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
My Role Change is enabled and lead not managed Successful change requires: Leading Involving Communicating Learning Measuring Reinforcing
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.
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.
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.