The Game Has Rules

All industries, organizations, and departments have distinct cultures that are unique to only them.  Be it traditions, behaviors, terminology, etc., there are certain expectations that are non-negotiable.  This culture can be likened to a game with rules; parameters by which one must abide.  Many times the smartest, most capable individual may not be the best choice.  Unable to conform in a given environment is often the downfall of those preeminent misfits.  It is amazing to see infinite aptitude fall victim to obstructed compliance.  It begs the question, how can someone that smart be so ignorant; what prevents someone that good from optimally performing?  Consider the talented athlete that requires suitable surroundings to proliferate performance (e.g. Dennis Rodman).  The answer to that question along with an actualized cure may be worth something.

During a conversation with an executive in the communication industry, young people entering the workforce was a critical concern.  His challenge was that the new hires appeared to have the intellect and work ethic to flourish in the organization, but lacked willingness to comply with the ‘rules of the game’.  The problems seemed to be extremely minor and easily adhered to.  Some of the Standard Operating Procedures (SOP’s) that are taken for granted are:

• 'On time'
• Administrative Requirements
• Teamwork
• Corporate Dress
• Training (or lack thereof)

He just could not wrap his head around that much prevalent opportunity being neglected due to disobedience.  Only 50% of recruits, within 12 months, acceptably performed while practicing proper protocol.  I wonder if this percentage reflects what others see in the workforce.

After giving this some thought, a few things came to mind.: 

• How much of this 50% was fault of the organization? 
• What were the common denominators that caused defiance? 
• How much of the ‘Standard Operating Procedures’ are just routine and not best for organizational success?

I would absolutely agree that in most companies there are conventional mandates that are theoretical debris.  However, ‘The Game Has Rules’, it would be uncommonly complicated for a gladiator to change the mindset of Caesar.  Right or wrong an existing system has an established infrastructure that is not easily altered.  Within these businesses, employees should display a level of respect, hunger, and humility to leadership while transitioning into their role. 

It is also the organization’s responsibility to effectively acclimate personnel to the company’s culture while consciously addressing professional polarities.  Dealing with different behaviors, cultures, and age groups can be extremely difficult.  In order to exercise the necessary influential agility, we as leaders have to reveal the rules, clearly express our expectations, and strategically ‘sell’ through political dialogue.  At the end of the day, principal stakeholders dictate the direction of enterprise and in order to become better, must also be held accountable for adapting to change.  Great Selling!

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