Prioritizing a candidate's skills ('capacity') over their fit with the team ('chemistry') is a mistake. To scale culture successfully, focus on hiring people who will get along with their colleagues. The ability to collaborate and integrate is more critical for long-term success than a perfect resume.

When selling cross-culturally, it's better to admit you're not an expert. Do your research, but also state that you understand you don't live in their world and what you've learned may not be perfectly accurate. This humility builds more trust than pretending to be a cultural insider, which can backfire.

The biggest downside of remote work isn't lost productivity, but the elimination of serendipity. It removes the chance encounters that lead to friendships, mentorship, and cross-pollination of ideas. For those needing to build a network, the convenience of working from home comes at the high cost of isolation and stunted growth.

Leaders focus on obvious cultural differences like language. However, the divide between departments in the same organization (e.g., military vs. State Department) can be larger and more insidious because it’s less apparent, leading to misinterpretation rooted in different organizational norms and assumptions.

Common team-building activities like happy hours or escape rooms often fail because they allow existing dynamics to persist: the loud get louder, cliques huddle together, and nothing new is revealed. Effective team building must intentionally break these patterns to foster new connections and build genuine trust.

Hiring for "cultural fit" can lead to homogenous teams and groupthink. Instead, leaders should seek a "cultural complement"—candidates who align with core values but bring different perspectives and experiences, creating a richer and more innovative team alchemy.

In new environments, especially for underrepresented groups, the worry of not belonging acts as a lens. A small, ambiguous event like not being copied on an email is interpreted as confirmation of being an outsider, fueling a cycle of withdrawal.

The common practice of hiring for "culture fit" creates homogenous teams that stifle creativity and produce the same results. To innovate, actively recruit people who challenge the status quo and think differently. A "culture mismatch" introduces the friction necessary for breakthrough ideas.

Leaders complaining about Gen Z's lack of social skills are missing the point. This generation lost two critical years of in-person social development due to the pandemic. The responsibility falls on leaders to coach these skills, not punish employees for a gap the company didn't create.