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Any
failure to integrate cultures within organizations can increase conflict and
lower productivity. Even if employees share similar regional and ethnic
backgrounds; there will be differences in economic status, intelligence, political
beliefs and religious values. Unless managed effectively, these differences
can divert time and energy from production to conflict.
Integrating people from different cultures requires close
attention to cultural similarities and differences. While ethnic and
traditional cultures can be honored and used as resources, conflicts can
damage organizational relationships between management, employees, customers,
suppliers and stockholders.
We coach managers to analyze these categories
to find potential sources of conflict. The sources are rarely as obvious as
the later manifestations of conflict, such as fights, disputes, harassment
and lawsuits. Cultural management includes predicting potential conflict,
and dissolving conflict before it is manifest as increased tension and
decreased productivity.
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Categories of Workplace Culture |
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Environment |
location, clothes, jewelry, homes, decor |
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Behavior |
languages, work hours, productivity, strategies |
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Beliefs |
definitions, predictions, assessments, myths, histories |
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Values |
evaluations, comparisons, policies, ethics |
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Identity |
personalities, identifications, transferences |
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Trans-personal |
social behaviors, community rituals, cultural traditions |
Ineffective cultural integration is expensive: lost
productivity and sales, lost key personnel, lost customers and lost
workplace morale. Employees may manifest their hidden agendas by
ignoring changes, or by sabotaging efforts at integration.
Systemic Solutions can help you solve challenging mergers.
This includes integrating military and civilian emergency personnel, integrating
commercial and therapeutic consultants and integrating refugees into host
cultures. Similar principles ease the transition of commercial mergers.
Executives and managers may be preoccupied with the financial,
legal and technical aspects of integrating organizations and ignore the relationship
dynamics of human systems. The fact that few mergers meet management's expectations
reflects a failure to anticipate and integrate different cultures. Buying a company
is simpler than integrating a workforce. Relationship management prevents wasted time
and effort on ineffective changes, and accelerates organizational integration.
Some factors of cultural integration:
- Vision and values
- Management style
- Financial transparence
- Information dissemination and flow
- Management unity and coordination
- Communication styles and flexibility
- Availability of perquisites and promotion
- Flexibility of behaviors, habits and traditions
If your organization fails to manage integration,
you may experience disappointing performance. Let the unhappy results of other
mergers and acquisitions motivate your executives and managers to give due
diligence to cultural management.
You can
manage the culture of your organization, and successfully merge organizational cultures
to avoid losing market position, employees or return-on-investment.
Our systemic consultants, tools and processes can increase the likelihood of
successful integration of your organization.
Systemic Coach Training
Do you want effective systemic coaching, training or mentorship programs? We
coach and train people to sole relationship management problems - especially
emotional and relationship challenges.
If you are interested in adding systemic coaching to your skills, we offer
training programs with many levels of application. While designed for
professionals in health, education and psychology; we welcome
friendly, stable people who wish to learn systemic coaching.
If you wish to use systemic coaching, this program coaches you to coach
people to gain clarity, dissolve
relationship issues and understand "what makes sense."
You'll help people solve success and relationship problems. You'll help
people fulfill their dreams.
Most of our systemic coach training is in 5-day segments:
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Manage Corporate
Culture |
Merge Corporate Cultures |
Assessing, creating and managing
corporate culture is science and art.
- Assess corporate culture
- Qualitative - interviews
- Quantitative - questionnaires
- Structural indicators of culture
- Culture, performance and profitability
- Manage cultural conflict
- Integrate new employees
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How to accelerate and improve cultural
integration
- Why managing culture is as important as managing
finance and technology
- How to assess the challenge
- Pre-acquisition cultural assessment
- Dominance - which culture to keep?
- Manage pre-merger, merger and post-merger
phases
- Merge identities, visions and goals
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Workshops can be presented as in-house
trainings, or as part of on-site programs
Downsizing
. Integrating Refugees
. Exit Coaching
. Pricing |
Online Coaching &
Mentorship
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