{"id":3023,"date":"2017-04-21T12:31:55","date_gmt":"2017-04-21T12:31:55","guid":{"rendered":"https:\/\/julhiet-sterwen.com\/our-works-better-than-theirs-what-to-do-when-two-teams-worlds-collide\/"},"modified":"2018-10-18T11:13:05","modified_gmt":"2018-10-18T11:13:05","slug":"our-works-better-than-theirs-what-to-do-when-two-teams-worlds-collide","status":"publish","type":"post","link":"https:\/\/julhiet-sterwen.com\/en\/our-works-better-than-theirs-what-to-do-when-two-teams-worlds-collide\/","title":{"rendered":"\u201cOur work\u2019s better than theirs\u2026\u201d What to do when two teams\u2019 worlds collide."},"content":{"rendered":"

Nowadays it is quite common for different entities to come together after a merger or an organizational change. This means teams with their own histories need to cohabit and get along. Each will have developed its own value system, which now seems under threat. Rivalries appear, expressing people\u2019s fear of losing their bearings, or what is familiar and comfortable in terms of habits and work styles.<\/p>\n

An often-overlooked issue is what actually is going through employees\u2019 minds and how one distinct group sees another. Rejection of a new group can partly be explained by a strong sense of belonging to an original group. People defend values they believe they share, but not the other group.<\/p>\n

 <\/p>\n

Legend<\/span>:<\/em><\/p>\n

The new team\u2019s arriving tomorrow. I wonder what they\u2019re thinking\u2026<\/em><\/p>\n

Having spent time with them, I think they\u2019re all quite sure of themselves and convinced their work is better than everyone else\u2019s.<\/em><\/p>\n

Yes, but they\u2019re known for being slow decision-makers. Their meetings go on and on\u2026<\/em><\/p>\n

\"\"<\/a><\/em><\/p>\n

 <\/p>\n

We don\u2019t work that way at all! Why on earth have they merged us?<\/em><\/p>\n

Maybe they think we\u2019ll make them more productive!<\/em><\/p>\n

Anyway, they\u2019re moving onto our floor. They\u2019ll have to adapt to our way of doing things.<\/em><\/p>\n

 <\/p>\n

This form of identification tends to cause people to favor their own team and see members of their group as superior. Although many companies experience this, they do not necessarily address the problem directly.<\/p>\n

This has led us to identify three main group dynamics and suggest action for each situation.<\/p>\n

1: Winner vs. winner. Here, groups A and B both feel superior and attempt to dominate each other, imposing their own system of values. To counter this, the organization should aim to make each group realize that when their original strengths are combined, the post-merger group can be even more effective. That means organizing participative workshops to highlight what the two groups have in common.<\/p>\n

2: Winner vs. loser. Group B\u2019s values will gradually be replaced by Group A\u2019s (or the other way round) in the new organization. Group B is aware of its inferiority and feels sidelined. To avoid any frustration, the organization must pass on Group A\u2019s confidence to Group B; e.g. by suggesting that Group A brainstorm on Group B\u2019s strengths.<\/p>\n

3: Loser vs. loser. While this situation is rare, certain corporate functions may find themselves in competition. In this case, neither group dominates and both may become passive in the face of an external winner. Initiatives to build a shared identity can have a positive impact.<\/p>\n

It is crucial to tackle the subject since this trend has extremely negative consequences on individuals, groups and ultimately the company\u2019s performance. According to an article published by French newspaper Les Echos in 2016, 70% of projects fail spectacularly due to teams\u2019 resistance to change imposed by their leaders\u2026<\/p>\n","protected":false},"excerpt":{"rendered":"

Nowadays it is quite common for different entities to come together after a merger or an organizational change. This means teams with their own histories need to cohabit and get along. Each will have developed its own value system, which now seems under threat. Rivalries appear, expressing people\u2019s fear of losing their bearings, or what … <\/p>\n

Continue reading “\u201cOur work\u2019s better than theirs\u2026\u201d What to do when two teams\u2019 worlds collide.”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":3555,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[193],"tags":[],"class_list":["post-3023","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-non-classifiee-en"],"acf":[],"yoast_head":"\n\u201cOur work\u2019s better than theirs\u2026\u201d What to do when two teams\u2019 worlds collide. - Julhiet Sterwen<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"\u201cOur work\u2019s better than theirs\u2026\u201d What to do when two teams\u2019 worlds collide. - Julhiet Sterwen\" \/>\n<meta property=\"og:description\" content=\"Nowadays it is quite common for different entities to come together after a merger or an organizational change. 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