{"id":3157,"date":"2018-01-15T20:06:14","date_gmt":"2018-01-15T20:06:14","guid":{"rendered":"http:\/\/wordpress-476313-1496493.cloudwaysapps.com\/?p=3157"},"modified":"2018-01-16T01:15:38","modified_gmt":"2018-01-16T01:15:38","slug":"having-your-culture-fit-cake-and-eating-it-too-the-great-culture-fit-paradox","status":"publish","type":"post","link":"https:\/\/quietbrillianceconsulting.com\/having-your-culture-fit-cake-and-eating-it-too-the-great-culture-fit-paradox\/","title":{"rendered":"Having Your Culture Fit Cake and Eating It Too: The Great Culture Fit Paradox"},"content":{"rendered":"

How do we resolve the clash between the need for \u201cculture fit\u201d and \u201cdiversity pays?\u201d<\/span><\/em><\/p>\n

Companies search hopefully for new hires that fit their culture; an employee who doesn\u2019t fit the organizational culture is more difficult to retain and produces strain on teams, ultimately costing the company money in terms of lost productivity and cost to replace that employee \u2013 as much as 50% of a yearly salary. The employee that fits, on the other hand, is much easier for the team to absorb and to continue working together as they have done. Is that a good thing?<\/span><\/p>\n

More and more research shows that diverse teams produce more effectively. A 2015 McKinsey report on 366 public companies found that those in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean. But these returns were often attained at the risk of personal discomfort.<\/span><\/p>\n

Ideally, the culture of an organization should align with achieving the vision and goals of the company, and the prospective employee should embrace that culture. Too often, the criteria for hiring diversity really align with the personal comfort level of interviewer, manager, or team, who then use the phrase \u201cnot a good fit\u201d to camouflage implicit bias: the \u201chidden biases of good people,\u201d according to Banaji and Greenwald in Blind Spot.<\/span><\/p>\n

It is somewhat easier to spot and document under-employment of people of color or of women, but what about the subtler yet important differences in personality, such as introversion, whom I call the \u201cquietly brilliant\u201d? Corporate culture (indeed, culture in general) in the United States is strongly biased towards the outgoing, energetic-appearing extrovert rather than the reflective, more reserved introvert. This bias is seldom tracked.<\/span><\/p>\n

How much is US corporate culture biased? Although introverts are approximately 51% of the population, the evidence is overwhelming that they are discriminated against in hiring, in being given training to develop and in promotion to leadership positions. And what of the Double Whammy Effect (the effect on women who are also introverts), and the Triple Whammy Effect (women of color who are introverts)?<\/span><\/p>\n

Implicit bias starts with interview questions that screen out the \u201cdifferent\u201d without regard for whether or not these differences are central to the business goals being sought. In order to accommodate and utilize the strengths of diversity, it is necessary to redefine such terms as \u201cteamwork\u201d and \u201ccollaboration.\u201d\u00a0<\/span><\/p>\n


\nQuestions such as, \u201cDo you prefer working alone or as part of a team?\u201d can cause a panic reaction in a quietly brilliant, thoughtful person who enjoys the supportive part of collaboration but works best under circumstances where he or she can withdraw, study, search, reflect and then bring the result of his or her thoughtfulness to the entire group. A better question might be, \u201cWhat is teamwork to you?\u201d or \u201cHow do you feel is the best way for you to contribute to a team?\u201d<\/span><\/p>\n

While it may be comfortable to work with people just like you, it\u2019s bad for the bottom line. It\u2019s bad for people too: when we stay within our own little cultural \u201cbox\u201d we remain wary and even frightened of people who are different from ourselves in our business contacts, our neighborhoods, and our society.<\/span><\/p>\n

Learning to look for what is valuable in others before we leap into automatic judgment can go a long way towards making business run more smoothly and profitably.<\/span><\/p>\n

What do you think? What are the best ways to solve the \u201cculture fit\u201d \u2013 \u201cdiversity pays\u201d paradox?<\/span><\/p>\n

 <\/p>\n

\n

Lynette Crane is a Minneapolis-based acclaimed national speaker, author, and executive coach with more than 30 years of experience in speaking and training.<\/span><\/p>\n

Author of The Confident Introvert, and a life-long successful introvert, she believes that America is overlooking and even discouraging its intellectual treasure: the 51% of the population who are introverts, and who are highly representative of the gifted.<\/span><\/p>\n

In addition to helping quiet people thrive in a culture that idealizes extroversion, she gives leaders the tools to manage diverse groups in the same setting, and to develop the talent that is quietly under their noses.<\/span>
\n Visit her website at\u00a0http:\/\/wordpress-476313-1496493.cloudwaysapps.com<\/a> to see more in-depth articles and to view her programs.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

How do we resolve the clash between the need for \u201cculture fit\u201d and \u201cdiversity pays?\u201d Companies search hopefully for new hires that fit their culture; an employee who doesn\u2019t fit the organizational culture is more difficult to retain and produces strain on teams, ultimately costing the company money in terms of lost productivity and cost […]<\/p>\n","protected":false},"author":1,"featured_media":3155,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false}}},"categories":[1],"tags":[732,729,11,730,731,733],"jetpack_publicize_connections":[],"yoast_head":"\nHaving Your Culture 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