The Unseen Value: Why Finding Your True Fit Matters Most
There’s a well-known fable about an old man and his young son. One day, the old man, who had been ill for a long time, called his son to his side. He handed him an old watch and said, ‘My son, this is a 200-year-old watch that was passed down to me by my grandfather. Go to a jewelry shop and tell them you’d like to sell it. See how much they are willing to offer.’
The son, brimming with eagerness to honor his father’s request, promptly made his way to the jewelry shop and swiftly returned.
‘What did they say?’ the father asked. ‘They offered $150 because the watch is too old,’ the son replied.
‘Very well,’ the father continued, his unwavering patience and profound wisdom guiding his words, ‘now take it to a pawn shop and see what they offer.’
The boy diligently followed his father’s instructions, leaving once more and returning after some time.
‘What did they offer?’ the father asked. ‘They only offered $10, saying the watch looks too worn out,’ the son responded.
‘Alright,’ the father said, ‘tomorrow, take it to the city museum and see what they offer.’
The next day, the boy visited the museum. When the curator saw the watch, his eyes lit up with excitement. He offered the boy $500,000 for the watch, recognizing it as a rare and valuable piece for their antique collection.
The boy returned home and eagerly recounted the entire experience to his father.
The father said, ‘Yes, that’s it! I was trying to teach a very valuable lesson in your life – Only the Right Place values You in the Right Way.’
The father continued, ‘Remember, don’t find yourself in the wrong place and get angry if you are not valued. Those who know your value are those who appreciate you.’
This timeless fable holds a profound lesson that extends far beyond a mere watch. It’s a powerful metaphor for your own professional journey and career satisfaction. Just like that valuable timepiece, you, too, deserve to be in an environment where your unique skills, contributions, and essence are truly recognized and appreciated. In this article, we’ll uncover how to find that invaluable “right place” and foster a culture where everyone thrives.
The “Misfit Syndrome”: When Organizations and Individuals Don’t Align
Given my experience in people development, leadership coaching, business consulting, and community services, I often encounter individuals from diverse backgrounds and various stages in their careers. Many express concerns about the unfair treatment they face in both professional and social settings. A common thread in their stories is the feeling of being undervalued and disrespected. As someone with over a decade and a half of experience in sales and leadership roles within world-class MNCs, I deeply resonate with their experiences. This brings us to an important question: Are all organizations inherently unfair to their people? The answer is clear: No.
Let’s take a moment to understand what an organization truly is at its core. An organization is fundamentally the sum of its people. Yes, that’s right. Let me explain why I emphasize this. We all strive to choose the best possible organizations for our careers, and often, we succeed. However, after joining these organizations, many of us begin to experience the very issues we discussed earlier—unfair treatment or, in many cases, cultural toxicity.
Despite the organization’s impressive portfolio of brands, products, technologies, and services, as an employee or associate, you might not feel that sense of greatness once you step into the office or interact with your bosses, colleagues, and teams. Why is that?
Let’s simplify this further. Any great organization is essentially the sum of three key components: Great Products or Services, Great Processes or Technologies, and Great People. Now, if you dig a little deeper, you’ll realize that the first two components—products and processes—are actually created by the third: Great People. So, what does this tell us? It highlights that the most crucial element in any organization is the human factor.
When you have the right people on board, everything else falls into place. Great products and processes are a result of the efforts of great people. The culture of an organization is also shaped, nurtured, and protected by its people. No matter how prestigious a brand may be, it’s ultimately the people who embody and reflect the organization’s essence, both internally and externally.
The key takeaway here is that when considering any organization to join or associate with, you should prioritize finding the right people just as much as evaluating the products, processes, and brand equity. However, the challenge lies in fully understanding the organization’s culture and its people before you join. But don’t worry—if you find that the culture doesn’t align with your values and you’re not being valued as much as you deserve, it’s important to recognize that you may not be in the right place.
Think back to the fable mentioned at the beginning of this blog. You deserve to be in an environment where your skills align well with the organization’s needs, and the culture resonates with your value system.
In my experience in dealing with people, I’ve found that many people suffer from what I call the “misfit syndrome.” This occurs when individuals find themselves in roles that don’t align with their true aspirations, working with people—including bosses—who aren’t ideal, or in a culture that clashes with their value system. When you’re surrounded by the right people, many of these challenges tend to resolve themselves, and you feel inspired and motivated, leading to exponential growth. However, when the fit isn’t right, it can leave you feeling constantly overwhelmed and dejected, hindering your potential.
Finding Your Purpose and the Right Ground: Actionable Steps
Until you find that “right place,” don’t settle. Here’s how you can proactively seek an environment where you can truly become an asset and grow:
- Define Your Core Values & Purpose: What truly drives you? What kind of impact do you want to make? List your non-negotiables regarding workplace culture, leadership style, and ethical standards. This self-awareness is your compass.
- Assess Your Skills & Strengths: Understand what you excel at and what unique contributions you bring. This helps you identify roles and environments where your talents will be valued and utilized.
- Research Culture Beyond the Brand: Look beyond company websites. Read employee reviews (e.g., Glassdoor, LinkedIn), talk to current and former employees, and use networking to get an authentic feel for the organizational culture and the people within it. Ask specific questions during interviews about team dynamics, leadership styles, and how conflict is handled.
- Network Strategically: Connect with professionals in your target industries and companies. Informational interviews can provide invaluable insights into the “people factor” and cultural fit.
- Listen to Your Gut: If something feels off during the hiring process or early in a new role, don’t ignore it. Your intuition often signals a mismatch.
- Seek Growth Opportunities (Even If Imperfect): While searching for the “right place,” continue to develop your skills and expand your network in your current role. Every experience can be a stepping stone.
Remember, you deserve respect, dignity, and equal opportunities to grow. If these are lacking, you’re likely in the wrong place. There’s a crucial difference between just finding a job and building a career with purpose. Pursue something that resonates with your heart. If you wake up without excitement for your work or end the day without feeling that you’ve made a meaningful contribution, then you haven’t found your true calling yet. As Steve Jobs wisely said, “Don’t settle until you find your love.”
For Leaders: Cultivating a Culture of Value and Exponential Growth
If you’re in a leadership position, it’s your profound responsibility to foster a culture that ensures the right people are brought on board and that they receive the respect, dignity, and recognition they truly deserve. This isn’t just about fairness; it’s about building a high-performing, resilient organization where talent flourishes.
How Leaders Can Create the “Right Place”:
- Prioritize Cultural Fit in Hiring: Look beyond just skills; assess if candidates’ values align with your organization’s desired culture.
- Invest in People Development: Provide opportunities for continuous learning, skill enhancement, and career progression.
- Practice Transparent & Constructive Feedback: Create a culture where feedback is timely, specific, and focused on growth, not just judgment.
- Recognize & Reward Merit: Ensure recognition systems truly value contributions and discourage favoritism.
- Embody Your Values: Leaders must model the desired culture through their actions, decisions, and interactions.
- Foster Psychological Safety: Create an environment where employees feel safe to speak up, take risks, and even make mistakes without fear of retribution.
When individuals find their purpose and the right environment, their growth isn’t just incremental; it can truly be exponential, leading to increased productivity, innovation, and overall organizational success.
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