December 28, 2023 – Angie M. Santiago
Untraditional. Eccentric. Unconventional. Different. Nonconformist.
In the creative arts communities, to be misfit can lead to a rewarding career which aligns with the artist’s values and identity. Consider the works of David Bowie, Frida Kahlo, Janelle Monae, Billy Porter, Dolly Parton, or Lady Gaga. Each artist is beloved by their fans but experienced being labeled as misfits during their lifetime or career because they present differently than established industry. After decades working in healthcare emergency management, it’s time for me to state that I too am a cultural misfit.
There was a position in another state that I was uniquely qualified to fill but it required relocation. Because I am deeply embedded in my local community, I had to carefully consider the impact a relocation would have on my life and loved ones.
I researched the region’s census data, reviewed their flood maps, latest emergency management reports, analyzed the region’s politics and funding, infrastructure projects, the hospital’s ratings, local news, disaster declarations, crime, and socio-economic data.
When I arrived, I talked with bartenders, business owners, artists, restauranteurs, first responders, activists, film coffee, tea, and vintage enthusiasts. I asked each of them what neighborhoods they lived in and why. We talked about local conflicts and chronic flooding issues and how the local leaders were responding to them. I was considering things other than whether I can do the job, that’s a given. I was assessing whether I could make a go of it with this company in this area.
I needed the selection committee to see me. I am a creative intellectual inflicted with practicality. I have style. I am positive. For the interview I wore a vintage 70s wool dress, scarf, and a pair of earrings gifted to me by a local shop owner. He really wanted me to move to their little hamlet to join their circle of misfits.
I arrived as fully me.
I didn’t arrive as a job candidate who would do or say whatever was needed to get my foot in the door. I arrived as fully me. I wanted my potential teammates to experience my thought and work process firsthand. As a healthcare leader first, I wanted them to understand that every executive, staff member, volunteer, student, visitor, and patient are the foundation of my work, not risk data. I believe each impediment or conflict creates an opportunity for mutual transformation.
During my presentation, I shared my unique interdisciplinary approach to person-centered operational resilience within the business continuity, program management, crisis management, emergency management, physical security and safety, information security, and disaster recovery disciplines. Since 2008, I merged these disciplines together to reduce impediments, leverage resources, and improve collaboration and outcomes.
I demonstrated how I link multiple streams of information sources with benchmarking data to measure where they are in comparison with other similar organizational communities. Would I still be able to research and teach since I’m on faculty in NC? I asked how the hospital, community, and medical school collaborate to train, plan, respond, and recover from disruptions.
I shared my unique Wheel and Spoke Incident Command System model. In my incident and response model, everyone is trained to identify and mitigate risks. More importantly, they are equally empowered to openly ask for clarifications, push back, or suggest alternatives to mitigate negative outcomes, especially for vulnerable people.
The heads of Life & Safety and Emergency Management called my ICS model anarchy. While I agreed it’s not your traditional Command & Control model. It reduces internal conflicts by opening channels to communicate and collaborate. Collaboration is the purpose of ICS, isn’t it? I wrapped up with a final question.
“With respect to risk mitigation, if we uncover risks detrimental to the community or this organization, how much influence does this group have with leadership to recommend changes or escalate, if needed?”
Crrrrickets.
The hiring leader stated, and I paraphrase, “We will work within the boundaries of our charter and policies.”
After debriefing with my life team back in Durham, I sent follow up thoughts and closing remarks. Although I didn’t state so in my follow up, I decided that if offered the position, I would decline. By the time Covid rolled in a month later, I was deep into response mode. I sent a final courtesy status email to close out this hiring process.
After much thought
and careful consideration, the selection committee did not feel that you would be the best cultural fit for the organization.
Not a cultural fit? What does that mean?
Not a cultural fit for the organization?
It’s true but…
What this organization needed was…me and my culture, contributions, and leadership, not the other way around. I have exchanged assimilation for personal safety and subsistence. To compromise one’s self-identity to fit in threatens generations of sacrifice and work by our mutual predecessors. There is a steadfast self-belonging when you stand firm in who you are.
Assimilation disguised as organizational culture is a detriment to equity, race and gender relations, LGBTQ rights, land and water rights, wildlife conservation, climate change, sustainability, and emotional safety. If corporate culture is predicated on the extraction of mine or the silent politeness of my colleagues, it’s time to consider these transformative principles.
Our organizational culture will not be predicated on assimilation or the extraction of anyone’s culture or self-identity.
We are colorful threads. Our cord becomes stronger with more threads of varying diameters, materials, strength, and colors.
No one must fit in to work here. Just be you. You belong here.
I am creative, innovative, groundbreaking, with a dash of nonconformity. Let’s do good things together.
May 2024 bring peace, liberation, health, and prosperity.
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