Case Study Two

 Task

Three distinct teams, each with its own culture and operational style, needed to be merged following an acquisition. Leadership was tasked with creating a unified team without losing the unique strengths of each group, all while maintaining engagement and minimizing disruption. Misaligned priorities and cultural clashes threatened collaboration and overall performance.

 Approach
  • Assessed cultural dynamics and operational strengths across all three teams to identify alignment opportunities and potential friction points.
  • Engaged leadership to define a shared vision, values, and goals, ensuring all team members felt heard and included.
  • Designed cross-functional collaboration frameworks to encourage trust, communication, and streamlined workflows.
  • Rolled out targeted change management initiatives to equip leaders with the tools to navigate the integration effectively.
Impact
  • Achieved a seamless merger, with 92% of employees reporting alignment with the newly defined team vision and values in a post-merger survey.
  • Cross-team collaboration and efficiency improved by 35%, as measured by project completion rates and stakeholder feedback.
  • Preserved and integrated key cultural strengths, creating a unified team culture that supported innovation and engagement.