✨ TALENT IS NOT ABSOLUTE✨ - organizational culture decides who shines.

Culture is the living expression of behaviors that arise from a need and, over time, become ingrained habits within society. Initially spontaneous, these behaviors are informally perpetuated—passed down from generation to generation—until they evolve into more structured forms such as norms and laws. This process of transformation and adaptation shapes cultural identity—not only for individuals and families, but also for communities, organizations, and entire societies.

In business settings, organizational culture emerges from the ongoing interaction between values, practices, and internal dynamics, becoming the cornerstone that defines a company's essence and how it operates. I’ve had the opportunity to work at several multinational companies within the same sector, and yes, culture deeply defines the way things are done day-to-day—and especially, it DEFINES WHAT TALENT SHOULD BE LIKE.

Company A: Adaptability and Constant Evolution

Company A is marked by a culture born from the need to respond swiftly to an ever-changing global environment. The company valued the ability to question the status quo, rapidly adopting new ideas and systematically converting them into processes that enriched organizational dynamics—even though, in reality, it was highly structured and very difficult to adapt.

What was its ideal TALENT like?   It embodied the flexibility and resilience required to navigate a global and shifting market. The ideal employee stood out for their ability to spot opportunities amid transformation, proposing changes that became embedded in the cultural fabric. Their dynamism and knack for turning spontaneous responses into sustainable improvements drove the company’s constant evolution.

Company B: Tradition and Stability

Company B’s culture is rooted in the continuity of established practices and values, where experience and stability form the backbone of operations. Customs are transmitted almost naturally here, ensuring cohesion and a strong sense of belonging.

What was its ideal TALENT like?   Talent was defined as someone who not only mastered techniques and processes but also embodied the organization’s traditional values. An exceptional individual displayed a deep sense of loyalty and belonging, balancing personal initiative with the wisdom of longstanding practices. This professional transformed spontaneous experiences into contributions that fortified the company’s identity.

Company C: Structured Innovation

Company C’s culture blends spontaneity with formality, encouraging creativity within a strategic framework. Initiatives arise from concrete needs but are quickly institutionalized as processes and methodologies that guide the organization.

What was its ideal TALENT like?   It demanded duality: the capacity to dream without limits and, simultaneously, the ability to execute those ideas in a structured way. A standout employee was one who could channel creativity into strategic solutions, maintaining the balance between spontaneity and formality. Their ability to turn innovative impulses into established processes was key to driving growth and transformation.

And here comes my uncomfortable truth...

Despite the inspiration behind a culture that evolves from spontaneous behavior into entrenched habits, the reality is that such cultures often confine talent into predefined molds. What was meant to be fertile ground for creativity and innovation often becomes a mechanism of control and exclusion—limiting idea diversity and personal freedom.

My experience in these companies has taught me that a real organization’s strength lies in striking a balance between tradition and innovation—without sacrificing the authenticity of its talent to preserve rigid structures. Cultural evolution must be an inclusive process that fuels both change and diversity of thought. The key is to reshape organizational culture to truly embrace inclusion and diversity. This means updating traditional practices, creating genuine spaces for innovation, and valuing those who offer different perspectives—allowing talent to grow without predetermined limitations.

How? For example...

Inclusive leadership workshops | Open discussion forums | Reverse mentoring programs | Multidisciplinary task forces | Co-creation spaces | Anonymous feedback | Innovation incentives | Role rotation | Cultural integration events | Flexible workspaces | External mentoring | Transparent communication | Performance evaluations tied to cultural contribution | Celebrating constructive mistakes | Diversity advisory councils | Programs to integrate new ideas | Internal networking spaces | Short brainstorming sessions | Informal recognition moments | Rapid feedback rounds...

Or also...

Virtual coffee chats for spontaneous exchanges | Daily updates on achievements and learnings | Morning micro-creative sessions | Shared “creative pause” spaces | Weekly retrospectives of daily improvements | Instant messaging channels for emerging ideas | Instant feedback via messaging platforms | Informal conversation corners in the office | Quick pulse surveys throughout the day | Anonymous question spaces on intranet or Slack | Role rotation in brief daily meetings | Quick notes in internal idea forums | 5-minute stand-up meetings for fast alignment | Real-time idea wall visible to the team