Organizations hire executives to either fit into their corporate culture or to help change it.
Corporate culture is among a constellation of ‘fit' considerations. Tasks and responsibilities are ‘what' organizations want undertaken which drives the requisite experience and skills for a given role. Performance measures are what organizations need delivered in order for an executive to be considered successful in a role. Motivation is the degree, duration and intensity with which employees ‘will', or won't, pursue those performance measures. And finally, corporate culture is ‘how' all this will be carried out, how priorities will be established, decisions will be made, and how people will work together collectively. Unfortunately, for many organizations, articulating ‘how things work around here' is a constant work-in-progress, a mishmash of how things are and how they should or could be. It is a particularly challenging issue for organizations whose leaders struggle to understand the impact of their own behaviors.