5 Challenges Teams Face When Acquired by a Larger Organisation

The process of Working in a Wider Ecosystem aka being acquired by a larger organisation can be a complex and daunting experience for teams. From understanding the new company's culture to determining how individuals' roles fit into the larger organisation, teams must be prepared to face a variety of challenges. In this blog post, we'll take a look at five of the most common challenges teams face when they are acquired by a larger organisation.

Understanding The New Culture

One of the first and most difficult challenges teams face when they are acquired by a larger organisation is understanding the new corporate culture. When teams are acquired, they must quickly understand the new company's values, goals, and expectations, and ensure that their own values and goals align with their new parent partner. This process can be difficult and time-consuming, but it is essential for teams to understand the new environment in order to be successful.

Establishing a new identity is another challenge teams face when they are acquired by a larger organisation. Teams must take the time to define their new roles and responsibilities within the larger organisation, and ensure that their individual contributions are recognised. Additionally, teams must ensure that their new identity is communicated through key people in the new larger organisation, so that they can be recognised and have the voice they need to have...this is a new concept for many small teams now in a larger ecosystem

Changes in the Team Structure

When teams are acquired by a larger organisation, they must also be prepared to face changes in the team's structure. Teams must be willing to adjust to a new reporting structure, and they must be prepared to work with new team members and managers. Additionally, teams must be prepared to adapt to the new company's processes and protocols, which may be different from the ones they were familiar with. Often agile teams may feel stifle, and it is important for teams to look for the common ground in the new organisation.

Separation into “them” versus “us”

A common reaction when a team is merged with a larger organisation, and it is a natural human instinct to feel a sense of loyalty and belonging to one's own team. This can lead to a feeling of distrust and competition between the two groups, which can be damaging to the overall success of the new organisation. It is important to remember that communication and collaboration between both teams is critical to the success of the merged organisation, and to create a sense of cohesion between the two. Establishing common goals and a shared vision can help to bridge the gap and create a sense of unity, and it is essential to ensure that everyone is working together for the same purpose. Cooperation is key to a successful merger, and it is essential to make sure that all members of both teams are on the same page. All of the above can be achieved and or destroyed dependent on the levels of Trust.

Set new goals

Finally, teams must be prepared to set new goals. Acquisitions can be an opportunity for teams to grow and develop, but teams must be willing to take the time to set new goals and objectives in order to take advantage of the new situation.

Lack of skills to influence change

Teams that are acquired by a larger organisation may lack the skills, knowledge, and resources necessary to effectively influence change at a system level. This lack of capability can impede the progress of the team and prevent them from achieving their full potential. To overcome this challenge, teams must focus on developing their understanding of the larger organisation's systems and processes and build relationships with key decision-makers to ensure their voices are heard. This will enable them to make the changes necessary to help them reach their goals and be successful within the larger organisation. Influencing change requires time, good intention and high levels of trust

Final Note

The process of being acquired by a larger organisation can be a difficult and daunting experience for teams, with a number of potential challenges to face. It is important to take stock of the new environment, familiarise yourself with the company culture and values, and develop a new corporate identity that is distinct from the past. By taking the time to properly understand the new environment new ideas can be birthed!