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Merging Organizational Cultures

Telephone Coaching with Martyn Carruthers

Although few organizations are completely homogenous, any failure to integrate cultures within your organization will be reflected in productivity. Even if your employees share a similar ethnic background, differences in economic status, intelligence, political beliefs and religious values can divert workers time and energy from production to conflict.

Integrating people from different backgrounds and cultures requires your close attention to cultural similarities and differences. While ethnic values and traditional holidays can be honored and used as resources, conflicts can damage organizational relationships between management, employees, customers, suppliers and stockholders.

We help managers analyze their organizations to find and control potential sources of conflict. The sources are rarely as obvious as the later manifestations of conflict, such as fights, disputes, harassment and lawsuits. You can predict potential conflict, and dissolve conflict before it manifests as increased tension and decreased productivity.

Some Categories of Workplace Culture

Environment location, clothes, jewelry, homes, decor
Behavior languages, work hours, productivity, strategies
Beliefs definitions, predictions, assessments, rules, histories
Values evaluations, comparisons, policies, ethics
Identity personalities, identifications, transferences
Trans-personal visions, social behaviors, community rituals, cultural traditions

Ineffective cultural integration is expensive: you lose productivity and sales, you lose key personnel, and customers and you may lose respect as a manager. Employees may manifest their hidden agendas by ignoring your proposed changes, or by sabotaging your efforts at integration.

Systemic coaching can solve challenging mergers. Our more recent challenges include integrating military and civilian emergency personnel, integrating commercial and therapeutic consultants and integrating refugees into host cultures. We also ease the transition of commercial mergers.

If you are preoccupied with the financial, legal and technical aspects of management, you may ignore the relationship dynamics of merging cultures. The fact that few mergers meet management's expectations reflects this failure to anticipate conflict and integrate different cultures. Buying a company is simpler than integrating a workforce. Systemic management prevents wasted time and effort on ineffective changes, and accelerates organizational integration.

Some factors affecting cultural integration:

  • Vision and values

  • Management style

  • Financial transparence

  • Communication styles and flexibility

  • Information dissemination and flow

  • Management unity and coordination

  • Availability of perquisites and promotion

  • Flexibility of behaviors, habits and traditions

Any failure to manage integration may cause disappointing performance. Let the results of other mergers and acquisitions motivate you to give due diligence to systemic management.

Managing the culture of your organization, and successfully merging different cultures helps avoid losing market position, key employees and your return-on-investment. Let our consultants, tools and processes increase the likelihood of successful integration of your organization.

Managing Corporate Culture Merging Corporate Cultures

Assessing, creating and managing corporate culture are sciences and arts.

  • Assessing corporate culture
  • Qualitative - interviews and focus groups
  • Quantitative - questionnaires and polls
  • Culture, performance and profitability
  • Managing cultural conflict
  • Integrating new employees

How to accelerate and improve cultural integration

  • Why managing culture is as important as managing finance, law and technology
  • How to assess the challenge
  • Pre-acquisition cultural assessment
  • Dominance - which culture to keep?
  • Managing the pre-merger, merger and post-merger phases
  • Merging identities, visions and goals

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

Downsizing . Integrating Refugees . Exit Coaching

Martyn Carruthers is the founder of Soulwork Systemic Coaching and Systemic Solutions.
He provides worldwide training and consulting on organizational relationships.

If you like our work, please link to us. If you know someone who might benefit,
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For online help, email us at:

Soulwork systemic coaching in America & Hawaii


Soulwork systemic coaching in England, Wales & Scotland

Soulwork systemic coaching in Croatia & Serbia

Soulwork systemic coaching in Poland



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