The Idiot Box

Every place I've worked has tried new things. The brain-trust would get all fired up (including me) about new ways to organize work, communicate, and launch innovative ideas to differentiate the organization from the competition.

Every single one.

Think Outside the (Corporate) Box

I have a very different perspective on corporate life now. My job is to help companies take their brand to a world-class level which results in attracting talent that is also world-class. That approach requires the innovative thinking I used to talk about... a lot.

The challenge with innovative thinking inside the company is that there will forever be a set of norms, political realities, and tolerance for true candor. I'm not saying it's right or wrong, I'm simply telling you it's there.

Don't tell me your shop is different. It's not.

You're Stuck in Your (Corporate) Box

Are you upset with me yet? Consider this...

How many disruptive leaders have you retained over the last five years? Did you identify them as someone who was pushing new boundaries and challenging traditional norms (that you had convinced yourself were the 'proper' way to be a member of 'your' company?) Or, were they labeled as not being a 'team-player' and sent on their way (or worse, felt they needed to leave) because they were no longer a 'good fit'?

Gotcha.

It's Lonely Outside the (Corporate) Box 
Here's the tough part for those of us that have dared to step outside the norms and (barely) lived to tell about it. 

It's lonely as hell. 

The obvious challenge is that while we may see the changes that have to be made, we must also balance the pace of change with the reality of the corporate culture.

If we push too hard one day, it may be a bit awkward when we're sitting next to our colleagues ten more times the same week in an endless stream of (productive?) meetings.

How About You

You're not an idiot. You know the perils of finding your voice and pushing the boundaries and norms of your organization. You know you will be criticized, questioned, and challenged in a very serious way. You also know you're doing the right thing.

Leverage your network and trusted external resources for support. Sometimes those that can help you break through the internal self-talk that keeps your company safely it in it's little box, are not on this inside at all. Does your organization believe it's own press releases about being innovative and a good place to work? Who exactly is saying that? I bet it's not you anymore.

I'd love to here from you.

No Excuses.

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When You're Not A Good Fit Anymore

The word "fit" is used so frequently in my world that I almost feel that I need an organizational sizing chart for our selection process. I don't know when the word "fit" became such a requirement (or excuse) for making decisions about people's careers, but it is clearly one of the most en vogue terms in the world of work.

Good Fit

It seems to me there is no greater compliment that can be bestowed on a person than to say they are a "good fit." That might be the corporate world's version of granting tenure in academia. Surely lifelong employment without fear of reprisal is at hand! 

We've all experienced the warm and fuzzy "good fit" feeling either in the interview process with a candidate, or when we join a new organization and get to know our colleagues. There is a certain energy that kicks in...the feeling of potential...knowing that because personalities are going to connect well, great things are sure to follow.

Until the world changes. Which happens on a daily basis. Then the "good fit" criteria we used yesterday no longer applies to our new hire, or incumbent, or member of our leadership team. We get stuck using old mindsets in an ever changing world. That is an impossible model to follow if we are going to continue this good-fit-above-all-else way of thinking.

Bad Fit

Fit is in the present...but what happens when someone evolves but the organization is slow to respond? Still a good fit (read here --> the company wants the old fit, clinging to the good old days)? 

Are these folks no longer relevant? Have they crossed some invisible "fit" line that now has them on the bad fit list?

Perhaps we should only be focused on bringing people into our organizations who continually push the limits of what is normal, or accepted, or upholds the rich traditions of our various brands? 

How many breakthroughs in thinking, leading, product development, and process improvement might come from that corporate culture?

Sadly, most companies will never know.

How About You

Are you a good fit where you work? I hope I still am! I work very differently now than when I first joined my organization. I was hired as a "good fit" for the way I worked back then...and that doesn't come close to how my work gets done now.

For as much as I try to keep up with an ever changing world, I'm still falling short of what's happening in other industries. That's okay though, it's those other HR leaders that inspire me to keep pushing. Whether I'm a good fit or not.

I'd love to hear from you.

No Excuses.

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