How to Merge Clashing Cultures

We see it happen all the time. Whether it’s two different companies or two departments merging together—you experience a clash of the culture titans. Where one side is rigid and process-oriented, the other might be more free-spirited, and it becomes an us-versus-them mentality, even though technically they’re both on the same team now.

Clashing cultures usually stem from a resistance to change. It’s not necessarily a fear of change itself, but the feeling of losing control that the change invokes. Merging cultures on paper can seem like a seamless task, but the real issue comes when people get into the mix. The differences in mindset and working styles often reveal themselves, causing friction and slowing down the integration process.

So, when you have two differing cultures now coming together as one, as a leader, how can you help it be a little more seamless?

I think it starts with asking yourself five questions.

1. WHAT’S THE WHY?

When two sides are going to blend into one, it always involves the removal or breaking down of the usual way of doing things. But before you jump in and shake things up for the sake of shaking them up, ask about why things are the way they are. John Maxwell always says, “Make sure you understand why the fences were built before you go tearing them down.” By understanding the reasons behind established processes, you’re not just respecting the legacy of the old ways, you’re also ensuring that any changes you introduce will be grounded in solid reasoning. Leaders who do this right bring the team along, not just into the change, but also into a greater understanding of its purpose.

2. DO WE SHARE ANY VALUES?

We know this as the Law of Common Ground. Undoubtedly, between the two cultures, there is one thing that both have in common. Find that 1% and go in 100% on that one thing. It’s a great starting line to get people in agreement. This small but significant point of alignment can be a rallying point for teams, turning potential conflicts into collaborative opportunities. By emphasizing shared values, you create a foundation for trust, which is vital when building a new, unified culture.

3. ARE YOU PROMOTING RELATIONSHIP BUILDING AMONG THE TEAM?

Allow people on the team to get to know each other, and do it in a way that isn’t all about systems building or learning processes. Relationships will be key in the success of blending two cultures. It’s easy to focus solely on operational alignment, but the emotional and social aspects of the team’s integration are just as important. You can’t underestimate the value of personal connections, even if they start small. Encourage informal interactions and social activities where employees can bond outside the pressures of work.

4. DOES THE NEW COMBINED TEAM KNOW WHAT THEY WANT TO BE KNOWN FOR?

There’s a distinct line between what you ARE known for and what you WANT to be known for. Have the new team spend time building relationships by deciding and agreeing on what they want to be known for. By letting them speak into that, there will be more agreement in developing a systematic approach to getting there and closing that gap. This sense of shared identity can unite a team under a common goal, helping to overcome any previous divisions. When team members are clear on the new purpose, they can align their actions toward achieving it, strengthening their commitment to the success of the merged culture.

5. ARE YOU INITIATING THE CONVERSATION?

Leaders need to lead the charge with these difficult conversations. Remember, we’re trying to defuse people’s fear of a lack of control – so initiating the conversations with the team as a whole and members of the team (and doing it frequently!) is key. No matter what’s happening above you, make sure whatever your leadership responsibility is, you’re doing it with your team and communicating frequently. Regular, open dialogues will ease the tension that naturally arises when people feel like they’re being swept along by forces they don’t understand. Lead with transparency and vulnerability to build trust.

How to Avoid Common Pitfalls in Merging Cultures

While merging two different cultures can be exciting, there are a few common pitfalls to avoid. One of the most important is ignoring existing cultural norms. People in both cultures will have habits, communication styles, and workflows that may be resistant to change. As a leader, it’s your role to guide them through this. Acknowledge the legacy each culture brings, and then explain how these elements will evolve to fit the new collective vision.

Another pitfall is failing to provide enough resources for the transition. Cultural shifts often require training, support, and time. Be sure to equip your team with the tools they need to understand and adapt to the changes they’re facing.

Finally, don’t overlook the importance of measuring progress. Cultural integration isn’t an immediate change. Set clear milestones and check in regularly to gauge how well the integration is going. Celebrate small wins and provide feedback to keep the momentum going.

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