Instead of letting your company become a corporate version of “The Hunger Games,” leadership should do the responsible thing: actively prioritize behavior that’s congruent with company values.
Running a start-up is profoundly different than running a big company. When you’re small, founders are close to the action and can make sure all the important things happen. But as a start-up scales, founders can’t have their hands in everything: many companies lose focus on the customer; decisions get bogged down; and there are hiring mistakes. We’ve all seen these things happen to good … [ Read more ]
The strength of cross-cultural teams is their diversity of experience, perspective, and insight. But to capture those riches, colleagues must commit to open communication; they must dare to share. Unfortunately, this is rarely easy. In the 25 years we’ve spent researching global work groups, we’ve found that challenges typically arise in three areas.
The somewhat vague concept of “culture fit” remains a factor in virtually every hire that is made, and a factor considered vital by both employers and candidates. Having said that, the way in which a candidate’s culture fit is typically assessed invites unconscious biases that can result in less than optimal hiring decisions. Candidly, culture fit is a vague and unscientific concept that warrants careful … [ Read more ]