Aligning team values post-merger requires clear communication, inclusive workshops, and shared goals. Establish a unified vision, highlight common ground, and celebrate small wins to foster a cohesive culture. 🌟🤝 What strategies have you found most effective in aligning team values?

Para alinhar os valores das equipes após uma fusão, eu começaria estabelecendo uma visão e missão claras e unificadas que reflitam os objetivos da nova empresa. Avaliaria os valores existentes das equipes por meio de pesquisas para identificar pontos em comum e diferenças. Envolveria a liderança para que promova a cultura desejada. Iria promover uma comunicação aberta, incentivando os funcionários a compartilharem preocupações e ideias. Criaria um conjunto de valores com a participação de todas as equipes, garantindo inclusão. Treinaria sobre integração cultural e reconheceria comportamentos alinhados aos valores. Monitorar sempre o progresso, coletar feedback e adaptar as estratégias para garantir alinhamento e colaboração contínuos.

It’s like doing an open heart surgery while keeping the heart beating!! Empathy, genuine attempt to understand where the other is coming from, regular two way communication and effective change management is the key!

Aligning team values after a merger can be challenging but also a great opportunity for growth and cohesion. Some effective strategies to navigate this process could be: Conduct a Values Assessment & Gather Input, Identify Core Values, Facilitate Open Communication, Define a Unified Set of Values through collaborative workshops, Clear Messaging, Lead by Example,Recognize and Reward, Integrate Values into Daily Practices,Performance Reviews, Monitor and Adapt Feedback Loops and have to be FlexibleCelebrate Milestones and reinforce Team Building Activities.

One important thing is not to go in and disregard the values of those who have just joined you.. this will be met with negativity and pushback. Try to find out about their values and ways of working, and foster open discussions about how values from both can be integrated. Building relationships and trust is key here to get the team working together for the same purpose. A little bit of playing chess rather than enforcing your values immediately goes a long way to ensure a smooth transition.

I helped two companies go through a merger several years ago. Several years prior, an earlier merger attempt failed, and there was some angst between the two. We did in-depth interviews with supervisors through CEO's at both companies to understand the actual dynamics, cultures, and values at each company. We took the five different values of each company and distilled them down to three new values that already central to both companies. Then we essentially created a new entity with a new name that captured loved parts of each company. Sources say that 90% of mergers fail one way or another. Not only was this merger successful, but the new company retained all the top people in each of the companies.

To align team values after a merger: Conduct surveys and focus groups to understand existing values and cultural differences. Define 4-5 core team values with specific behaviors. Communicate the new values clearly and consistently through various channels. Lead by example, with top management role-modeling desired behaviors. Implement initiatives that reinforce the new values. Provide training and support to help employees adapt. Regularly assess progress and make adjustments as needed. Foster open communication and address concerns transparently.

When companies merge, the first step isn’t just setting values—it’s defining a clear and inspiring purpose. Why does this new entity exist? How will it make a difference now and into the future? Getting key stakeholders to agree on this shared purpose lays the foundation for everything else. With that purpose in place, the senior leadership team can shape the culture needed to bring it to life. From there, behaviours that support this culture come into focus, paving the way for values that truly guide and unite the team. When values align with an inspiring purpose and culture, they create an environment people believe in, feel excited to be part of, and work together to achieve amazing things. This is where the magic happens!

In my experience the transparency & alignment are two critical factors.Leadership in their all their messages & communication be clear on the difference, what’s the plan to align them and how would each one of the merged Organizations,being considered as a part of new entity. What is the process to hear their concerns, doubts. The way this doubts are addressed, provided with the solution path in short term and mid term. The employees are anxious due to change. The leadership at each level of its clear on inclusive approach for all it will be the path which will yeid results. In short Transparency, Alignment process, what and how Queries to be rightly addressed, Inclusive & equality environment are the actions with due authenticity from all.