Producing energy. Multi-stage maturity. Clash of Styles.
The situation:
Merging is never easy; especially when it’s between two complex organisations. Two entities – a mature energy trading organisation and a budding energy production company – shared a positive idea of the future, and very little in terms of working style. Leaders realised that to successfully integrate and move forward, they needed to not only meld the cultures, but also create an environment that placed a strong emphasis on purposeful, meaningful work. The energy industry, often known for its relentless pace and outcome-oriented focus, posed additional challenges.
What they did:
Beginning with a culture insights phase, we met with a cross-section of the organisation to unpack what the organisation needed most. Then, with insights in hand, we co-designed a series of sessions and programs, centred on purposeful decision-making, connecting to common values, and improving emotional intelligence. Modern People coaches met 1:1 with every team member to unpack their purpose, values, and how they faced change. Then, to bring the learnings home, we worked with a selection of leaders in the Modern Leaders program. The suite of sessions was designed to help the organisation to thrive during its new phase of working together.
The impact it made:
The combined sessions made a deep impact. Directors reported noticeable improvements in a unified organisational culture, as leaders and team members adopted the new norms that they had co-designed.
The new personal connection under one unified purpose was a significant driver in bouncing back from a challenging period post-merger. Months later, the organisation began investigating a mentorship program for highly values-aligned leaders to coach others around them. This continues to be a work in progress.
Note:
Our hero organisation’s specialty was changed slightly for privacy.
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