First, welcome to the new Thin Pink Line bloggers who I met at the Massachusetts Conference for Women last week.  You were a great group!  Today’s blog is a continuation of the discussion we had when a woman in the audience asked how to assimilate to a new geographic and corporate culture — and when another woman asked if one person could change the culture.  As we discussed, every organization has its own playing field, and when we move from one geographic location to another (eg New York City to Boston) there are additional challenges.  Having moved from New York to Los Angeles I know first-hand that the survival skills I may have used in NY don’t always work in L.A.  As I told someone just today, “I’m glad I didn’t have to bring out my NY to resolve this issue.” 

The simple saying, “When in Rome, do as the Romans,” holds true in the workplace.  If you’re just starting a job you can’t focus on “proving yourself” until you get the lay of the land.  Here are some coaching tips for assessing your playing field before deciding it is or is not right for you:

• Remember when Hillary Clinton was elected Senator in NY?  She went on a listening tour.  This is what we should all be doing in new situations.  Too often we are eager to show what we know rather than gather the information needed to be successful in the long term.  Make a conscious effort to identify the people who appear to be succeeding in your new workplace.  You’ll know who they are because they exhibit confidence by speaking up in meetings, are asked for their opinion, and are those who others seek out for casual activities.  Ask these people if they would be willing to show you the ropes by spending a few minutes each week answering your questions.  More likely than not, they’ll be flattered.  Just make sure you make good use of their time by being prepared for each meeting with them.
• Assess the breadth of the playing field by watching how far others push the envelope.  Are people careful about what they say in meetings?  Is management open to new ideas when they’re presented by others or do they quickly shoot them down?  Is risk taking encouraged or punished?  This will give you an idea of how much room you have to maneuver. 
• Don’t assume what worked in your last workplace will work in your new one.  I often tell the story of when I was comparing the “creative playing fields” in the entertainment industry vs. the defense industry.  I told a group that whereas the boundaries are practically nonexistent in entertainment, defense reins people in a bit more.  A woman in the audience raised her hand and exclaimed, “That explains everything!  Whereas I could do no wrong when I worked in entertainment I came to my new [defense] company and I could do nothing right.”  Every workplace has rules, boundaries, and strategies you’ll be expected to adhere to.  If you find the field too narrow for you, then you probably need a different playing field.
• Don’t expect to change the boundaries alone.  In over 30 years in human resources I’ve never seen one person change the boundaries.  As much as they may have tried, they wound up frustrated or being viewed as a malcontent.  Corporate cultures are well-defined for a reason — they work.  If you want to make changes to your culture look for similarly-minded people and band together to create change.  This is your best alternative to leaving prematurely.  If it doesn’t work, you can always vote with your feet.
• Do a thorough self-assessment.  How realistic are your expectations?  Will any company meet them?  You could go from job to job only to find it’s you who needs an attitude adjustment.  Talk to friends about their experiences to get an idea of whether you’re on track or expecting too much.  If it’s the latter and you don’t want to change, then self-employment might be the answer for you.
• Collect lots of reciprocal chips.  When you’re new to a job you can start your bank account of reciprocal chips by letting others know you’re willing to go the extra mile (within reason of course).  When you do favors for people, let them know you’re happy to go out of your way by staying late, working week-ends, etc.  Don’t make it look seamless — get credit where credit is due.  When you have plenty of chips in your account you’ll be able to “cash them in” on favors or giving you slack if you make a mistake.
• If you’re new, say so when sharing an alternative viewpoint.  I normally don’t like women to use premables, but if you’re new, it’s a good way to put out a new idea and not appear overly critical.  Just be careful not to add, “This is how we did it at my last company.”  Instead, say something like, “I realize I’m new here and don’t know exactly how things are done, but I do have any idea that might shift the current situation.  Let me share it and see if it might work.” 
• Use the “salami” approach to introducing new concepts.  Most of us wouldn’t sit down and eat an entire salami, would we?  Well the same holds true when presenting a new idea.  People need time to digest it a little bit at a time.  So break it into pieces and serve a little bit at a time.  Rather than suggest an entire process be overhauled, start with something simple that can be easily implemented and evaluated.  If that works, go on to the next phase.  And by the way, this holds true when negotiating as well.  If you want a few stars, don’t ask for the galaxy, just one at a time. 

If you’ve done all these things and you realize you’ve made a mistake in selecting a particular company to work for, don’t be afraid to make a change sooner than later.  Mismatches are common — and they’re made by both hiring sources and employees.  It’s not until you get into the situation that you can accurately assess the realities.  Leaving prematurely won’t provide you with the lessons you need to learn.  Staying too long will diminish your self-confidence.  Give it time, but know when to cut bait.

TAGS: Acclimating to a new job, corporate culture, how to know when to quit, new to the job