Authentic cultural alignment: Is it even achievable?

Ever wonder why some people thrive in certain business environments, while others struggle to fit in? Ever blame yourself – or someone else – for not being “a good match”?

Culture fit is an important-if-controversial variable, and many leaders and HR managers continue to struggle with it when considering top talent. So let’s examine what “cultural fit” really means and how can you achieve it without compromising on authenticity or potential.

In light of misconceptions

Torches are important. No debate there. Especially if you’re camping, looking for a lightbulb, or navigating a natural disaster. And, thanks to the development of batteries and incandescent light bulbs, electric torches have helped many households to locate candles, matches, and unwanted furry visitors through the centuries.

But what if the torch doesn’t light up?

?It’s probably the batteries, right? Right. (Good luck finding fresh batteries in the dark, in the depths of your battery-receipt-screwdriver-miscellaneous drawer.)

There’s always the possibility, however, that the batteries in question are simply incorrectly inserted. Now, you might think everyone knows how to insert batteries, but the moment you’re deprived of light, you’re likely to blame something or someone else for your inconvenience - instead of double-checking your actions or inactions.

The same thing happens in many organisations, which presume that individuals, like batteries, are unfit for the system. Could it be that the system itself is failing to align with their inherent potential? Yes, we believe it could.

Diagnosing misalignment

The best way to determine if you’ve incorrectly inserted batteries is to open the torch and check. Same with culture fit. You must assess the current state of your organisational culture and identify areas of improvement, before settling on “This person doesn’t suit our culture”.

Ask yourself:

• What does it take to get ahead here?
• How do we deal with mistakes?
• How do we handle feedback?
• How do we collaborate with others?

Your answers to these questions can reveal insights into the true culture of your organisation, its impact on the bottom line, and the gaps or misalignments between the business’s values and its employees’ actual practices.

Try a Stocktake Analysis

It is possible, today, to collect, collate and analyse the hidden rules that govern the behaviour and performance of employees, managers, and suppliers. This helps you to:

• Understand the perceptions and expectations of different groups
• Identify the positive and negative unwritten ground rules influencing the culture
• Recognise the hot spots and opportunities for improvement
• Develop and implement strategies to create more positive ground rules

We can assist with this. Email [email protected] for a quick clarifying chat or drop us a LinkedIn message and we’ll come back to you.

Of course, we’re not saying that values and competencies don’t matter. But we are saying that the accepted definition of cultural fit should be broadened and that authentic investigation is needed if you’re going to make the most of your people and their potential.