You've just had a Culture Change interview, where you showcased your skills and experience in helping organizations transform their culture and performance. You're confident that you made a good impression, but you're not sure what to do next. How can you follow up effectively and increase your chances of landing the job? Here are some tips to help you.
The first thing you should do after a Culture Change interview is to send a thank-you note to the interviewer. This is a common courtesy that shows your appreciation and interest in the role. You can send an email, a handwritten card, or even a video message, depending on the culture of the organization and the tone of the interview. Your thank-you note should be brief, personalized, and specific. Mention something that you learned or enjoyed during the interview, restate your value proposition and enthusiasm for the job, and express your eagerness to hear from them soon.
Send a thank-you email expressing appreciation for the opportunity to discuss the culture change, highlighting specific aspects that resonated with you.
Another way to follow up after a Culture Change interview is to share relevant information that demonstrates your expertise and value. For example, you can send an article, a case study, a testimonial, or a portfolio that relates to the challenges or goals of the organization. You can also offer to answer any questions or provide additional references or samples of your work. This shows that you are proactive, resourceful, and committed to delivering results.
Reinforce your enthusiasm for the culture change initiative and how your skills align with the organization's goals, emphasizing your commitment to contributing positively.
In my experience, this can be an overlooked yet extremely important step in the process... and more specifically the "relevant information" piece. The cultural change process itself (the tools, steps, etc.) can be exactly the same no matter where or what industry you use it in. The key is making sure that you demonstrate the ability to tailor it to the unique situation of the specific customer you are dealing with. While there can be fundamental similarities, each and every culture is unique and stands on its own... and the potential or actual client should be able to feel the personalization of the effort as it relates to them, where they are and where they truly desire to go.
A Culture Change interview is not a one-time event, but a part of an ongoing relationship with the hiring manager. You should keep in touch with them until you get a final decision, but avoid being too pushy or needy. You can check in with them every week or two, depending on the timeline and the communication style of the organization. You can also use social media platforms like LinkedIn or Twitter to engage with them in a professional and friendly manner. You can comment on their posts, share their content, or congratulate them on their achievements. This helps you build rapport and trust with the hiring manager.
This is an important step and one that is truly a balancing act and again, tailored to the uniqueness of the hiring manager (their pace, communication preference, etc.). And in my experience, a key component of this is to follow up with intent by providing value in the follow up (versus following up for the sake of following up). By including value in the follow up, whether it be a potential outcome you envision, providing little nuggets of wisdom that relate to their request, etc., it shows that you are truly vested in their success.
One of the most important things to do after a Culture Change interview is to ask for feedback and next steps. This shows that you are eager to learn and improve, and that you are serious about the job. You can ask the interviewer for their opinion on your performance, your strengths and weaknesses, and your fit for the role. You can also ask them about the hiring process, the timeline, and the expectations. This will help you understand where you stand and what you need to do next.
Politely inquire about the next steps and whether there are additional details or materials they may need, demonstrating your proactive approach and continued interest in the process.
Another really important aspect of asking for feedback & next steps is that it allows you to gain valuable information rather than just "assuming" you know what's going on. And remaining professional & authentic as yourself in this step also gives the interviewer a chance to get to know you (and your style, personality, etc.) even a little better... and vice versa.
If you are invited for a second or third round of interviews, you should prepare accordingly. You should research more about the organization, its culture, its values, and its vision. You should also review your previous answers and identify areas where you can improve or elaborate. You should also anticipate new questions or scenarios that might test your skills and abilities in a deeper or broader way. You should also practice your presentation and communication skills, and be ready to showcase your personality and passion.
The last tip to follow up after a Culture Change interview is to stay positive and optimistic. You should not let the stress or uncertainty of the hiring process affect your mood or confidence. You should also not compare yourself to other candidates or assume the worst. You should focus on the positive aspects of your interview, your qualifications, and your potential. You should also keep applying for other opportunities and expanding your network. You should also celebrate your achievements and reward yourself for your efforts.
I think one of the most important aspects of being a cultural transformation/change consultant is being truly clear with yourself upfront on not only how you can help, but also why you want to help and why you do what you do. With that clarity in why we do what we do, we attach to it at a deeper, emotional level... and when we get to that point, we can clearly articulate our mission and can easily align it to any organizational request. Part of this clarity includes, as an example, our real life stories which make us genuine and relatable.