"Love isn't something you find. Love is something that finds you."​

Have you ever though about what the recipe for LOVE is in your next job or maybe what are the ingredients missing in your current role?  I contend that culture is a better indicator of your future success than skills and experience.  Want proof? Look around, you'll find incompetent people that have survived in organizations for years.  Why is that?  

 

From LinkedIn March 29, 2019 with edits August 13, 2019:

 

When it's the perfect fit, you know it.  Just last night a news anchor was asking about moving to a PR/Communications role in healthcare because they weren't feeling the love anymore.

 

Unfortunately, love doesn't find you in the workplace, you must go find it or adapt your style to become a cultural fit to succeed, experience a high level of job satisfaction, and avoid your unhappiness from affecting life outside the four walls of work. Added to your search is that the workplace isn't static, it's constantly changing.  What is a perfect cultural fit, or the love, can change after an acquisition or a leadership change. The best fit starts with your understanding what a good fit looks and feels like.

 

Give yourself some love, find your fit. Here are seven things you should consider when looking at that new opportunity or evaluating your current role:

 

Earnings Orientation:

 

Public vs Privately Owned. Companies that are publicly traded can have a completely different sense of urgency than a privately held company. If you can't stand up to the sales pressure of 'making the numbers' every quarter or operations need to pinch pennies in the 4th quarter, a public company might not be for you. Strategy can be long term in nature but certainly the tactics have real here and now implications. If you are uncomfortable with a sales gun to your head four times a year, maybe a privately held company with a longer term vision and less pressure around month-to-month or quarter-to-quarter financial reporting is for you.

 

 

Additionally, in a publicly traded company in particular, the C-Suite executives are likely to have some form of compensation tied to EPS (earnings per share) and must meet or exceed shareholder's and analyst's expectations.  Let's just say there can be a lot of manipulation of revenue, cost of sales, and administrative costs when we get near the end of a reporting quarter.  Also, initiatives around some of the most basic things can be delayed, postponed, or even abandoned.  I spent time with an organization that had an apocalyptic event because they became focused on returns instead of long term investment.

 

Ownership:

 

Who is in Control? Many companies are very closely held, especially if they are family owned and operated. Just today I had a maternal figure in a family owned business reach out for advice on how to balance the expectations of the 2nd generation with the need to hire and recruit outside business executives. If you're not comfortable with some level of nepotism, a family owned organization might not be for you. You need to understand you are a hired gun in a family clique that you'll never be part of regardless of your position. Face it, even if you are the hired CEO or President of a family owned company, you aren't going to be sitting at that Thanksgiving dinner table.

 

Decisions in these organizations are many times made outside of the office and can be confined to the favored son/daughter and a couple outside advisers.  If you find yourself needing an organization that replies on fact based decision making, this isn't going to be it. 

 

Industry:

 

Bias: Gender, Age, Race  Every industry has it's own nuances and it's very important to know what you are getting into. Auto and Energy are VERY cyclical and run distinct cycles of intense hiring and growth followed by equally intense periods of divestitures and layoffs. These types of cyclical industries are not for the weak of heart or stomach. In the past ten years, we have seen intense gender bias in some industries, in particular the tech world. If you need a visual on the bias in coding and development, take a look at this photo from an Apple Developer Tech Conference. If you're a woman at this conference, well......there's no line for the ladies room.

 

Your Ability to Impact and Influence: 

 

Size. Company size can have a lot to do with job satisfaction. The smaller the company, the more visibility you may have to strategy and decision making. In addition, you'll be expected to wear many hats and you'll be able to make a difference that will be recognizable and have your personal stamp. Ok, now the downside. Small companies run very lean. They reinvest profits and margin back into the organization. You sit in second hand furniture and might be deferring compensation for future equity or profit sharing. There is no G7 waiting. There are no lavish sales meetings or client outings at five star resorts but there can be a tremendous amount of job satisfaction.

 

Additionally, there can be a significant difference in the talent that is attracted by large public vs the smaller tightly held companies. If you take a highly cerebral approach to problem solving and like to be surrounded by thought partners, you may need to reach externally for that fix in a small or mid market organization.  You should identify think tanks, associations, and community based leadership groups and non-profits to get this fix.

 

Geography:

 

Location and Communication Style. Communication style is usually driven by two things - geography and ownership. If you are working for a family owned, private company based in the Southeast US, you can count on a very indirect communication style. If you grew up on a farm in Wisconsin, you'll get a performance review in Atlanta and have no idea whether you are on top of the world or about ready to go on a PIP (performance improvement plan). Midwest and NE are direct and those from the south would say 'in your face'. As a holdover from an early farming culture, communication in the Midwest can be polite, but firm and direct. The South and West Coast you might need a translator if you are a Chicago or Minneapolis native. Having worked for more than one Atlanta based company, I have found it necessary to triangulate conversation and ask polite but direct questions to garner clarity on ideas, issues, and opportunities.

 

The best advice here is to find a thought-partner or mentor very quickly.  They can help you navigate workflow, informal hierarchy, and tweak your communication style to best fit the meeting, project team, or association/conference.

 

Organizational Structure:

 

Matrix, COE's and Functional Alignment. One of the biggest challenges I've ever faced in my career has been the transition from an organization where I controlled all my resources directly to a highly matrix organization. The difference can sometimes be slower cycle times in exchanged for a higher quality output. Patience and ability to influence are keys to success in a COE (Centers of Excellence) model. If you find yourself in a matrix COE model, you better be someone who can sell internally and thrive in an environment that is highly collaborative. The upside to a COE/Matrix structure is that if you are someone who needs their voice or expertise to be heard, these organizations bring in cross functional partners as SME's (subject matter experts) as a normal course of business.

 

Management Style:

 

Centralized or DeCentralized. In the retail and restaurant industry, in addition to other B2C organizations, you'll find decision making pushed out as close to the client as possible. This enables higher client satisfaction as well as insights driving new product and service development. These are organizations that you can move and progress quickly. They value quick decision making and problem/issue resolution. They are fast paced and lively. The challenge comes if you are in a corporate office trying to drive branding or compliance in a marketing role. Support staff in a corporate office in a decentralized management structure can be extremely challenging. There becomes a high level of optionalism that leads to internal conflict.

 

In summary, the due diligence you do up front can save you a tremendous amount of frustration and ultimately job dissatisfaction in later weeks, months, and years. Knowing yourself, being honest with yourself, and recognizing where the right fit is can mean the difference between a career with lots of SOS's (series of successes) or an eventual severance package. Use these seven criteria as a checklist for your current job, a new job, or your one of your future career management tools.

 

Use the tools and LOVE will find you!

 

Love quote: Loretta Young 

Photo location: Mari Winery and Vineyards, Old Mission Peninsula

Share on Facebook
Share on Twitter
Please reload

Featured Posts

I'm busy working on my blog posts. Watch this space!

Please reload

Recent Posts

November 19, 2019

Please reload

Archive