Tag Archives: fit

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workplace norms

Workplace Norms and What Is Different

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Do you fall perfectly in line with the culture at your workplace? Are you following the workplace norms?

Many organizations hire for fit. Fit is often viewed as the most important attribute immediately following a handful of specific skills.

Do you feel like you fit? What is the real narrative of the culture?

Fitting in has value. So does, a different opinion. In many cases, something different creates more value not less.

Need Not Apply

We must remove some variables.

A person who is against alcohol consumption probably isn’t right for a winery or liquor store.

The same may be said about gun shops, vape stores, or your local specialty meats store. If you are strongly against, you probably don’t fit.

What about someone who loves to go fishing instead of playing golf. Someone who loves tiny homes instead of a mansion, or who drives a junker car instead of a brand-new BMW?

Why does any of this matter?

It matters because decisions connected to your personal preferences or taste, should not necessarily count you out for being valuable to the organization. Strong differing values and beliefs may not work, but otherwise different may be just what the organization needs.

What are the workplace norms all about then?

Workplace Norms

People often want to hire people who are just like themselves. The belief often is that if we agree on nearly everything, the work will be easier.

The prominent thought is that it will allow for greater success, more efficiency, and fewer people problems.

Don’t confuse easier with better, or success with fewer problems.

The leadership team at Blockbuster must have agreed with each other. The same might be said for strategy developers at Sears, KMart, or Radio Shack.

You may not be in love with technology, you may not understand why some co-workers ride a bicycle when they have a car, and perhaps you can’t imagine why anyone would eat brussels sprouts, yet it may not be relevant for doing the best work.

Workplace culture enjoys a special dance with empathy. Empathetic cultures embrace many differences and use those differences to form special bonds with the organizational mission.

A football team isn’t made up entirely of quarterbacks. Healthcare doesn’t only hire nurses. And the construction company probably needs an accountant.

Fit is often really a frame that is often misinterpreted as meaning, “Just like me.”

What is different may be exactly what you need.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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recognizing workplace culture

Recognizing Workplace Culture is the First Step

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Every group who has assembled has an element of culture. Recognizing workplace culture can be tricky. It’s tricky because you are inside of it, living it, breathing it, and surviving it.

When you’re on the outside looking in, or else you’ve already taken a step inside, it may look quite different than what you consider normal.

It’s no secret that culture is driven by leadership. Sub-cultures may be driven by sub-groups, cliques, and special interests. Yet, someone is still leading those efforts. Even when they may not realize or consciously identify the leaders.

Can Anyone Fit?

Many businesses suggest that they hire for fit. Fit in some cases may mean unique skills for the job, but in many cases, it means that the candidate will fit the organizational culture.

Some might suggest that culture is about systems. Systems for work flow, systems for measurement, and systems that protect the secret formula.

Employees are frequently reminded of their need to operate within the system. Do as we say, never do this, always do that.

In a general sense, this is probably all okay. It is however, a baseline for the culture. It is also directly connected to the brand.

Recognizing Workplace Culture

When there is attraction or lust for the culture, it’s easy to find members to join.

Run an employment ad, and lots of people apply.

And yes, absolutely, the current unemployment has a cause and effect.

Setting aside the aspects connected to the unemployment rate, are people interested to work with your organization?

Are people jumping at the chance?

What is the chatter on the street? Is the appearance of the physical facilities attractive, neat, and organized? Is it historical, modern, or hi-tech? What are the working conditions, hours, and rate of pay?

Organizations have two struggles with culture.

What should it look like and what does it look like?

What happens within the culture explains the ease of success or the struggles of failure.

A really good culture may be one where anyone can fit.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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job candidates

Job Candidates and Picking The Right One

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So many choices, which will you choose? Job candidates often come by the dozens, or even more. What factors or indicators do you use? Best resume, most personable, or the one who appears to be the best fit with your culture?

Certainly, all your choices are often connected with the specific job. Not all jobs in your workplace are the same. They are not always seeking the same level of skills or talent, and not all of them will hold the same potential for growth.

How do you decide?

Irony of Choice

Go to your local grocery store or farmers market, who has the best watermelon? The crate has fifteen or twenty, which one is the best? Searching from the presentation is challenging, it is hard to know what is inside.

Banana’s they are another story. As they ripen, which bunch will be the best? You have dozens to choose from, the pick is yours.

Do you take a chance? What is your best guess? How often are you successful?

Job Candidates

It may be true with people too. We search around on the surface. We look at the outside, the packaging, the presentation, and the stand out.

Pushed against time, we feel pressured to make the decision sooner rather than later. We want the best pick.

We may review resumes, curriculum vitae, and let technology do some of our filtering. Telephone calls are scheduled, we may hold face-to-face interviews, and we may spend a little time scouring the web for any bad press.

Clothing is often judged, the presence, the fit, and an assessment of the feeling. Is there comfort, appropriate confidence, and how will we get along?

References may be checked and for some candidates we may ask around. Who knows this person and what will they say about them?

Do you make the right choices?

The Right Pick

You can take your best guess with the watermelon or bananas, neither will last for very long.

Who is the best job candidate? How will they change across time?

It seems you really have two indicators, what you see on the surface and what you will get.

Remember that the grocer often chooses what you’ll see.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.

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