Can Toy Story Help Your Company Through a Merger?

One of my favorite things to do is help organizations work through change, especially when facing a merger, a reorganization, or an unexpected shift. The news is often received with fear and skepticism. But I encourage team leaders and managers that these challenges are a great opportunity to bring the team together and work toward one new purpose. 

I recently visited Keenova (formerly Endo Pharmaceuticals) in Eastern Pennsylvania to lead a workshop on rebuilding trust and traction after a merger. During our time together, I guided the group through a leadership study using an unexpected but surprisingly accurate example: Toy Story.

I know, a Pixar movie doesn't seem like a leadership case study. Still, I can't help but notice that the dynamics are remarkably similar.

When Buzz Lightyear arrives, he disrupts the entire system. The toys respond with fear, confusion, and uncertainty, exactly what we see happening in the workplace during big changes, or when everyone is surprised by something unexpected. 

Here’s how those dynamics show up:

Woody – The Threatened Leader
Woody is used to being in charge. He knows the system, understands the culture, and feels a deep sense of responsibility for the group. When Buzz arrives, Woody feels threatened, like he's lost control. He's afraid of no longer being relevant.

Buzz Lightyear – The Disruptor
Buzz enters with confidence, certainty, and a completely different perspective. He doesn’t yet understand the existing culture or dynamics, so his enthusiasm comes across as intimidating. 

Rex – The Anxious Observer
Rex is overwhelmed, uncertain, and conflict-avoidant. He fears change. Rex may not speak up, but is paying close attention, looking for security.

Hamm – The Skeptic

Hamm is quick with commentary and a bit cynical. He questions what’s happening and doesn’t immediately buy in. He needs to see proof. 

Discovering this made me chuckle. I can think of a few former co-workers and direct reports that match each personality. Can you? Every team has these kinds of traits.

Here’s what’s important. These responses aren't wrong; they are human. 

The challenge is not the differences. It’s the fear, lack of clarity, and inevitable mistrust in the early stages of change.

What shifts over time in Toy Story is not that the characters become the same; it's when they begin to understand each other. They discover their shared purpose and their own role in the plan. They move from reacting as individuals to functioning as a team.

And that’s where real traction happens.

During times of change, leaders have an opportunity to guide that shift. Instead of your team feeling uncertain, anxious, and hesitant, use your influence to guide them toward understanding the new plan, having confidence in the new direction, and being ready to collaborate. 

Because at the heart of every strong team is something simple. People need to know they’re not navigating change alone.

If your organization is going through a merger, navigating internal challenges, or working to rebuild trust, this is one of my favorite workshops to facilitate. I’d love to bring it to your team.