Lindsay Olson

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Are You a Good Fit for Your Job?

What is Good.Co? from Good Co on Vimeo.

Workplace culture is an important factor when considering a job change. Recruiters hear it constantly when sending in a candidate who looks great on paper and the interview feedback is simply “great experience, but gut instinct says he’s not the one”. That’s the classic case of the poor culture fit feedback. Studies have shown that bad culture fit is one of the main reasons new hires fail within the first 18 months on the job, it will cost a company an average of $50k each. Moreover, two out of three Americans are disengaged at work, costing billions in lost productivity.

Now, thanks to a new social network and self-discovery platform,, you can find out in just 15 questions your professional and personal personality traits and see if they match up with a potential employer’s profile.

Not Another Boring Personality Test!

The questions aren’t your run of the mill boring aptitude questions. You’ll be asked if you’re more like Justin Timberlake or Eminem or if you would rather be a character on Friends or Survivor.

Not what you expected, right? And yet these 15 little questions help the intelligent software determine your traits in your professional life, which can provide you with valuable insight into how you work with others.

And speaking of the software, it’s pretty sophisticated. The website says it uses 20 years of psychometrics research, as well as “high-velocity statistical models and the ultimate crowd-sourced culture graph.”

Once you get your Archetype (and you may be a combination of more than one), you can connect to your LinkedIn profile to see how good a fit you are for your current (or past) position.

How to Use has about 400 company profiles and growing. You can use it to see how compatible you are with certain companies. It’s also very interesting to check how compatible you are with your colleagues. Looking through my personality assessment, I found myself nodding in agreement with most of what it said. My results revealed I am ⅓ straight shooter,  ⅓ mastermind, and ⅓ strategist. Then I compared myself to my business partner, which interestingly showed we pretty much get along, but have some areas of conflict. And we do… as I’m sure she would agree. Knowing how compatible/incompatible we are can help of smooth out those rough patches and be more understanding of each other. is currently in Beta. If you are interested in signing up and taking a look at your profile, you can use this code: goodcolindsay


Are you a Chief Culture Officer?

transmediale: Forms of Cultural Organisation
This is a post by Alison Kenney, PR columnist.

As PR pros we want our communications to resonate resoundingly, our brands to be strong and our communities to be vital. To achieve these goals, we hold brainstorming sessions, conduct marketplace research and surveys, monitor our industries and competitors and undertake SWOT (strengths, weaknesses, opportunities, threats) analyses. But how many among us regularly incorporate cultural trends in our vision and PR planning?

In his book, Chief Culture Officer, Grant McCracken argues that every organization needs to thoroughly understand culture in order to succeed in the modern marketplace.  Microsoft, for one (and not an insignificant one at that) is buying into McCracken’s premise: Dr. Mark Drapeau, Microsoft’s Director of U.S. Public Sector Social Engagement, agrees with McCracken that it’s important to have a “broad awareness of slow-paced cultural evolutions that can affect companies, and how to monitor them and incorporate them into planning.”

How do we develop that awareness of “slow-paced cultural evolutions”?

First, by monitoring cultural developments and identifying trends. Culture is driven by a very wide array of factors ranging from art, advertising, fashion and media to geopolitical factors, socio-economics, and global business issues to education, demographic and generation shifts, gender issues and much more. Take a look at this fascinating program for the WorldFuture 2010 conference that took place this past July in Boston to get a sense of the various cultural trends under watch.

Next, by considering how cultural trends could affect your brand. As an exercise, pick any cultural trend, e.g. Generation Y reaching adulthood or the ‘Going Green’ movement, and think of all the ways it could impact your job, your work, your company. What could your brand do to capitalize on the opportunities this trend presents? provides some excellent tips for tracking and applying trends.

Lastly, develop your own vision. This isn’t so much about having a crystal ball that can spot the “next big thing” but more of a sense of where the marketplace is heading – based on the values that are being revealed through cultural trends – and understanding how to capitalize on those trends. As 2010 rolls into its final months, it was fun to look back at this piece predicting food trends for this year.

Fortunately, there are as many sources for trend watching as there are trends to watch. So, get going, get watching and don’t forget to share your observations!

Alison Kenney an independent PR practitioner with more than 15 years of PR consulting experience. She is based on Boston’s North Shore and has worked with organizations in the technology, professional services and consumer industries. She writes a bi-monthly PR column on You can find her at Learn more about Alison Kenney.

Image credit: Fraulein Schiller

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