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Merging Cultures in Organizations
© Martyn Carruthers

Online Life Coaching & Mentorship

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.

Varieties of Workplace Culture

Environment location, clothes, jewelry, homes, decor
Behavior languages, work hours, productivity, strategies
Beliefs definitions, predictions, assessments, myths, histories
Values evaluations, comparisons, policies, ethics
Identity personalities, identifications, transferences
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:

  1. Vision and values
  2. Management style
  3. Financial transparence
  4. Information dissemination and flow
  5. Management unity and coordination
  6. Communication styles and flexibility
  7. Availability of perquisites and promotion
  8. 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.

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
Accelerate and improve cultural integration
  • 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

Workshops can be presented as in-house trainings, or as part of on-site programs

Downsizing . Integrating Refugees . Exit Coaching . Pricing

Online Life Coaching, Counseling & Mentorship


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Soulwork systemic coaching in America & Hawaii


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Have You Suffered Enough?

 Where are you now? Understand your emotions, fixations and enmeshments
What do you hope for? Know your goals and stop sabotaging yourself
Do you feel resourceful? Learn to develop your inner resources
Do emotions block you? Relationship problems and mentor damage
Do your beliefs limit you? Change limiting beliefs and end dependence
Do you feel connected? Resolve identity issues to recover lost resources
Is your partner happy? Build healthy partnership (or separate peacefully)
Are your children healthy? Happy parents better manage family problems
Do you want team success? Team leaders and their teams develop together
Do you have complex goals? Specialty coaching, counseling & therapy

Plagiarism is theft. Copyright © Martyn Carruthers 1996-2018  All rights reserved. Soulwork Systemic Coaching was primarily developed by Martyn Carruthers to help people solve emotional problems and relationship conflicts to achieve their goals. These concepts and strategies are for general knowledge only. Consult a physician about medical conditions and before changing medical treatment. Don't steal intellectual property ... get permission to post, publish or teach Martyn's work - email