The Hidden 90%: What It Really Takes to Succeed in a New Job
Forget whatever the job ad says!
You just landed a new job. Congratulations! The job description sounded exciting, the interviews went well, and now you're ready to step in and make an impact.
But let me challenge you with this: only 10% of your success is actually defined by the job ad you applied for.
The rest? It’s hidden in the realities of leadership, company culture, and strategic positioning. And if you don’t recognize this early on, you risk struggling—not because of your skills, but because of forces beyond your control.
Let’s break it down.
The 10% You Know: The Job Ad
This is what got you excited in the first place. A well-crafted job post outlines key tasks, responsibilities, and expectations. It describes what the company thinks the role is about. But job ads are static and real work is dynamic.
The moment you start, you realize the role is bigger (or smaller) than advertised. The gaps between the expectations and reality are where success is won or lost.
The 30% That Depends on Leadership
Your leader is the single biggest factor in whether you thrive or just survive. Do they trust and empower you? Do they set clear priorities? Are they willing to fight for resources and visibility for your work?
If leadership is weak, even the most skilled and motivated hire will struggle. If leadership is strong, you’ll have the air cover and direction needed to make a real impact.
The 30% That Comes from Company Culture
Culture isn’t what companies say it is, it’s how things actually get done. It’s in the informal networks, the unspoken rules, the way decisions are made.
You might have the best ideas, but if the culture resists change, those ideas will go nowhere. If collaboration is just a buzzword and silos dominate, your success will be limited. Understanding the real culture—not the one on the company website—is crucial.
The 30% That Lies in Strategic Anchoring
Here’s the biggest hidden factor: Is your role strategically important? Does the C-suite see your work as mission-critical? Or are you just a "nice to have" addition?
If your role and expertise aren’t embedded in the company’s long-term vision, you’ll constantly fight for relevance, budget, and influence. The most successful hires are those whose work is deeply tied to where the company is going—not just where it is today.
So, How Do You Navigate the Hidden 90%?
Don’t just evaluate the job, evaluate the leadership. Who’s backing you? What’s their leadership style? Will they create space for your success?
Decode the real culture fast. Talk to colleagues, observe meetings, and ask about decision-making. Where are the hidden power structures?
Connect your role to strategy. Who in the C-suite cares about your work? How does your function align with the company’s big bets for the future?
Your skills got you the job. But your ability to navigate the hidden 90% will define your success.
Figuring out the hidden 90% before and during the hiring process can save you from stepping into a role where success is unlikely or help you prepare to navigate the challenges ahead.
Before You Apply: Investigate Like a Detective
1. Decode the Leadership (30%)
Why it matters: Your manager will determine whether you thrive or struggle.
What to look for:
LinkedIn sleuthing: Check their posts, activity, and who they engage with. Are they thought leaders or just corporate ghosts?
Glassdoor reviews: Do employees praise or complain about leadership?
Alumni check: Look for ex-employees on LinkedIn and see where they went. Do they stay connected to this leader, or do they distance themselves?
Reporting lines: Is the role positioned correctly in the org chart? A misplaced role can signal a lack of influence.
2. Uncover the Real Culture (30%)
Why it matters: Culture isn’t what’s written, it’s what’s tolerated.
What to look for:
Company alumni networks: Join LinkedIn or Reddit groups where ex-employees discuss what working there is really like.
Turnover rate: High churn? That’s a warning sign.
Press and reputation: Any recent scandals? Look up news about the company’s workplace environment.
Employee advocacy: If employees rarely talk about their company online, they might not be proud of it.
3. Check for Strategic Anchoring (30%)
Why it matters: If the company doesn’t see your role as a strategic necessity, you’ll constantly fight for resources.
🕵️ What to look for:
Annual reports & strategy docs: Does your role contribute to major company priorities?
C-suite messaging: Does leadership talk about your function in keynotes or earnings calls?
Budget allocation: If your department has historically been underfunded, that won’t magically change.
During the Interview Process: Ask the Right Questions
1. Test the Leadership (30%)
❓ “Can you describe your leadership style? Can you share a time when you’ve helped a team member overcome a challenge?”
➡️ A strong leader will have clear, insightful answers. A weak leader will give vague clichés like “I believe in teamwork.”
❓ “What’s the biggest challenge in this role that you’re hoping the right person will solve?”
➡️ This tells you if they have realistic expectations or if you’re walking into chaos.
❓ “How does success in this role get measured after 6 months? After 1 year?”
➡️ If they can’t define success, that’s a red flag.
2. Uncover the True Culture (30%)
❓ “Can you tell me about a time when someone challenged the status quo here? How did leadership respond?”
➡️ This tells you if they actually embrace innovation or just say they do.
❓ “How are decisions made here? Can you give an example?”
➡️ If everything is top-down, expect bureaucratic roadblocks.
❓ “What do people usually do for lunch?”
➡️ A subtle way to gauge team dynamics. Are they collaborative, social, or isolated?
3. Check for Strategic Anchoring (30%)
❓ “How does this role connect to the company’s larger strategy?”
➡️ If they struggle to answer, your role might be an afterthought.
❓ “Which executive sponsor is invested in this role’s success?”
➡️ A strategically anchored role should have at least one C-suite champion.
❓ “What’s the budget for this department over the next year?”
➡️ No budget? No resources? No impact.
Red Flags That Signal Trouble
❌ Vague answers – If leadership dodges your questions, they may not have clarity themselves.
❌ High turnover in the role – Check LinkedIn to see how long past employees lasted.
❌ Too much “we’re like a family” talk – This often means blurred boundaries and overwork.
❌ No clear priorities – If they can’t define success, you’ll be making it up as you go.
Final Takeaway: Know What You’re Walking Into
Most people focus only on whether they have the skills for a job. But the real question is: Will the company set you up for success?
By investigating before applying and asking the right questions in interviews, you can uncover the hidden 90% and make a smarter career move.
What’s been your experience? Have you ever taken a job where the hidden factors made or broke your success? Have you ever uncovered red (or green) flags in an interview that changed your decision?
Drop your thoughts in the comments!
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