Culture

In an organization, you might want to have people who comply to a certain culture, which is what organizational culture is all about, and you better be very precise and elaborated on how you want and need your culture, and aline it with your higher cause, your special “Why” and your core values.

It is a delicate matter indeed.

But unless you really want everyone to follow the same pattern, or the given orders, and unless you have an army of same person, only a different face, you HAVE TO make sure that various dimensions  are there,  which are necessary for healthy dynamics to take place.

That is done by letting multiple dimensions into the culture for diversity, like spicing up the dish. 

This is not an easy task. Recruiting has to be done by a hunch sometimes more than merits. And it depends highly on whether it is even feasible or encouraged by the group (company, or subgroup) and its culture, not just paying lip service, which is far more common than real diversity. 

But it will have a remarkable effect on the ways the organizations can bloom.

And hey, if something is not right from the start, you can always steer it toward a slightly different direction or a different path altogether. 

Regardless how, you need to make sure that you have all sorts of people that, regardless of skills, can bring to the table the little extra in order to achieve this healthy dynamics.

That may be including gender (there are two distinct ones, regardless of post-modern flashy LGBQT+++) , different cultures, even "weird" people (and I don’t mean psychopaths, criminals and other predators), as long as they understand the culture and fit the bill of intelligence (there are several kinds of it), good self esteem, and a sense of direction in life.

Lability per se is probably bad for business but dynamics is a kind of controlled instability. And the difference is huge.