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Culture fit can be a hard concept to grasp as a young professional. As a YP the focus is usually on earning a pay check, securing that first job, developing skills, etc. Mentors & advocates have to be wiling to coach YP’s through those road bumps.
I have given advice to YP’s about not taking a gig because of fit and they’ve taken it anyway. I don’t take it personal at all. I understand that they don’t see what I do, so I’m prepared to coach them through hurdles so that they don’t become stuck.
Leading requires empathy. Maybe you can’t fully relate but can you be open enough to take into consideration someone else’s point of view?!
YP’s understand that WHO you work for matters. Don’t be afraid to ask questions during your interview.
1. How do you manage conflict?
2. What does success look like for the dept/individual?
3. Tell me about a time one of your employees ideas flopped & how you handled it
1. How do you manage conflict?
2. What does success look like for the dept/individual?
3. Tell me about a time one of your employees ideas flopped & how you handled it
Mentors understand that sometimes we speak from a place of privilege (self included). We’ve experienced things that have shaped our views that our mentees haven’t had the opportunity to learn for themselves just yet. Extend grace.
I was on a panel & a YP asked about a situation where he needed a job but wasn’t sure about the org. I told him not to take it. However, I realized that my response was from a place of privilege, so connected with him afterwards & helped him weigh the opportunity from his lens
