Culture Add Over Culture Fit
summary
Argues for hiring toward culture add rather than pure culture fit, backed by Google's Aristotle finding that psychological safety is the top predictor of team effectiveness. Recommends concrete tools: run strengths interviews, use personal journey maps and a skills marketplace, rotate small experiments and retrospectives, and hold autonomy‑support meetings. Cites Kaiser Permanente bringing nurses into software design as a successful viewpoint change and a coaching practice that hires to learn (ask “what can this person teach us?”) as a repeatable way to make additions actually work.
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chapters (18)
- 0:00Start
- 4:54CULTURE MANIFESTO (VALUE 1)
- 5:16CULTURE ADD AND CULTURE FIT
- 6:13WE NEED BOTH
- 9:01MODERN AGILE
- 10:39GOOGLE'S ARISTOTLE PROJECT
- 12:32SHARED MENTAL MODELS
- 14:26WHEN CULTURE FIT GOES WRONG
- 19:40WHAT YOU BRING TO WORK
- 23:25CULTURE AND THE FLOW CHANNEL
- 25:36SATIR CHANGE MODEL
- 28:46THE STRENGTHS INTERVIEW (AND BEYOND)
- 30:24INTERVIEW QUESTIONS FOR CULTURE ADD
- 33:53PERSONAL JOURNEY MAP
- 34:06MARKET OF SKILLS ACTIVITY
- 35:09RETROSPECTIVES SMALL EXPERIMENTS
- 37:14PERSONAL BEST/PERSONAL HIGHLIGHT REEL
- 38:05INTENTIONAL, DYNAMIC RETEAMING
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