When cultural fit goes too far

whisperingCan you believe what he did? What was she thinking? Where did he get the idea to do that?

How do you react when you hear people on your team making statements like these? How important is a “smooth operating” team to you?

While a team that embraces the culture of the organization and holds a set of shared values, beliefs and unstated assumptions can be a competitive advantage, there is also a dark side of culture that leaders need to recognize.

There has been a spate of stories and articles recently describing the downside of an over reliance on cultural fit in the workplace. Inadvertently, in the quest to hire and develop aligned work teams, organizations have created road blocks to diversity and have reinforced conformity and exclusion. Organizational cultural fit has morphed into “personal” fit which can lead to exclusion.

To leverage organizational culture and not personal similarity, Lauren A. Rivera, associate professor at Northwestern University’s Kellogg School of Management, encourages leaders to use data and focus on the traits, behaviors, values and past experience that are directly related to job performance and the overall success of the organization.

In the end leaders need to manage the tension between personal fit and diversity within the organization.

Todd Thorsgaard

 

 

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