His observation is that most new hires act in self-interest until they get to know their colleagues, and then they move into group interest. So, if you start them in a highly complex or uncertain job, they tend to fail unless they quickly settle into the cultural norms and use cultural values to align their decision making. If you can screen for managers who naturally gravitate toward the cultural values that your company already possesses, they are more likely to make this shift quickly than managers who have very different personal beliefs.
