“Your contribution is what happens when you’re in the room. Your impact is what happens when you’re out of the room.” – Matt Dunsmoor
This is a beautiful articulation and is one for all of us who hope to have a positive impact on the world. Contribution is the process that leads to impact.
And, in the spirit of focusing on process over outcomes, perhaps we ought to stop asking ourselves if what we’re doing is having an impact. Instead, the the question to ask ourselves is – “Am I making a positive and thoughtful contribution?”
If the answer is yes, it follows that we are doing our absolute best to create the impact we hope to create.
Of course, when we know better, we’ll contribute better.
“Culture fit” is likely part of the hiring criteria wherever you work.
However, it is a problematic dimension. If you started with a homogeneous culture – say with five males of Indian origin, then culture fit will most likely involve finding more Indian males. It is hard to diversify.
Many point to the existence of core values and culture documents when they think of culture fit. However, the core values of the five Indian males will be suited to, well, Indian males. Core values and culture documents are rarely sources of truth if they aren’t thoughtfully built by a diverse group.
The only way out of it is to pair culture fit with culture contribution. If the five Indian male team have done a great job with product market fit, you probably don’t want to break that team up. So, hiring a sixth person completely at odds with the team isn’t helpful. The only reason you’d do that is if all five unanimously align on the build a diverse culture – that doesn’t happen often. So, the middle ground is finding someone who will fit in while while adding something new. And, the next hire expands the culture some more, and so on.
In isolation, hiring for culture fit generally does more harm than good. Combined with cultural contribution, however, it can work phenomenally well.