Remember that feeling of trying to “fit in” at a new school or a new job? The pressure to conform and seek culture fit, to be exactly what others expected? It can be exhausting. It forces you to constantly filter yourself and dim any qualities that might be unique or different.
When it comes to building a team, the traditional idea of culture fit can sometimes lead to a similar, albeit unintentional, outcome. We’re often drawn to candidates who remind us of ourselves, or who appear able to seamlessly blend into the existing dynamic. While this can feel safe because it minimizes friction, it risks creating an echo chamber where new ideas struggle to take root.
And while a comfortable team environment can feel easier, a relentless pursuit of “culture fit” can inadvertently create a monoculture, stifling innovation and limiting your team’s potential.
What’s Culture Add and Why Does It Matter?
This is where the idea of culture add comes in.
Culture add means hiring someone who doesn’t necessarily ‘fit in’ to the team’s personalities, working styles or skills. Instead, it focuses on what a candidate can bring to your team that enhances or enriches your existing culture. It’s about identifying unique perspectives, diverse experiences, and fresh approaches that will help your team evolve and grow.
Hiring for culture add isn’t about throwing caution to the wind and bringing in someone completely incompatible. It’s about thoughtfully identifying areas where your team could benefit from new perspectives, experiences, or ways of thinking and then actively seeking out candidates who can provide those. It’s about building a team that’s not just harmonious, but also incredibly resilient, adaptable, and diverse.
The Benefits of Embracing Culture Add, Not Culture Fit
As a leader striving for success, consider how hiring for culture add can directly impact your most important objectives:
Enhanced Innovation & Problem-Solving
When you have diverse viewpoints, you get a wider range of solutions. Different backgrounds lead to different ways of thinking, allowing your team to tackle challenges from multiple angles and uncover truly novel ideas. This means less getting stuck in a rut and more breakthroughs.
Stronger Team Resilience
A team with varied experiences is better equipped to navigate unexpected challenges and adapt to change. They bring different coping mechanisms and problem-solving strategies, creating a more robust and flexible unit.
Enhanced Employee Engagement & Retention
When individuals feel valued for their unique contributions, rather than just their ability to “fit in,” they are more likely to be engaged, motivated, and committed to their work.
A Truly Inclusive Environment
Actively seeking out culture add inherently fosters an inclusive environment. It sends a clear message that all voices are welcome and celebrated, which in turn attracts top talent from a wider pool.
Achieving Business Objectives with Greater Impact
Ultimately, a diverse and innovative team is a high-performing team. They’re better equipped to understand and serve a diverse customer base, anticipate market shifts, and drive sustainable growth.
How to Shift Your Mindset
Making the shift to culture add requires intentionality and a willingness to look beyond the obvious. Here are a few ways to start:
- Define Your Core Values (Beyond “Fit”): Instead of focusing on specific personality traits, clarify the fundamental values that truly drive your team and organization. Are they collaboration, continuous learning, integrity, or something else? Look for team members who embody these values, even if their approach is different.
- Help Build Team Awareness: Engage in activities that will help your team build their own self awareness and then share that with each other to increase their understanding of the individual strengths and perspectives on the team. (We’ve recommended creating How to Work With Me Manuals, which are a great way to support this kind of team conversation.)
- Identify Your Team’s “Blind Spots”: What perspectives or skills might your current team be missing? What challenges are you facing that could benefit from a fresh approach? Consciously seek out new team members who can fill those gaps.
- Ask Thought-Provoking Interview Questions: Move beyond assessing whether they’ll fit in and ask questions that reveal a candidate’s unique perspective. For example:
- “Tell me about a time you challenged the status quo on a team. What was the outcome?”
- “What’s a new idea or approach you’d bring to this role that you think would benefit our team?”
- “How do you handle situations where your ideas differ significantly from others on your team?”
- Embrace Discomfort (The Good Kind): Sometimes, people who have different profiles might make you think differently, or even challenge your existing assumptions. That’s a good thing! The goal shouldn’t be to be conflict-free. Lean into that constructive tension and use it as an opportunity to explore it further with curiosity and an openness to learning.
Hiring for culture add isn’t just a trend; it’s a strategic move that empowers you to build a truly exceptional team – one that’s innovative, resilient, and ready to achieve incredible things. It’s about recognizing that true strength comes not from conformity, but from the rich tapestry of diverse experiences and perspectives.
So, what unique “misfits” could bring added value to your team?
If you’re interested in exploring how to shift your team from culture fit to culture add, get in touch!