What questions should you ask during a culture change interview?

I would ask about the beliefs you think are holding your company back from achieving the results. For example if I grew up playing singles tennis, my belief may be that I win by myself. If you grew up playing team soccer, your belief might be that you win as a team. If everyone believes that they win by themselves, perhaps that his holding back collaboration or creating a competitive environment. How do you change the experiences so that people fundamentally believe that you win as a team? Would that deliver a different result for the organization? Experiences drive Beliefs. Beliefs underly the actions people take. And those actions yeild a result... Good or bad...

When you are in an interview I think it works both ways, you have to interview a company as much as they interview you. That said, if you ask too many direct questions it can put people off so you have a pick and choose. A great question to perhaps get an insight into a culture is... 1) If you could change or fit one thing about the company what would it be? (Read between the lines on their answer) or 2) What do you think will be the most challenging thing for me to overcome in the first 6 months?

Mis 10 preguntas serían: 1. ?De dónde a dónde? 2. ?Qué se hizo hasta ahora y no funcionó? 3. ?Por qué ahora? ?Por qué hacia allí? ?Por qué creen que esta vez funcionará? 4. ?Qué fuerzas invisibles operan a favor y en contra de esta transformación? 5. ?En qué medida la propia gente fue co-creadora del destino al cual se quiere llegar? 6. ?Cuáles serían los 3 factores más importantes que podrían poner en riesgo este cambio cultural? 7. En una escala de 1..10, ?qué tan convencido estás vos con respecto a este cambio? 8. ?Qué indicadores mostrarán que van hacia el lugar correcto? 9. Si no se hizo antes, ?a qué lo atribuye? 10. Si ingresara a esta empresa ?qué se requeriría de mí para impulsar este cambio? ?Mi potencial Jefe está alineado?

When conducting a culture change interview and asking why an organization is changing its culture, it's essential to focus on key dimensions that influence organizational culture. These include organizational structure and change, leadership behaviors and style, systems and processes, cultural and generational sensitivity, communication, collaboration and team dynamics, and external factors. Understanding these aspects helps in assessing the depth of the change initiative and its alignment with the organization's vision and values. This approach allows for a comprehensive evaluation of the culture change's purpose and direction, ensuring that your contribution aligns with the organization's core objectives and challenges.

??What are your core values and how do you see them aligning with our organisational culture? ??Why - This helps understand if the candidate's personal values align with the company's culture, which is crucial for a smooth transition and long-term retention. ??Can you give an example of a time you adapted to a significant change at work? ??Why - This assesses the candidate's adaptability and resilience, important traits for navigating culture change. ??How do you handle conflict or differing opinions in the workplace? ??Why -It reveals the candidate's conflict resolution skills and whether they can maintain a positive environment during times of change.

The methodology should be determined before asking any questions. I have found that preparing a methodology for a culture change program is a comprehensive effort that involves understanding the current culture, defining the desired future state, planning strategic interventions, and engaging the entire organisation in the journey. Continuous communication, leadership involvement, and adaptability are key to navigating this complex process and achieving a successful and sustainable culture transformation. By methodically following these steps, organisations can effectively shift their culture in a way that aligns with their strategic goals and enhances overall performance.

When asking "How are you measuring your progress?" in a culture change interview, it's crucial to understand not just the tools and metrics used, but also how these measurements align with employee perceptions and satisfaction. Organizations should regularly monitor factors like employee satisfaction and the transparency of communication within the organization. These measurements provide insight into whether the culture change is positively impacting employees and if the organization is successfully balancing the needs of management with those of its employees. This understanding is key to assessing if one has the skills and experience to support and adapt to the organization's culture change efforts.

When asking "What are the core behaviors that you are promoting?" during a culture change interview, it's beneficial to also inquire about how leadership behaviors and styles are being modeled within the organization. Leaders who exemplify positive behaviors such as transparency, collaboration, and accountability can significantly influence the culture, promoting values that align with the organization's goals. Conversely, leadership styles that lack inclusivity or accountability can undermine the culture change effort, leading to disengagement and mistrust among employees. Understanding these aspects helps in assessing if the promoted behaviors align with effective leadership practices and the overall direction of the culture change.

???????? ??????????????????????????: Encouraging honest and transparent dialogue to foster trust and collaboration. ???????????????????? ????????????????: Promoting a growth mindset, encouraging employees to learn new skills and adapt to changes. ????????????????????????????: Holding oneself responsible for one’s actions, promoting reliability and trustworthiness. ????????????????????: Encouraging creativity and new ideas to drive progress and stay competitive. ??????????????: Promoting a culture of mutual respect and understanding, valuing diversity and inclusion.

It's important to continuously ask for feedback through blind surveys and offer incentives in providing feedback through a 3rd party so that people aren't hesitant to offer real suggestions.

???????? ????????????????: Encourage open discussions about concerns and fears. Understanding the root cause of resistance is the first step towards addressing it. ??????????????????: Ensure employees understand the reasons behind the change and the benefits it will bring. This can reduce fear and resistance. ??????????????????: Involve employees in the change process. This can increase their sense of ownership and reduce opposition. ??????????????: Provide resources and support to help employees adapt to the change. ???????????????? ????????????????????: Have clear procedures for resolving conflicts. This could involve mediation or seeking input from a neutral third party.

In my experience, change agents work well. Team members trusted by the majority of the department, who can collect objective feedback for you to take into consideration.

Change Management Principles - Apply change management best practices throughout the process, including managing resistance, maintaining momentum, and celebrating successes.

Leadership Involvement - Leaders must be visibly committed and actively involved in the culture change process. They should model the desired behaviours and champion the change throughout the organisation. Employee Engagement - Engaging employees at all levels ensures that the change is co-owned and not top-down imposed. Encourage participation, listen to concerns, and involve employees in designing and implementing change initiatives. Flexibility and Patience - Culture change is a complex and often lengthy process. Be prepared to adapt the approach as needed and allow time for the new culture to take root and grow.

Some of the areas not included in the article are: ???????????????? ????????????????????: Regularly collect and address feedback from employees. This helps to gauge the progress of the change and make necessary adjustments. ???????????? ????????????: Align the reward and recognition system with the new culture. This can motivate employees to adopt the desired behaviours. ????????????????: Culture change takes time. Be patient and persistent in your efforts. ??????????????????????: Ensure all policies, procedures, and communications are consistent with the new culture.

What are the clues, belief and ethics? This question helps you understand the expectations, norms, and practices that the company is fostering to shape the new culture.