Being a leader can be very difficult whether one has been one or not. When it comes to two groups coming together to merge one team can be both positive and negative. Two groups of different personalities, work styles as well as leadership responsibilities can change and challenge the whole structure of the section. If done in a positive way change can be good for everyone involved.
Communicating with the incoming manager is necessary for a successful merger. Getting their viewpoint of how his/her team’s works, who does what on the incoming team, any personality or cultural issues are important to know about.
When it comes to short-term issues how the employees are going to be incorporated into the new section. What type of training needs to be done for the new people? What are the overall goals of the section? Will the supervisor need to change their leadership style based on the amount of personnel they are now responsible for? Since there are new employees they would possibly have to go to a directive leadership role to let them know what their tasks are etc. (Martin, 2012)
Long term issues may include negativity with the change of the group dynamic, how the employees may or may not get along with each other and the new supervisor, decisions on whether individuals will be retained or
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