Uncovering Leadership's Commitment to High Performance: A Candidate's Guide Off the back of Cox Purtell's Insight Session on "Culture That Fuels High-Performing Teams," this week, I've been reflecting on a crucial aspect of the job search: how can candidates, during the interview process, truly gauge a company's leadership commitment to fostering a high-performance environment? After all, an interview is a two-way process, and you want to find out about your future employer, as much as they are trying to find out about you! It's one thing for a company to talk about high performance, but it's another for its leaders to actively cultivate the culture and systems that make it a reality. The recent panel, featuring insights from Karl Treacher (The Culture Institute of Australia), Rebecca Moulynox (Great Place to Work), Tica Masuku (Spaceful), and Ben Meneses-Sosa (Senior Engineering Leader), underscored that high performance isn't just about hitting KPIs. It's about sustainable, people-centric success built on a foundation of trust and psychological safety. As Ben Meneses-Sosa aptly put it, "It's not about debugging code, it's about debugging teams." This resonates deeply – technical outcomes are intrinsically linked to non-technical enablers like purpose, safety, and clear values. So, as a candidate, how do you dig deeper than surface-level statements during an interview? Here are a few thoughts on what to explore: 1. Probe for Specific Examples of Leadership in Action: Instead of asking generic questions like "Do you have a high-performance culture?", try to elicit concrete examples. Consider questions like: "Can you share an example of how leadership has supported a team through a particularly challenging project to ensure both wellbeing and successful outcomes?" "How does leadership actively foster psychological safety, and can you give an instance where this was crucial for innovation or problem-solving?" “Culture tends to reflect the character and style of its leaders. How would you describe the leadership style here, and how does it translate into daily team interactions and decision-making?" Listen for responses that go beyond buzzwords. Are they talking about processes, or are they sharing stories that demonstrate genuine commitment? Karl Treacher highlighted that "culture health begins with relational trust." Look for evidence of leaders building that trust through consistent, inclusive, and curious behaviours. 2. Understand How Performance is Defined and Supported: High performance needs to be more than a slogan; it needs to be embedded in how work is done and how people are supported. Ask questions that reveal this: "Beyond individual KPIs, how does the company measure and recognize team performance and collaboration?" “How does leadership here empower employees and teams to take ownership and initiative?" "What kind of coaching or development opportunities are in place to help individuals and teams continuously improve and perform at their best?" Inquire about how the company invests in its culture and its people. Is it a tick-box exercise, or is it a strategic priority? 3. Assess the Environment – Physical and Cultural: Tica Masuku’s insights on "topophilia" – the way people feel about a place – were fascinating. While you might not get a full office tour during an initial interview, you can still ask about the work environment: "How does the company approach creating a work environment (whether physical, virtual, or hybrid) that supports collaboration and focused work?" "How are values communicated and reinforced within teams on a day-to-day basis?" Ben Meneses-Sosa mentioned ubiquitous communication of values, even down to posters in bathroom stalls, and peer-nominated awards – these are tangible signs. Remember, as Karl Treacher warned, "Every reputation scandal starts in culture." A leadership team that is serious about high performance is also serious about building a healthy, ethical, and supportive culture. The Bottom Line for Candidates: Your interview process is a two-way street. It's as much about you assessing the company and its leadership as it is about them assessing you. By asking thoughtful, specific questions, you can gain valuable insights into whether a company’s leadership truly champions a high-performance culture where you can thrive. Look for leaders who are not just talking the talk but are actively walking the walk, fostering trust, psychological safety, and a genuine commitment to their people's success. After all, a culture where people thrive is the bedrock of sustainable high performance.