up and keep team building. More than just annual measurement, use frequent touchpoints to keep important issues and opportunities top of mind. Help your team to see the improvements as you move forward together.
11. CELEBRATE SUCCESSES TOGETHER
Highlight the successes related to outcomes of combining the teams. Declare how the team worked together to accomplish the successes – both operationally and culturally.
12. UNDERSTAND THAT EMERGING CULTURE IS AS IMPORTANT AS EMERGING RESULTS
Often we pay attention to the financials and efficiencies gained…we need to devote equal attention to measuring the people analytics. Use a Cultural Integration Impact Identifier Tool to close the loop on merging the team cultures. Using these tools, leaders manage and measure how people are adapting their beliefs and behaviors, thereby measuring outcomes and the probability that the behaviors will show positive returns.
Few learning companies focus on combining teams. Even fewer have 30 years of experience in merging teams together. Consider a conversation with our Founder and CEO to gain insight into your situation and find out which programs fit your needs.
