A couple years ago, I had lunch with one of my favorite colleagues. She was a rockstar when we worked together, and I knew any company would be lucky to have her on the team. But, after just eight months, she left her dream job. On paper, it had everything: prestigious company, great compensation, exciting product.
"What happened?" I asked.
She sighed and said, "I don’t know exactly… it just didn’t feel right. Everything I tried hit resistance. I didn't see it until I was in it.”
Her story isn't unique. I've watched brilliant people join companies only to leave shortly after because of cultural misalignment. These departures are costly for everyone involved — for the promising leader who loses time and confidence, and for the company that invests in recruiting and onboarding.
But how do you evaluate something as seemingly abstract as culture? Most companies talk about their values in similar …
