What do you do if your experience with change management is questioned during an interview?

Before diving into change management Qs in an interview, grab context like it’s gold. What change are we talking about here? Org-wide, tech, culture shifts, strategy revamps? Scope, impact, goals, challenges—get the lowdown. What’s the win condition for them? Tailor your answers to hit right where it matters. It’s not just about showcasing your skills; it’s about proving you can navigate their specific change landscape like a pro. Get specific, get real, and show them you’re not just any candidate—you’re the game-changer they need.

The good point not just to understand the challenge but measure it. We can manage what we can measure. Measurement will help you to be confident and speak on business language. Don't forget the business is the language of numbers and the value could be showed by proper measurement.

The first questions will be around the "why" behind the change - why do we need the change, whats the driving force behind it ? Is the change meant to close a gap or is it transformational ? Do we know how to measure success ? These questions are meant to validate the need to embark on any change.

There are multiple streams in the change management competency but the primary skills would be around communications , trainings , Data and impact analysis, change empowerment.

I have been practicing change management during my whole professional experience as a HR expert who has led lot of transformation process and initiatives. However, it's not easy to position as true change management leader if you have not in your job title "Change Management". It's a great mistake as change management is not a title is an expertise that you have or nat based on our true experience and demostrable skills and knowledge. Highlighting the portfolio of change management initiatives led by you, should be more important than specific CM course certification or title.

This turns up a lot when I go for IT change management roles, having worked heavily in Operational Excellence. Try taking the interviewer back to the ADKAR model and stress how you have achieved adoption despite resistance and other issues. A focus on what you did practically to harness resistance, influence stakeholders etc .. however, it could be that your experience is broader and deeper than the recruiters’, and the role is really about doing change like “painting by numbers”. Either way the discussion should give you an idea as to whether you really want to do the job.

Better to explain with facts what competencies and how you are going to use in change management process with examples (better to have some plans in mind)

As you tell your stories, be sure to set the interviewer up with the metric target you were to achieve. In this way, your outcomes have context. If you’ve done your homework in advance of the interview, you know something about the issues the company is facing. Use metric targets and an example of how you might address their issues. It makes the interviewer see that you are capable of quickly understanding and applying what you know.

As example it could be different change management processes in new industry, but if you will provide information regarding change management process you finished successfully, what exactly changed, how you ensured this change happend, how you use your leadership, communication project management skills, it will be more than enough. For sure explaining using STAR method will make your presentation more professional.

Nothing is as credible as your experience. The stories you lived in Change Management Programs are rich. Choose 3 stories that cause a real impact it keep it in you pocket, initially plan yo share 1, but if necessary share more.

Admitting that you don’t know something and telling the interviewer how you’re addressing it is a sign of trust and emotional intelligence. When you are candid, the interviewer knows you won’t try to sell them on something you don’t really know. You can say ‘although I haven’t had the opportunity to lead a project focused on that issue, I do have ideas about what may be effective.’ Then, share your ideas.

It's good to share all experiences. You can't expect all change management processes to go perfectly, it's just not possible and will demonstrate unprofessionalism. Remember the first question at Microsoft - how many projects have you failed in the last year? If the answer is 0, you won't pass the exam. Professionals become professionals after experiencing tens or hundreds of failures.

I will express the interest in learning more about that different approach and that will be one of my key goal once I enter the organisation. This is also a great indicator that I will have opportunities to learn from the organisation leadership than me just contributing.

We come from different backgrounds, being open to learning, being open to challenges is a big part of change management. We should welcome open discourse to welcome change.

Showing enthusiasm and curiosity in interviews is crucial for several reasons: -Enthusiasm showcases your genuine interest and passion for the role and the company. It indicates that you're not just looking for any job but are genuinely excited about the opportunity. -Enthusiasm brings positive energy to the interview, making you more engaging and memorable to the interviewer. It creates a favorable impression and can influence the interviewer's perception of you as a potential colleague. -Asking insightful questions and showing curiosity about the company, the role, and the industry demonstrates your eagerness to learn and grow. It shows that you've done your research and are genuinely interested in understanding more about the role.

This is a little ambiguous - I’ll answer in two ways… (1) If you’re asked about your change management experience during an interview, be clear about what your roles have been and give examples that demonstrate your knowledge, capabilities, and (especially) your experience. The more relevant and applicable these are to the position you’re seeking, the better. (2) If your experience is called into question by the interviewer(s), remain calm and poised. Ask clarifying questions to make sure you understand their angle, and proceed with addressing their concerns via specific examples. Again, the more relevant to the role you’re seeking, the better. PS - it could also be a test to see how you act under pressure. Good luck!

First to clarify specifically what is their concern for me to address accordingly. Once the concern is clarify, i proceed to share my involvement, exposure and experience. To reinforce my story, i may even consider allowing them speak with my customer in there is a need. A 3rd party endorsement and authentication of my expertise. Of course, should find my experience irrelevant for them, two things i will do, one is ask for feedback which area i am lacking for them to consider and end with a thank you. Remember make an impression of creating values even when there is no matching at the moment. Retain the bridge.