During a coaching session, a leader shared they were struggling to bring together people from different workplace cultures. Each group had its own values, communication styles, expectations and ways of getting work done. The leader was frustrated and was finding it difficult to create an environment of mutual trust and openness. What should have been an opportunity to bring different team members together was becoming a source of tension and division. Through our coaching conversations, we began exploring some different perspectives of looking at the situation. Instead of trying to get everyone to work the same way, how could this leader create an environment where differences were respected, and everyone felt they belonged?
Here are five strategies to help leaders build an inclusive culture after a merger:
1. Put On Your Curiosity Hat
When different cultures come together, it’s easy to make assumptions about how others think, communicate and approach their work. What one person considers direct communication another may perceive as confrontational. Leaders need to get curious to find ways to bring the different cultures together. What might you be missing because you’re looking at this situation through only your own lens?
- Listen strategically to understand, not simply to respond.
- Ask questions about what matters to each person.
- Recognize that different perspectives can strengthen a team.
2. Create Clarity Around Roles and Responsibilities
Different workplace cultures often bring different expectations about ownership, decision-making and accountability. When responsibilities aren’t clear, frustration builds and trust begins to erode. One of my favorite exercises is to put up four pieces of flip chart paper around the room and have each team member share their roles and responsibilities, state their expectations of others, express how they see decisions being made and explain how they contribute to the firm’s bigger vision. In my coaching conversations, I encourage leaders to identify the conversations that haven’t happened and the expectations that have been left unsaid. Sometimes clarity is the missing ingredient.
3. Set Boundaries Without Building Walls
Being an approachable leader doesn’t mean being available every minute of every day. Team members may have different expectations about access, communication and autonomy. The challenge is finding the balance between being accessible and establishing healthy boundaries. People need to know they can speak up without fear of being dismissed or judged. Ask yourself:
- Am I approachable when someone needs to raise a concern?
- Do people feel comfortable disagreeing with me?
- Am I modeling the respect and openness I expect from others?
4. Create New Norms Together
When workplace cultures merge, the answer isn’t necessarily to adopt one group’s way of doing things. It’s an opportunity to create something new. Invite the team to have conversations about what they want their shared culture to look like. Give people a voice in shaping the culture they will be part of. When people help create the norms, they are more likely to embrace them. Explore questions such as:
- What values do we want to have in common?
- How do we want to communicate with one another?
- What does respect and collaboration look like?
- How will we handle disagreements?
- What traditions and practices from each culture should we preserve?
5. Pause, Breathe, and Recharge
Bringing different cultures together takes time. There will be misunderstandings, difficult conversations and moments when leaders question whether anything is changing. This is when leaders need to step back and reflect. Sometimes the best leadership move isn’t to push harder. It’s to pause long enough to gain a new perspective. Building trust and connection is key. And taking time to step away and re-evaluate is just as important to a leader.
How have you connected different cultures after a merger? If you would like to explore ways to merge cultures just click here.