What are the best practices for answering questions about your program development experience?

The STAR method is an effective tool for structuring responses to behavioral interview questions. It involves describing the Situation (context and challenges), the Task (objectives and scope), the Action taken (steps, decisions, skills used), and the Result (outcomes, impact, feedback). This method helps in clearly presenting experiences, showcasing how you handle situations and solve problems. By using STAR, you can demonstrate your skills and achievements in a concise, structured manner, making your responses more impactful and relevant to the interviewer. It's a strategic way to illustrate your capabilities and how they align with the role you're applying for.

Without context, the interlocutor might miss key aspects of the narrative. In a few seconds thanks to the STAR method, it is possible to give an overview, to focus on "what had to be done" and especially "what was done and how it was done" and then to concentrate on the results. A linear process that simplifies the narrative and facilitates the transfer of communications involving situations that are complex to explain. In my work, I use it to explain complex stories or processes to students, and the feedback is immediate and the results are guaranteed. Precision, detail and shortness are key.

In my non-profit program development experience, honesty about challenges is vital. Transparently discussing past project obstacles, tasks and actions showcases my problem-solving skills and resilience in navigating non-profit and humanitarian work complexities. Also, linking past experiences to future aspirations is key. By showcasing the progression of my journey, I convey purpose and commitment to ongoing development. This aligns with personal values and underscores dedication to the organization's mission and the communities it serves helps to exhibiting skills and accomplishes.

The STAR Method provides one with an effective framework to demonstrate the breadth and depth you bring to situational analysis. Your ability to clearly articulate not just the situation but the key issues the situation presented, identify the challenges which emerged and the reasons they emerged, and delineate priority internal and external stakeholders - specfying the degree of influence they had on the situation as well as the degree of influence you had over them - contributes to conveying a systematic and nuanced analytic perspective.

The STAR method is effective in that it demonstrates a holistic view of your leadership, critical thinking, application of skills and your ability to be transparent and accountable. It’s important to showcase not only what went well and why your skills made the activity, or project successful, but also what didn’t go well and how you identified the challenge, overcame it, or shifted another direction. It’s a great way to highlight real world experience. Conversely, it’s also a great way to weed through potential candidates who may have written a great resume/cover letter, but inflate their experience in certain areas.

In my experience it is important to provide diverse scenarios that highlight different strengths. For example, breaking down a project I developed from scratch allows me to highlight my creativity and vision and my ability to gain buy-in from others, identify any potential obstacles, execute and achieve results. Outlining a project I expanded, scaled, or took in a different direction allows me to spotlight my ability to learn another’s vision (i.e. how we got here) and their why, how and what occurred. Then I can evaluate and plan next steps, set goals, identify and engage key stakeholders to achieve those goals, measure progress and timeline while managing unforeseen issues, to achieve results.

-I would add that during the phase when you design objectives and activities, that it also involves all relevant stakeholders.

Doing necessary background research on the organization is crucial to presenting a cogent and relevant scenario. Moreover, focusing on offering altenative or multiple approaches to new program development or scaling or adapting a program -based upon implementation related data - affirms your commitment to accountability and clarifies your dexterity as a program designer.

When discussing your program development experience in an interview, choose an example that resonates with the organization's goals. Use concrete data like percentages or awards to showcase your impact. Emphasize key skills such as analytical thinking, creative problem-solving, and leadership. While highlighting achievements and innovations, don't shy away from discussing challenges, as they demonstrate your problem-solving ability. Aim for a concise, 2-3 minute response that encapsulates your experience, leaving room for further questions. This balanced approach not only showcases your competencies but also your ability to critically assess and learn from your experiences, making you a valuable candidate.

It is often useful to meld a success with a failure. Highlight a situation where goals and objectives were achieved making sure to pinpoint the reasons for success. Then pivot to an unsuccessful situation where you acknowledge the problem(s) while emphasizing what you learned from the situation and how it has informed and influenced your thoughts and actions moving forward.

I would add it’s important not to just choose scenarios that best demonstrate your experience but also the scenarios that highlight your best qualities. People tend to hire individuals they identify with, and frankly, those they like. Character traits like leadership, authenticity, accountability, confidence, attention to detail, promptness, etc. can be compelling and can help overcome areas where you may lack experience. I fully believe being authentic is key because it also allows you to determine if the organization is a good fit for you and not just vice versa.

It is valuable to acknowldege diversity with specific references to different behavioral styles, various cognitive processing orientations, and the degree of freedom versus support colleagues you will be managing and/or working with prefer. This is a great opportuntiy to demonstrate your emotional and social intelligence and make the case for how integral they are to your job performance, and how important they are for the role you will be occupying, and the success of the organization.

I would add, it’s important to provide examples that set you apart from other potential candidates. In this competitive marketplace, I assume everyone will have the core skills necessary to do the work. What is it about the types projects you’ve managed, the success you’ve had, the strategies you use to lead, the way you establish and nurture stakeholder relationships, etc. that make you special and hone in on amplifying them.