Making the Transition: Uniting Two Teams   Anthony Molaro, MBA, MLIS, PhD Student
But First Before we begin...
Merging Departments and Managing            ChangeGain a thorough understanding of the cultures of the twodepartmentsCreat...
My Role Change is enabled and lead not managed Successful change requires:   Leading   Involving   Communicating   Learnin...
http://www.flickr.com/photos/twentysevenphotos/5349693235/in/gallery-54174488@N02-72157625731324227/
OverviewThis is a very short presentation on a very long and complexprocess. It is really a journey.I will talk about the ...
Preferred Outcome
Transparency is a Must
Unite around a single vision or idea
Forget about the naysayers
Focus on those who agree with you. Startyour team with them. The others will follow(eventually).
Now we are ready to unite
It will take time and patience
Resistance to Change
On Change:
On Change:
On Change:
On Change:
On Change:
On Change:
http://fineartamerica.com/images-medium/breathe-laurinda-stanton.jpg
ConclusionI hope that I have demonstrated that my plan and approach tobringing these two departments together is systemati...
While this presentation focused on a model for effective teammergers, it also focused on change management.Much of this pr...
What’s Up with the Drawing?
What’s Up with the Drawing?
What’s Up with the Drawing?    Together you can make something beautiful
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
Moraine Valley Community College: Merging Teams and Managing Change
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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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  • Moraine Valley Community College: Merging Teams and Managing Change

    1. 1. Making the Transition: Uniting Two Teams Anthony Molaro, MBA, MLIS, PhD Student
    2. 2. But First Before we begin...
    3. 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. 4. My Role Change is enabled and lead not managed Successful change requires: Leading Involving Communicating Learning Measuring Reinforcing
    5. 5. http://www.flickr.com/photos/twentysevenphotos/5349693235/in/gallery-54174488@N02-72157625731324227/
    6. 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. 7. Preferred Outcome
    8. 8. Transparency is a Must
    9. 9. Unite around a single vision or idea
    10. 10. Forget about the naysayers
    11. 11. Focus on those who agree with you. Startyour team with them. The others will follow(eventually).
    12. 12. Now we are ready to unite
    13. 13. It will take time and patience
    14. 14. Resistance to Change
    15. 15. On Change:
    16. 16. On Change:
    17. 17. On Change:
    18. 18. On Change:
    19. 19. On Change:
    20. 20. On Change:
    21. 21. http://fineartamerica.com/images-medium/breathe-laurinda-stanton.jpg
    22. 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. 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. 24. What’s Up with the Drawing?
    25. 25. What’s Up with the Drawing?
    26. 26. What’s Up with the Drawing? Together you can make something beautiful

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