What happens when the leadership style that made you successful in your last role just doesn’t click with your new organization’s culture? You’re not alone in feeling frustrated and questioning yourself in these types of situations.
In this monthly coaching episode, Jen and leadership coach Julie Binter discuss a real situation middle managers may face in their career: when your leadership style doesn’t fit with your organization’s culture. They dive into the messy reality of cultural mismatches and share practical strategies for figuring out whether to adapt, advocate, or move on.
Julie and Jen break down how to get honest feedback without putting people on the spot, why your first six months might not tell the whole story, and how to identify your non-negotiable values versus the things you can flex on. Plus, they share some hard-won wisdom about why hiring people just like you might backfire spectacularly.
Whether you’re dealing with this challenge right now or want to be prepared for your next role, this conversation will help you navigate the tricky waters of organizational fit with more confidence and clarity.
Key Highlights
• Ask the right interview questions – Don’t just ask “Do I have autonomy?” Instead, ask for specific examples of how fast change happens and what successful leaders look like in the organization
• Give yourself time to assess – The honeymoon period can last six months or more. Don’t make snap judgments based on early discomfort – it might just be the natural stress of change
• Focus on what IS working – Before you spiral into everything that’s wrong, identify where your leadership style does align with the culture. Build from your strengths
• Ask for advice, not feedback – People love giving advice but might hesitate to give feedback. Try “What advice do you have for me to be most effective here?” instead of “How am I doing?”
• Watch who gets recognized – Observe which leaders seem to get resources, recognition, and your boss’s attention. Get curious about what they’re doing differently
• Know your non-negotiables – Get crystal clear on your core values versus preferences. Some things you can adapt on, others you absolutely cannot
• Avoid hiring mini-mes – If you’re struggling with the culture, resist the urge to hire people just like you—they’ll face the same challenges and create a turnover problem
• Set a timeline for decision-making – Give yourself 12-18 months to really assess fit, but don’t stay indefinitely if it’s not working. Your unhappiness will spread to your team
Links Mentioned
• https://growthsignals.co/category/podcast/
Connect with Julie: LinkedIn: https://www.linkedin.com/in/juliebinter/
Website: https://www.clearthewaycoach.com/
Connect with Jen: LinkedIn: https://www.linkedin.com/in/jenparnold/
Website: https://growthsignals.co/
Follow The Made Leader for more leadership insights and strategies.
Guest Bio
Julie is the Founder of Clear The Way Coaching & Consulting, a company focused on helping leaders, teams, and organizations “get better at the people stuff”. As a highly accomplished leadership coach, facilitator, speaker, and trusted advisor with over 15 years of experience, she partners with people who want to increase their effectiveness, navigate change, and achieve professional and personal success. She is deeply committed to ensuring everyone can incorporate new knowledge and skills into “real life” and thrive in today’s working environment.
Julie holds an M.A. in Organizational Development & Leadership from Fielding Graduate University and a B.A. in Sociology from University of Minnesota. She’s an ICF credentialed coach, a certified emotional intelligence assessor and facilitator, and holds certifications in several other individual, team, and leader assessments. She brings a diverse perspective from her leadership and learning roles within corporate, public sector, and nonprofit organizations spanning several industries.