You’re starting a new job in a new company. How can you make sure you fit in with the company culture?

Para quem está come?ando em um novo emprego é de suma importancia apropriar-se dos pressupostos declarados, como miss?o, vis?o, valores e código de conduta e integridade, nessas declara??es é possível encontrar os padr?es associados aos comportamentos que s?o valorizados na empresa. Praticamente é realizar uma investiga??o apreciativa do "por quê", dos "comos" e os "ques", a empresa faz no dia a dia. Neste momento inicial, você encontrará aquilo que é declarado. Ao passar do tempo, a cultura irá se apresentar de forma "n?o declarada", você encontrará o famoso ditado "fa?a o que eu digo, mas n?o fa?a o que eu fa?o" e neste momento que pode haver uma dissonancia entre o esperado e o encontrado.

Estar aberto a adapta??es e procurar maneiras de contribuir para os objetivos da empresa. Pedir feedback regularmente para garantir alinhamento e eficácia. Acima de tudo, permanecer autêntico, mantendo a integridade e valores enquanto se integra à cultura da empresa.

Connect with everyone in the company and gain their trust, start by getting to know people at all levels. Build relationships by showcasing your competencies and values over time. Be approachable, so others feel comfortable sharing their insights and ideas with you. Make it clear that your presence is not a threat, and encourage open communication. This positive approach will help foster a collaborative and trusting atmosphere.

Para se adaptar à cultura da empresa em um novo emprego, observe atentamente as intera??es e comportamentos dos colegas. Seja flexível e esteja disposto a aprender e se ajustar conforme necessário, mantendo sua autenticidade. Isso facilitará sua integra??o e contribui??o positiva na empresa.

From my experiencing, implementing a 90 or 100 observation period will help you learn, reflect and adapt. Because you are priming your mindset for curiosity, possibilities and processing what you see without judgement. Than you can analyse your findings from a reflective place, instead of a reactive place, to understand how to remain authentic and unique to you, but within the cultural organisational context. You can look at which of your core values resonate the most with the company core values, and focus on those first. Because those will give you positive emotions, and thus more energy to perform. If you start with the core values with the biggest gap, you may feel drained pretty quickly.

I found it is very important to behave with humility and adopt an open mindset when it comes to ask questions and be willing to listen and accept feedback. A lack of emotional awareness can become an obstacle to that since, for example, fear of not measuring up to expectations might prevent us from openly asking questions as to not be perceived as incompetent, rather than a human being that is adapting to a new environment. Being conscious about our emotions and preconceived ideas is paramount to decide how to respond to them and regulate our behavior accordingly in order to adjust in the best possible way.

Make a conscious effort that you will adopt a mindset of curiosity, a beginner's mindset without judgement but with discernment. Because when you judge what you learn, you will feel a certain way about it, often it comes with negative emotions. This will make it more difficult to process and understand how you can adapt to your company culture.

ASK QUESTIONS! Seek to understand how your different team members operate and communicate. Ask clarifying open ended questions to open the door to a genuinely healthy working relationship. Active listening is your best friend when it comes to understanding your world & those around you. It pays off 10 fold.

Embrace curiosity and humility by asking questions and seeking feedback to align with company culture. This reflects the 6 Seconds EQ philosophy of openness and growth. Proactively seek insights from managers, peers, and mentors to understand performance and improvement areas. Engage with experienced colleagues for guidance and learn from success stories within the company. This approach demonstrates a commitment to learning and growth, fostering self-awareness and contributing to a culture of mutual respect and collective development. Emphasizing curiosity and feedback not only aids personal adaptation but also enriches the organizational environment.

Busca un referente, siempre en las empresas existen personas que son "referentes" y los referentes suelen ser accesibles, flexibles y cooperadores, aprovecha su experiencia y pregunta.

Cuando entramos en una empresa usualmente pensamos que solo los conocimientos serán importantes para un buen desempe?o, pero al permanecer gran parte del tiempo en nuestro trabajo se hace necesario sentirnos bien en el ambiente laboral, adaptarse y alinearse a la cultura de la empresa nos permitira mantenernos motivados, al igual que la alineacion de los objetivos de la organizacion con los objetivos personales. Estar de acuerdo con los valores y cultura es fundamental, aumenta el sentido de pertenencia y nos permite visualizarnos hacia el futuro donde nosotros crecemos con la empresa y la empresa crece con nosotros. Asegúrate de comprender bien la cultura existente para que cada una de tus acciones sea congruente con esta.

The emotional intelligence marker of flexibility can be of great help to you. Flexibility is all about how comfortable we feel to change and adapt our mindset, our emotions and our behaviours to external environments. If you tend to have low levels of flexibility, you are likely to experience more emotional discomfort. If you tend to have too high levels of flexibility, you may loose your authenticity in the process and what makes you and your skills unique. There is no right or wrong, and being self-aware to adapt yourself to the cultural context without loosing yourself is also part of this process.

Aligning with your company’s culture involves understanding its mission, vision, and values, then adapting your behavior and work priorities to match. As an EQ consultant, emphasize the importance of tailoring communication and collaboration styles to fit the organizational environment—be more direct and confident in assertive cultures, and more attentive and respectful in supportive ones. Demonstrating flexibility and aligning your objectives with the company's goals shows commitment and competence. Adapting effectively not only showcases your emotional intelligence but also solidifies your role as a valuable team member, capable of contributing positively to the organization’s success.

Me resultó muy útil una frase que leí hace poco, decía algo así: " Estos son mis valores y actitudes y si no te gustan, tengo otros" No se trata de cambiar tu escencia, ni de perder tus valores o cambiar completamente tu actitud, sino de adaptarse al cambio, fluir con la corriente suele ser de mayor beneficio que luchar contra ella, en este punto puedes decidir si tus valores y actitudes van con la empresa o si no estás dispuesto a tranzar ciertas cosas y tus horizontes son otros.

En toda organización, debemos estár comprometidos con la visión, misión, valores, planes, procesos, etc. Todos en una empresa, llámese; la alta gerencia, los coloboradores, y toda la cadena de valor, deben ser flexibles y alinearse, a los cánones de la excelencia y adaptarse al cambio (es una constante), para crecer exponencialmente, en el tiempo.

To ensure I fit into the company culture, I would actively contribute my skills and ideas, engage with colleagues, and seek opportunities to connect with the team both professionally and socially.

To integrate into a company culture, actively contribute your skills and ideas, showcasing initiative and creativity. As a 6 Seconds coach, stress the importance of building emotional connections with colleagues and stakeholders. Establish rapport and trust through genuine interest and mutual respect. Engage in social events and networking to deepen professional relationships. Contributing and connecting not only affirms your value and credibility but also enhances your influence within the organization, aligning with 6 Seconds' emphasis on emotional intelligence in fostering meaningful workplace interactions.

Para garantir que você se encaixe na cultura da empresa, é essencial entender seus valores e objetivos, demonstrar flexibilidade e disposi??o para aprender e se adaptar, além de se envolver ativamente com colegas e líderes, mostrando interesse genuíno no sucesso da equipe e contribuindo de forma positiva Para o ambiente de trabalho.

To fit into the company's culture I would ensure that I contribute my ideas, skills and insights into jobs at every point in time. I would connect with colleagues by asking them questions and also giving them a helping hand in their tasks when asked. And if I notice anything that can impede the productivity of any staff I would point it out and offer help on resolving it.

El valor en cualquier área, momento, circunstancias, empresas y mucho más..., se basa en la contribución honesta y en la conexión real. Vivimos en un mundo "automatizado", pero por loco que parezca, no estamos realizando las verdaderas conexiones de impacto y mucho menos, aportando una contribución de altura. La reflexión, es más iniciativa con propósito.

To ensure I fit into the company culture, I would observe and respect existing norms, actively seek feedback, and contribute positively to team dynamics, fostering a sense of belonging and alignment with the company values.

Balancing and integrating your personal and professional identity is crucial for authentic engagement within a company culture. As a 6 Seconds coach, emphasize the importance of maintaining your individuality while adapting to workplace norms. Strive to align your strengths, passions, and values with the organization's opportunities, without compromising your integrity or well-being. This approach not only ensures a healthy balance between personal needs and company expectations but also promotes self-awareness, self-confidence, and positive self-expression. Embrace your uniqueness as a strength, contributing to a diverse and vibrant workplace culture, and fostering an environment where everyone can thrive while being true to themselves.

The idea that you need to "make sure you fit in" is not a universal truth. Often organisations are too homogeneous, they need to recruit for difference e.g. to improve innovation, creativity, decision making - all of which suffocate with excessive similarity. The real need is to establish the degree to which you need to fit in enough, without losing the newcomer's perspective. Often the people with the most insight into culture are those newest to it, so why on earth would organisations want to assimilate new employees? Well, unless they are like the Borg in Star Trek, which to be fair some are. Psychologically the need for inclusion rubs up against that for self-differentiation, and doing that self-work can be challenging, and vital.

I believe it is important to understand and adapt to a workplace culture as explained above, but it is also important to remember this: you were hired for your unique skills, strengths, perspectives and expertise. Be cautious in losing your own identity because you become a chameleon that mimicks others’ behavior. “Fitting in” does not mean you no longer share your opinions or insight. Use your emotional intelligence skillsets to determine the best approach and timing in doing this, so that you are most successful.

In my view, company’s culture should be invested well before joining a new firm or even applying. Alignment with Company’s core values and culture is one of the most important ingredients of long term success and job satisfaction.

Collective wisdom and true belonging occur when we embrace the heterogeneity that naturally exits in each and every human being. This is not a utopian ideal! This is dignity! This is mattering! This is valuing the intrinsic and infinite value of human beings!

Sometimes it can be a cultural fit and sometimes a cultural add. Culture is an emergent collective behaviour. Ideally, such idea as FIT should actually not exist. Whatever emerges should help towards creating organisational values. I strongly don’t believe it is something that can be accessed in advance