You’ve read it – “Culture eats strategy for breakfast.”
You’ve heard it – “Culture is everything.”
You’ve said it – “It’s all about the cultural fit.”
Firms and organizations are continually in search of team members, clients, people, and groups who are the perfect fit for their corporate culture. Cultural fit is discussed and analyzed and put through the strainer every day.
There is no doubt that a good fit with our corporate culture is a key ingredient for success when bringing on a new team member, when welcoming a new client, or when aligning ourselves with an organization or group. But does the fit truly have to be perfect or do we need to consider what other factors might make a good fit close to perfect?
When we are in the market for a new pair of shoes, we know the size we need and we can pick out a pair that appeals to us. It might be the color or the style that attracts us, but the determining factor in whether we make a purchase is whether or not they have our size in stock. And if they do, we try them on – we walk around the shoe department for a minute making sure there are no pinches or other red flags that warn us they might not be the perfect fit.
With people, however, we have to follow a gut instinct and hope for the best that they are, indeed, a perfect fit for our culture.
Or do we? Is the perfect fit always a necessity with people?
For a shoe purchase, we have to have the right fit, and we have to like the color and style. Why? Because those attributes are going to enhance our wardrobe. We need those shoes to match other items in our closet. We want them to add flavor to our attire.
Part of the process of interviewing potential team members or clients can parallel the process of shoe shopping. There may be something that interests or strikes us initially. It may be the way they dress, an interest or hobby of theirs, or their rhetoric during an interview. We make a connection and we try to determine if they will indeed be a fit for our culture. But unlike those shoes, we don’t get the opportunity to try them on before we make the offer or sign the contract.
We may indeed find out that although they are not a perfect fit for our culture, they have the ability to enhance it. Whether it is a unique skill set, credible experience, or innovative thinking, we find that their contributions make our culture shine a little brighter. Like that new pair of shoes, they are a quality addition that complements the other wardrobe items.
Perhaps when we are assessing people, whether a new team member or client, we need not ask if they will be a perfect fit for our culture, but rather if they will add something. Will they be an enhancement to something great that we have already developed? Will they bring their own brand of sparkle that improves our product?
If we have developed a good culture, we will always be looking for ways to make it better and stronger. So although someone might not be the perfect fit with today’s version of our culture, they just might be the enhancement that results in the new and improved version.