Leadership has a strong influence on company culture. In fact, many organizations practice hiring for culture fit to make sure a candidate’s perspective is aligned with the company’s values. Culture is defined by shared practices, behaviors, and beliefs. Cultural environments, whether an organization, society, or an entire nation, are influenced by people within them who in turn are influenced by culture.
When filling executive business positions and HR roles, hiring managers look at how their company’s culture can be maintained or improved, in addition to a person’s experience and accomplishments.
To implement change, one must measure values, and whether individuals’ behavior aligns with what is desirable. Shared beliefs and drivers must be measured as well. In practice, all these can be identified and measured through assessment questions and by gauging one’s responses during an interview.
When you interact with a group, a few principles, or dimensions, can be considered. One of these is discipline—ranging from flexible in which a person is adaptable, to strict, meaning a person strongly believes they can achieve results by being persistent.
Now consider formality as a cultural dimension, which demonstrates an individual’s beliefs on whether rules, values, and obligations should vary with circumstance or be strictly adhered to in any situation.
Awareness, another principle to explore when looking for an executive, can be internal in which the group can easily adapt to a changing environment. On the other hand, external awareness focuses on driving change to handle things beyond an organization’s control.
Another one is status—that is, whether you prioritize an individual’s title and position or their accomplishments instead.
In hiring the right executive, you may also look at authority, purpose, and reliance. A person’s ability to balance their needs against those of a group is important as well, while involvement looks at whether an individual believes their personal, social, and work life should overlap or be separate.
Evaluating these principles in relation to a candidate’s values can help determine if they’re a cultural fit.
Each of these organizational culture dimensions can be assessed on a scale from -10 to +10 to create a culture profile for an individual, group, or organization. You can therefore identify key characteristics of your organization and the people who fit within it. When creating company culture, the tolerance for variation in beliefs and diversity in each dimension can be measured and matched with your own company’s values.
Organizations are shaped by their culture, which can be measured to better understand the values of people within them. In a company with many cultural profiles, different values can be managed to shape attitudes that support more constructive conflict resolution. In turn, your organization can become more adaptive to a changing environment. The people in it can maintain their own beliefs and values while adapting to reach for common goals.
For help filling executive business positions and HR jobs, you can turn to The ExeQfind Group. We are experts in searching for management and leadership talent that can adapt to and improve company culture. Contact us to get started.