Margaret FeroOct 3, 2024
Third talk of the day at #Monktoberfest will be @phire sharing about values. Business school mentions things like listing your hobbies in search of affinity; the mandatory HR class, however, didn't say to NOT do that. This brings us to the concept of ✨ culture fit ✨
Show threadMargaret FeroOct 3, 2024

Culture fit in individuals makes for worse business decisions; you just won't have the appropriate perspectives represented consistently if you're hiring for homogeneity instead of skill. Building culture as an organization, however, is critical to building the safe spaces where you can reap the benefits of that diversity WITHOUT crushing employees souls! (okay, not too much)

Culture has several components: Norms are the things you do, and values are why you do it - @phire at #Monktoberfest

Show threadMargaret FeroOct 3, 2024

Values are a much stronger indication than culture fit of what the person will do when there is no norm yet. Instead of culture fit, look for values alignment. Not the marketing version of the values, though, the ones they actually hold.

A key logger company, for example, cites independent thought, transparency, and trust as the values underlying their decision to track everything done on company hardware. - @phire at #Monktoberfest

Show threadMargaret FeroOct 3, 2024
Burnout isn't about working too much, it's about moral injury: watching or participating in betrayals of your ethics or values. Larger gaps between stated and practiced values create more burnout. - @phire at #Monktoberfest
Show threadMargaret FeroOct 3, 2024
The social cost of acting in accordance with your values can rise and fall over time. By creating norms, you can create the conditions making it easier to choose the right thing so culture change happens. - @phire at #Monktoberfest
Show threadMargaret FeroOct 3, 2024
Norms are easier to change than values, so you must remain vigilant to keep those norms stable until the underlying values change. We're seeing some of this with anti-DEI movements right now; some orgs are changing norms to align with values while others so window dressing the other way. - @phire at #Monktoberfest
Show threadMargaret FeroOct 3, 2024
As leaders, you have to be ready to hear feedback even if it's delivered imperfectly, or even kinda cruelly by people in pain. You do need to do something when grievances are aired inappropriately, but you also need to recognize how you got there: hurt doesn't magically appear, and has often festered as employees increasingly-desperately seek answers in the leadup. They're taking a difficult risk to give you this feedback. @phire at #Monktoberfest
Laura SavinoOct 3, 2024
Show threadMargaret Fero
At #Monktoberfest, @phire recommends taking some not-so-easy steps to keep your values aligned with your work:
Oct 3, 2024 at 3:53pmWeb
Show threadNathan Arthur (OLD ACCOUNT)Oct 3, 2024
@MaggieFero @phire fantastic ideas (the whole thread) - thank you!
Show threadKathy ReidOct 3, 2024
@MaggieFero @phire I could listen to her all day
Show threadohadOct 3, 2024
@MaggieFero @phire tips on how to change the norms, please. No sarcasm.
Show threadMargaret FeroOct 4, 2024
@ohad When videos come out soon, @phire gave some excellent ones, but the thing about setting norms is that it requires either collective action or productive use of a power dynamic. if you're in a leadership position, you can model what you want. otherwise, you have to work up from the roots