3. Merging Departments and Managing
Change
Gain a thorough understanding of the cultures of the two
departments
Create a vision of a single team
Foster a culture of change
The number one reason a merger fails is due to cultural
incompatibilities
Develop support
4. My Role
Change is enabled and lead not managed
Successful change requires:
Leading
Involving
Communicating
Learning
Measuring
Reinforcing
6. Overview
This is a very short presentation on a very long and complex
process. 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.
33. Conclusion
I hope that I have demonstrated that my plan and approach to
bringing these two departments together is systematic but
holistic.
I also hope that this presentation gives you a flavor of me and my
management style. I believe in transparency, empowerment,
encouragement, and patience.
I also believe that people resist change when they don’t
understand it. Part of my job is to communicate the vision and
attain buy-in. I too would resist moving to the unknown.
The onus is on the leadership team.
34. While this presentation focused on a model for effective team
mergers, it also focused on change management.
Much of this process is a change management process.
37. What’s Up with the Drawing?
Together you can make something beautiful
Editor's Notes
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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
