An executive is struggling to adapt to a new company culture. How can you guide them towards success?

Company culture should be evaluated right at the time of joining. However, information on social platforms might not always be the real picture (as they say in online shopping, colors may vary 😀) When facing an issue adapting to company culture, I invite my coaches to assess what is that is causing the issue through reflective questions. Often, 2 overarching categories emerge: 1. Is there a conflict internally? If yes, notice: - what can I do about it? Is there a behaviour I need to change? - what is it telling me about myself? - what do I need to let go? - is it a past pattern? 2. Is it external? If yes, check to see: - can I influence it? how? - is now the right time? - can I get support? - do I need to accept it as-is

As an executive coach, I advise starting with careful observation and active listening to truly learn about the company's culture. Take note of how decisions are made, who holds influence, and what behaviors are rewarded. Engage with colleagues to gather insights into both formal policies and unwritten rules. This understanding will help you tailor your approach, ensuring that you respect and align with the existing culture while also identifying areas where you can contribute to positive change.

1. Build Trust and Rapport 2. Clarify Cultural Expectations 3. Highlight the Benefits of Cultural Adaptation 4. Provide Practical Strategies for Adaptation 5. Set Small, Achievable Goals 6. Facilitate Feedback Loops 7. Support Mindset Shifts 8. Leverage Mentoring and Coaching 9. Align Personal Values with Organizational Values 10. Be Patient and Persistent

Understanding the prevailing culture of a new company is crucial for an executive to navigate effectively. It's important to observe and ask questions to grasp the unwritten rules and values that drive behavior within the organization. This knowledge will inform the executive's approach to setting goals, communicating, and building relationships, ultimately leading to a smoother transition and greater success in their new role.

In order to have success you need to have a clear direction, a goal. It is imperative to set SMART goals for each member of the team as well as collective team goals. What is important is that the personal and professional SMART goals are aligned so that people feel motivate to follow through. In order for the SMART goals to be successful there shall be accountability and communication that allows feedback, adjustment and celebration of wins to keep the people motivated and mobilised.

Effective communication in a new company starts with understanding the nuances of how colleagues interact. As an executive coach, I advise focusing on learning the cultural "language" — not just the words but the context, tone, and non-verbal cues. This means listening more than speaking at first, observing how others communicate, and then gradually adapting your style to match. By doing so, you demonstrate respect for the existing culture and set the stage for successful collaboration.

The more senior you are, the more critical it is that your first priority is to figure out the stakeholder map, so that you can prioritise who to connect with when. You need a senior / experienced coach to help you map this. When reaching out, be sure to say something along the lines of, "hey, I'm the new kid on the block, and would appreciate your advise/perspective on (x)". (Most) people like to be asked to be helpful. Whether they actually help is another story. Culture is an observation, not an aspiration. People precede (the concept of) culture. Only individuals can tell you what actually matters. Naturally this is their perception/interpretation, but that is worth more than your interpretation of other people's interpretations.

Building strong relationships is not just about having allies; it's about creating a network of resources that can provide diverse insights and feedback. As an executive coach, I emphasize the importance of active listening and empathy in these interactions. This approach not only helps in understanding the company culture but also in identifying potential areas for collaboration and innovation.

As a Leader, your role is to foster change adaptability. Lead by example, model desired behavior, embrace change and communicate transparently. Encourage curiosity, provide development opportunities and celebrate small wins. Build strong relationships through active listening, empathy and open communication. Always set clear expectations, articulate the company values and culture and communicate expectations.

As an executive coach, it's crucial to recognize that adapting to a new company culture is not just about changing behaviors, but also about understanding the underlying values and beliefs of the organization. It's important to guide executives to be observant and curious, asking questions to uncover the unwritten rules that govern the workplace. Encouraging them to be open to feedback and willing to experiment with different approaches can facilitate a smoother transition. Success in a new culture comes from a willingness to learn and adapt, while staying true to one's own leadership style.

1. Look for a mentor and meet with them physically or any other convenient channel. They will guide and help you build relationships and strengthen and facilitate your transition into the new environment. 2. Familiarise yourself with the communication style, technology and tools unique in the new place. 3. Diversity, Fairness and Inclusion. Practice openness, listen actively and leverage knowledge from new colleagues. You need them to grow in the new place. 4. Be yourself. Share your ideas boldly in meetings and support your ideas with evidence. Accept other people's contrary views as well. 5. Adaptability Be flexible, and learn new ways that differ from status quo or what you are used to. Be committed to the growth of the new company