For most of my career, I thought success was about working harder, saying “yes” more, and pushing through adversity. But I’ve since learned that real growth and accomplishment come from something much less obvious.
Yes, talent matters. Hard work matters. But without the right cultural fit, lasting success is almost impossible to achieve or sustain.
Now that summer is over and all those “Let’s pick this back up in September” conversations are waiting to be picked up, I’ve been reflecting on success and cultural fit. Two people immediately came to mind. No, not David Droga or Aaron Starkman (though when I’m stuck, I do often think back on their advice). The two people I’m thinking of compete on a very different field: Scott McTominay and Dean Henderson.
Both came through the ranks at Manchester United, a club defined by relentless pressure and fierce competition for playing time. Despite their undeniable quality, neither flourished at Old Trafford. McTominay was often seen as surplus to requirements, while Henderson struggled to secure a consistent run in the team, playing behind David de Gea didn’t help.
Fast forward to today: McTominay is thriving at Napoli, and Henderson has become an FA Cup hero at Crystal Palace. Same players, same abilities, yet completely different outcomes. What changed? More gym time? A ketogenic diet? Perhaps. But the real difference is culture. They’re now in environments that fit, teams that play to their strengths and value what they bring. Napoli and Palace have given them clarity of role, and they’ve flourished.
I don’t think the world of business is any different. Employees will struggle if their organisation’s culture doesn’t align with their values, skills, or ambitions. Of course, the risk is to confuse cultural fit with conformity, expecting everyone to “drink the Kool-Aid” and act the same. In reality, the opposite is true. Cultural fit isn’t about sameness, it’s about harmony. Everyone needs to share a collective goal, but the strongest teams I’ve been part of were made up of very different individuals, each with their own personality traits, and drivers. Fortunately, the strong leaders I had on those teams knew how to match those individuals with the right tasks and roles within the organisation.
So, as we return from summer with fading tans and clogged inboxes, one thing I believe is worth focusing on is cultural fit. Leaders should be asking whether each team member is matched to the right tasks and path. Equally, employees should reflect on whether their assignments align with their skills and personality. And, if not, they should be seeking opportunities that do. If that isn’t possible within their current team, they may have to question if they are on the best team for them. Daunting? Absolutely. But as Crystal Palace and Napoli show us, the right team can make all the difference.