Fusion
Merging cultures across organisations and nationalities:
- PCI® Culture Analyses provide insights across the merged companies
- Successful integration of cultures, values and ways of working
- Create high employee loyalty, engagement and productivity
- Create a coherent and effective management culture
- Human due diligence that brings values and cultures together
At RenewTech, our tools were used as part of their cultural process after they decided to acquire a branch in the Netherlands in the same field. Our tools were used to strengthen the integration of the cultures. It became clear along the way that if the tools had been part of the due diligence phase, they could have helped assess whether there was a strong cultural and leadership match.
Management felt there was a good cultural match, and the next step was to ensure that the new common third was solid. By certifying our tools, organisations like RenewTech ensure that culture work continues effectively in their everyday work without the need for external facilitation. The flow of the process was as follows:
01
We asked the entire management team - both in Denmark and the Netherlands - to fill out an English PCI® Team Culture Analysis. The goal was twofold: 1) to give them an impression of the PCI® Tool before the rest of the organisation had to answer it and 2) to give them a sense of how they each weighted the different elements of a good team.
02
An online meeting where we introduced them to our cultural considerations and used our team wheel as a dialogue model based on the completed PCI® Team Culture Analysis. We created a mini workshop online so they could try it out for themselves before they had to prove it to the rest of the organisation at the upcoming kick-off in Amsterdam.
03
Distributing the PCI® Team Culture Analysis to the entire organisation to understand how close they were culturally and creating a culture baseline to guide the new common third.
04
We facilitated their kickoff in Amsterdam, where the entire organisation met for the very first time. We were all welcomed with a red carpet, gold balloons and warm handshakes. With an intro from CEO Bjarne Aarup and a few words about the management process and emphasising that management has a strong focus on successful cultural integration, we had 2 hours with the group.
They were given an introduction to cultural awareness and the good team, before we broke into 11 mixed groups - each centred around our team wheel model. What they had to talk about was: 'What is the most important thing we take with us from our existing culture into the new one? In addition to elaborating on their choices, they also had to exemplify it and collect the stories so that management can use the input to secure the important values going forward. After the dialogue process, they gathered feedback on their PCI® Team Culture Survey and realised how many commonalities they actually have.
05
The next step is to initiate a leadership programme where they will be certified to run cultural events themselves in the future. In addition, an internal academy based on several of our models will be created as a dedicated Leadership TEAM programme that extends over 30 months. Part of this programme is the creation of an internal online academy with its own visual profile, which ensures internal anchoring and the ability to on-board new leaders from any future acquisitions.
06
Our models and PCI® Culture metrics are also intended to create the foundation for a future People Culture department (HR).
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