Ask someone why they didn’t get the job and they may reply, “I guess I wasn’t the right fit.” When someone chooses a GM vehicle over the Ford, it may be about fit. Nike over Reebok, it may be about fit.
All these examples of fit are different, yet similar. Most importantly, they are relevant.
Fit for the vehicle brand of choice is probably not about dimensions. The same for a running shoe, we can probably always find the best fitting size.
Brand choice is a different kind of fit.
Many organizations strive to hire for fit. What fit are they trying to fulfill? Does fit come down to the idea of like or acceptance?
Are you employed by an organization that embraces diversity? How does fit work there?
Fit should never be confused with like. When we decide we don’t like something or someone, does that make it the wrong fit?
Who is selected for the board of directors? What about the steering committee or the committee that organizes the summer picnic? Is it based on who fits the best or perhaps who is more liked?
Whenever we base decisions on like we are making a sacrifice. We give up what someone else has to offer. We give up on that brand, the promise, or the possibility of a different experience.
Hiring for fit should be considered logically against need. It should be as objective as possible and leaving the least amount of room for subjective analysis.
If the entire board or committee thinks exactly the same then the decisions and outcomes will follow accordingly. In some cases, this could be the path for the beginning of the end. No different points of view and we’re stuck, stalled, or stopped.
Be aware of how you are deciding about fit.
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.