Culture Integration

When different organisations or departments integrate, the cultures can present as many challenges as the processes. The reasons for this can be many and varied, including mergers, aquisitions and restructures.  We at Unicorn have substantial experience in supporting businesses through this integration.

The huge positive, to this situation, is that people are expecting things to change, so they are more open to the idea of doing things differently. What is essential is that your people are given clear direction on Day One. People find their own way, and create their own frames of reference and rules of operation if you do not do it for them. Doing nothing, or little, at the point of integration will lead to an emerging culture – once the new culture has emerged it will be doubly challenging to change it.

As human beings, we all have a level of desire to ‘fit in’ (though you may not believe this some times!) At times of change people will be looking for direction and guidance of ‘what’s OK here’ and capitalising on this moment is essential.

At Unicorn, we have vast experience at supporting Leadership Teams to start looking at this early on (usually a few of months before going live.) We work with the team to establish

• What they want the culture to be
• What that means for them
• How to engage the managers
• How to engage everyone else
• Plans to deliver the above

At times of integration, Leadership Teams have huge numbers of priorities in the lead up to, and start of, the change. Part of what we do, at Unicorn, is ensure the culture creation aspect of this change stays on the agenda (it is the favourite one to get dropped!). We also take responsibility for the design of some of these interventions; though need to work closely with the Leadership team, as the ownership for all events and activities needs to be theirs.