“Cultural fit” – a catch all phrase that is so difficult to define yet so important for success.  So what are we really trying to communicate?  I propose it’s how people interact with one another and how work gets done. Think about all the reasons you love and don’t love your job.  Many of them will likely fall within that context.  As you are considering a new opportunity, first define what makes you thrive.  Here is a list of things to help you assess if the culture is right for you. 

• Understand how people typically communicate in the normal course of the day
• Probe for how decisions get made
• Get a sense for the extent of process and procedure
• Know the employee base (average age, average tenure) and understand the implications of it
• Ask for evidence and outcomes of stated values
• Talk to several people at a similar level who recently joined the organization
• Question multiple people on what it takes to be successful in the organization
• Ask directly about characteristics that are important to you
• Ask about the importance of employee branding and engagement
• Dig deeply into the performance/reward system
• See if one functional or business organization are key drivers or power centers of the organization
• Value the cues (office layout, attire, noise level)

Core values and vision are merely statements that are increasingly sounding all the same — make it your job to understand how they are executed within the company.

As part of our job, we’re always having conversations with corporate leaders across the country.   And it’s amazing the common “Corporate Speak” we hear.  And like fashion, the ‘Speak” is ever changing and spreads like wild fire.  Here’s what we are hearing today:     

• Personal brand
• Organic
• Being relevant
• Being an advocate
• Innovation
• Uber
• Building communities
• Conversations with customers
• Inspire
• Powerful impact
• Collaborative
• Authenticity
• Passion
• Core assets
• Transparency
• Listening to customers

Do any of these sound familiar?  Try using these words or phrases with your friends and family – I bet they will have no idea what you’re talking about!  Keep an eye out as we continue to update our list.

The number of job titles that starts with Chief is growing out of control — to the point that the title’s becoming extremely diluted.  Certainly the phrase “C-Suite” can’t be used anymore since we see Chief’s all over the organization and down many levels, with Chiefs reporting to Chiefs reporting to Chiefs. 

The most recent one I heard was Chief Listening Officer.  And one can’t call this person a CLO because there is also the Chief Learning Officer and the Chief Legal Officer.  Now there are at least three CEOs – the Executive Officer and the Experience Officer and the Ethics Officer; two CMOs – Marketing and Medical; and three CPOs – People, Performance and Privacy.  So think about this organization chart:

The challenge and conflicts are obvious.  With all these C’s, values like clarity, collaborationm, and rapid decision making become extremely difficult to operate under.  Let’s get back to the simplicity of traditional titles and leave the Chief title to those who are truly part of the CEO’s staff.

**Okay, I admit plagiarism on the title and site the following:   http://www.tcbreview.com/too-many-chiefs-spoil-the-company.php.  But the idea for this blog was my own!