FIT

If an organization interviews multiple candidates for a single role, inevitably there comes a point in the process of rejection. Many times, the reasoning is the candidate was not a good “fit”.

When we add a new element to the mix “perfect fit” is rare, when we are adding existing elements to the mix perfect fit is necessary (think puzzles – each time we add a piece it must fit perfectly). When it comes to people, we are not filling in puzzle pieces but working with new a mixture of ingredients.

It is not about manipulating ingredients; it’s about finding the best ingredients around us

– Chris Biaco

Think chess, each time a game is played there is an expected ending – draw, win, lose. The pieces of chess remain the same, but the influential elements of chess are contextual. The stakes of the game, the environment, the health of the players (physical: did one travel, mental: is one on a hot streak, spiritual: are they purpose driven) the time of day. 

Organizations designing and creating teams are really looking for harmony. First, does the individual have the Talent Portfolio (Skill, Talents Abilities, Knowledge) required for the role? Second from what we know now, can the individual find success within the culture of the organization?

Once an organization hires such a candidate a restructuring of the group and/or a calibration of the group is necessary. A new element is added. This process helps facilitate the “fit” or better put helps encourage harmony.

Metaphorically, if you were backpacking across the USA, you would fill your backpack up with the essentials. As your journey unfolds you pick up things along the way. Each time you add something to the pack back you reorganize the pack back to have everything fit accordingly. At some point you may grow out of that backpack and need to get another one or a bigger one altogether.

Whenever a group adds a team member a phase of initiation for the individual to the group and organization is logical. Additionally, the team should take the time to recalibrate their roles and responsibilities. Especially teams that have been carrying the extra load while this individual was being recruited, interviewed, and on boarded (period of role vacancy). For many organizations a 2–4-month process. 

When organization think onboarding it’s common to focus on the attention on the newly hired individual, but onboarding is a team activity. Everyone is impacted by it and therefore everyone participates in it. Everyone has a role and responsibility, with the simple objective of reaching harmony as a team. Each team has to decide what that is and what that looks like. When selecting individuals for the team, “fit” is less important than harmony. Fit happens during the initiation and recalibration of the team. Many times, “fit” is simply the rearrangement of the pieces.