cameron and green making-sense-of-change-management

Mergers and acquisitionsTable 6.4How to manage the development of a merged teamStage Team activity Advice for leadersForming • Confusion Be very clear about roles and• Uncertaintyresponsibilities in the new company.• Assessing situation Talk about where people have come• Testing ground rules from in terms of the structure,• Feeling out others process and culture in their• Defining goalsprevious situation.• Getting acquainted Compare notes.• Establishing rules Define key customers for the teamand begin to agree new groundrulesfor how the team will work together.Storming • Disagreement over Make time for team to discussprioritiesimportant issues.• Struggle for leadership Be patient.• TensionBe clear on direction and purpose• Hostilityof the team.• Clique formation Nip conflict between cultures andpeople in the bud by talking tothose involved.Norming • Consensus Develop decision-making process.• Leadership accepted Maintain flexibility by reviewing• Trust established goals and process.• Standards set• New stable roles• CooperationPerforming • Successful performance Delegate more.• Flexible task roles Stretch people.• OpennessEncourage innovation.• Helpfulness• Paint a vision of the future for you and your team, describing anattractive future for those listening. (ROCE or ROI just doesn’t do itfor most people!)• Act as a role model by integrating well at your own level, and beingseen to be doing so.• Do something specific to celebrate a new beginning.247