Moraine Valley Community College: Merging Teams and Managing Change

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  • The library and I will need to gain a thorough understanding of both the external and internal culture of both departments.\n\nThis aides in the acculturation process.\n
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Transcript

  • 1. Making the Transition: Uniting Two Teams Anthony Molaro, MBA, MLIS, PhD Student
  • 2. But First Before we begin...
  • 3. Merging Departments and Managing ChangeGain a thorough understanding of the cultures of the twodepartmentsCreate a vision of a single teamFoster a culture of change The number one reason a merger fails is due to cultural incompatibilitiesDevelop support
  • 4. My Role Change is enabled and lead not managed Successful change requires: Leading Involving Communicating Learning Measuring Reinforcing
  • 5. http://www.flickr.com/photos/twentysevenphotos/5349693235/in/gallery-54174488@N02-72157625731324227/
  • 6. OverviewThis is a very short presentation on a very long and complexprocess. It is really a journey.I will talk about the four steps of merging departments.Note: I have an unfair advantage. Merging teams is the focus of my dissertation.
  • 7. Preferred Outcome
  • 8. Transparency is a Must
  • 9. Unite around a single vision or idea
  • 10. Forget about the naysayers
  • 11. Focus on those who agree with you. Startyour team with them. The others will follow(eventually).
  • 12. Now we are ready to unite
  • 13. It will take time and patience
  • 14. Resistance to Change
  • 15. On Change:
  • 16. On Change:
  • 17. On Change:
  • 18. On Change:
  • 19. On Change:
  • 20. On Change:
  • 21. http://fineartamerica.com/images-medium/breathe-laurinda-stanton.jpg
  • 22. ConclusionI hope that I have demonstrated that my plan and approach tobringing these two departments together is systematic butholistic.I also hope that this presentation gives you a flavor of me and mymanagement style. I believe in transparency, empowerment,encouragement, and patience.I also believe that people resist change when they don’tunderstand it. Part of my job is to communicate the vision andattain buy-in. I too would resist moving to the unknown.The onus is on the leadership team.
  • 23. While this presentation focused on a model for effective teammergers, it also focused on change management.Much of this process is a change management process.
  • 24. What’s Up with the Drawing?
  • 25. What’s Up with the Drawing?
  • 26. What’s Up with the Drawing? Together you can make something beautiful