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Written by our CEO, Peter Rabey.

The future success of your organisation is largely shaped by the people you hire. Reviewing your hiring strategy and frequently innovating your culture is an essential component to growing a business where people feel engaged and valued.

Over the last 10+ years as an employer, my views on best hiring practices and methodologies have largely shifted from hiring for cultural fit, to now prioritising cultural contribution. This way of thinking opens up so many more opportunities to diversify your team and introduce different ways of thinking.

I define a positive culture as a place where everyone is empowered to succeed. As a leader, you have the power to shape a positive culture by listening to your people and being open to new ways of doing things and new ways of thinking, as long as your cultural values are aligned.

As you scale, your culture needs to evolve and so do the decisions you make about who comes into your culture and the impact each hire will have on your future vision. Culturally diverse organisations will have a far deeper and meaningful interpretation of your values if you can create it.

My top 3 picks this week from The Leadership Learns podcast are from Ed Robinson, Co-Founder of StashEduardo Tavares, Senior VP Group Creative Director at AREA 23 , and Chad Anselmo, CEO of Corvia.

Build an inclusive culture - Ed Robinson

Creating and encouraging a sense of belonging and cultural inclusion begins at leadership level – your company’s founders and executive team need to have a desire to build an inclusive, diverse culture. Once your leadership team have set the tone, it is then easier to extend this attitude throughout your company.

When people are comfortable and can express themselves in an authentic way, they are more likely to perform better.

Importance of collaboration - Eduardo Tavares

Fostering a collaborative culture allows for diversity of opinions and ideas among teammates to build strategies and solve problems. Encourage employees from all levels and departments to work together, creating an inclusive environment. As a result, employees are more engaged, feel trusted and are more likely to take ownership of their work.

Methodologies for aligning culture - Chad Anselmo

During periods of large organisational change, such as mergers and acquisitions, cultural fit and alignment between the involved parties can be critical to the success of integration.

The purpose of all M&A activity is to create additional value, but culture can be one of the most influential factors behind why some integrations fail.

When planning for an M&A, create a structured approach to cultural implementation.

  • Assess the cultural compatibility between both companies – observe their culture
  • Identify all relevant stakeholders – define a desired culture that’s in line with business strategy
  • Design a detailed change and communication concept – involve management on both sides throughout the change process

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