What are the most common mistakes made in a Culture Change interview?

Another huge mistake you can make is assuming that how the company presents, reflects their values and culture in action. Sure, look for clues about the values and culture they espouse on their website, social media posts, and other documents. Then pay attention to how these values play out--or don't-- in how people treat each other, how they make decisions, what gets prioritized, what get rewarded.

Lack of Preparation Generic Responses Overemphasis on Buzzwords Neglecting Stakeholder Involvement Ignoring Cultural Fit Inability to Address Resistance Lack of Metrics and Measurement Inconsistent Communication Ignoring Organizational History Overconfidence Failure to Tailor Solutions

For me, the biggest mistake is only speaking to leadership ... this doesnt tell you what's really going on They will have a view of the culture, but the people will know far better So i would spend a lot of time talking to employees and finding out their viewpoints, experiences and perspectives It may be all a surprise to the leaders .. and that really tells you where the culture is, before you can even start to change it Getting the As Is state document accurately really matters ... before you can even begin to consider the changed state

I love this approach. This is a must have, being able to naturally show the company you have done your homework, put in some time in getting to know what’s written on the ‘tin’ is a must and being able to eloquently test what’s actually in the ‘tin’ is always the fun part, a challenge in itself. I focus on being present, delivering a piece of myself and the ability to naturally resonate with the person in front of me is going to give me a bite size glimpse. My brain naturally seeks for opportunity to become more, give more and therefore receive more. Everybody hosts or attends an interview in the hope that what you see is what you get and then the fun begins…..

Creo que un error dentro de las entrevistas es no hablar del valor compartido. Que está ganando la compa?ía y que está ganando el postulante de manera real, transparente, que haga sentido con su experiencia, expectativas y a su vez con los requerimientos de la empresa. Creo que esto genera una base de confianza y construcción.

In discussing collaboration during an interview, I shared a specific instance at ABC Company where I spearheaded a cross-functional project, resulting in a 20% efficiency gain. By steering clear of clichés and highlighting quantifiable impact, I aimed to convey a genuine reflection of my collaborative skills aligned with the organization's values.

If something is not clear the natural human response is to treat in negatively. So it’s critical to be absolutely clear, precise and simple in all communications

It is good to start with a generic information at the beginning of the conversation. Later narrowing it down towards giving specific incidences will make the point stronger. However, it has to be done with caution as we should not be sharing sensitive data without prior permission.

My experience is that in order to truly engage and create connection, one needs: 1) a relatable framework (a successful process can be useful too) 2) to establish common reference points 3) the ability to engage the senses with a compelling vision & outcome 4) a clear sense of “Why” 5) clear examples and case studies 6) results orientation

When you think “management” will make it work you are overlooking the people who will implement the change. Listen to what they say they want and can do. Listen to their voices during the change process??

During a culture change interview at DEF Inc, I inquired about their vision for the next five years and how they navigate challenges. I also sought insights into employee feedback mechanisms. This not only demonstrated my genuine interest but also helped me gauge the organization's alignment with my career values. Asking about the hiring process timeline provided clarity on expectations.

Humility goes far in these instances. You may think you are the smartest person in the room… not true . The room is smart. Everyone in that room (the sum) is what makes a team stronger - not only just one person. Back to humility. This coupled with a calm confidence will get you far. Balancing those two things will be your task. Listening. Being honest and transparent. Be real. These skills will get you far!

One thing I’ve found real helpful in the midst of cultural transformation in situational leadership where you don’t manage people you lead and motivate/inspire them.

Also not being or seem fake about your enthusiasm: this is where a reality check of whether that job is the right one or not comes in play. Not all cultures are for you and you need to understand that! First, try to get a grasp from the company websites (values, purpose, posts on social media, etc.) on how things seem to be there. Ideally, you will learn about initiatives the company is working on, employee opinions, events, and so on. Then, try to get more information from the recruiter that reached out to you for the interview: they either work with that client often, are part of the client’s HR team, or have been briefed on the client’s basics. If all those check your boxes, and you are enthusiastic about the opportunity, show it!

This sounds like a question made up by AI. What is a “culture change interview”? Is it part of a job process or a change process? This is not made clear in the question and no context is given. The role of job applicant is very different to role of culture responder. My advice: Always be clear about the purpose of any interview and the role you need to take up.

My view is that interviews are part of change, rather than a pre-cursor to change, hence ensuring that the people conducting the interview are brilliant and compassionate and listen and follow unexpected paths is critical. This takes real skill. I use the most experienced and best consultants on interviews and always do a lot myself.

Its really helpful too if you can see yourself in a position of choice. Do you like the company? Do you think that your and their values are in alignment? Do they value diversity and inclusion? The power balance is asymmetric in an interview but always remember you have a choice as to whether you want the role, it can help with how you present to bear this in mind.

A very good example of AI going wrong. This article is a headline with some subheadlines thrown in without creating a shared understanding what we are talking about. Some contributors seem to assume it's about a job interview as a candidate for a culture change related role. Is that what is meant here? Or did the AI just randomly put together the trigger words culture change and interview and create text that seems to relate? So, one lesson for humans (apart from not letting AI roam unsupervised): in any conversation about culture change, first establish a clear common understanding of what culture change in general is, what particular context you are discussing and what the objective of the conversation is.

Be yourself; be genuine; show integrity; be strong but humble; be confident but not arrogant; be honest but with discretion; be perceptive of others feelings; be knowledgeable of the organisations stance; be open to change but with purpose .