We're here! Excited to hear from staff in this special library at Norton Rose Fulbright: Emily Nickerson, Kathryn Rose and Carolyn Petrie
some traits about workplace culture:
-pervasive (physical space, rituals -- both entire organizations and microcosms of it)
-shared (values, actions & it's (self)reinforcing)
-resilient and enduring; it's hard to change
-hard to define (as this conference has shown!)
-implicit
-pervasive (physical space, rituals -- both entire organizations and microcosms of it)
-shared (values, actions & it's (self)reinforcing)
-resilient and enduring; it's hard to change
-hard to define (as this conference has shown!)
-implicit
Culture is often not at the forefront when dealing with a merge but it is critical to the success of the merge. Culture of all parties, prior to the merge, should be considered to better assist the transition
results of unaligned cultures include:
-decrease in decision making
-less enthusiasm and initiative
-conflict, higher turnover rate, poor business outcomes
-decrease in decision making
-less enthusiasm and initiative
-conflict, higher turnover rate, poor business outcomes
in this merge, the library has had some challenges:
-coming in late
-lacking background info for the full picture
-balancing priorities & cultures among offices (6 nationally)
-assessing strengths/weaknesses
-not knowing the other teams and how to form the best relationships
-coming in late
-lacking background info for the full picture
-balancing priorities & cultures among offices (6 nationally)
-assessing strengths/weaknesses
-not knowing the other teams and how to form the best relationships
Merger TDL:
-Make culture part of the plan
-identify who owns it
-identify strengths and weaknesses and how the merging groups complement each other
-build an internal brand focused on the new merged environment, with members of both organizations
-! stress the positives !
-Make culture part of the plan
-identify who owns it
-identify strengths and weaknesses and how the merging groups complement each other
-build an internal brand focused on the new merged environment, with members of both organizations
-! stress the positives !
In this merge experience, the values of both companies aligned, and this shared culture was addressed to the company overall. From the library perspective, they were given some culture-based guidance that was welcomed and supportive of their activities.
