How to Spot the Change Makers
Stefan Lindegaard
I help sharpen your leadership approach, build high-performance teams and enhance corporate innovation through new, original tools like Team Dynamics Cards and the Gap Map Overview.
“A change maker is a catalyst in business, someone who not only envisions a new and better organizational future but mobilizes and unites others to turn that vision into reality, challenging the status quo and leveraging their strengths in strategic communication, collaboration and visionary thinking for the common good.” - Stefan Lindegaard
There are several ways to spot the change makers, the people who can make a difference in an organization. Here are a few simple hacks for your inspiration.
# Results
Ask for examples of ways he or she created results as an individual, not with a team. This approach will help you weed out people who tend to hide behind a team effort. Go deeper by asking for specific situations in which the candidate used passion and drive to make things happen. How did this person overcome organizational, technical, and market obstacles? Ask candidates how they make decisions even when they feel they do not have enough information.
# Behavioral responses
Ask questions in a direct or even provocative way and watch for behavioral responses. If the candidate becomes defensive and combative, they probably lack the optimistic attitude and openness needed to drive change and make an impact. Instead, look for people who reply in a constructive way that communicates their ability to deal with adversity and obstacles successfully.
# Curiosity (by staying up-to-date)
Marc Andreesen, a successful entrepreneur and investor, suggests that you can judge someone’s curiosity by asking questions that help you determine how up-to-date the person is on developments in their areas of expertise. For example, he recommends asking people about the top ten most interesting things happening in their field. Someone who is curious and passionate about their work will know what’s going on and have opinions about where things are headed.
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# Customer focus
Watch for signs that reveal the candidate’s level of customer focus. This is especially important for intrapreneurs, as they need to have a business mindset and think about jobs that users or customers are trying to get done. It is not enough for intrapreneurs to say that they focus on customers. They need to convince you that they put customers first. If you get the sense the person is bluffing, keep probing until you feel the person has answered your questions adequately.
# T-shape
The idea of “T-shaped people” accurately describes talented innovators and intrapreneurs. T-shaped people have a primary skill, which is represented by the vertical leg of the T, plus various complementary skills, which are represented by the horizonal leg. Ask candidates to describe their own T-shape.
My take. What would you add to this list of simple hacks?
Architectural AI Artiste & Technologist creating AI landscapes where Humanity, Creativity and Logic Intertwine
7 个月One tiny problem… most corporations aren’t interested. They say they are, but behave exactly the opposite ??
Founder ? CEO ? Board Member ? Purpose-driven ? Striving to make a positive impact on people, the community, and our planet ? Servant Leader ? Achieves results through people, by helping everyone be their best
8 个月This is a very good summary of how to identify change agents as part of the interview process. It's well worth the read, and use in the interview process.
Start donating private equity instead of cash.
8 个月how is this different from X-shaped people? #askingforafriend this is just marketing mumbo-jumbo for HR consultants
Reservation Manager at CIL
8 个月You have to be careful when you ask provocative questions. To know how to ask is just as important as to know how to answer.
"Likes" receive comments-Never use AI in my comments-only accepting invitations to those w/ 500+ connections-You will need to Like my Posts-both of us must Benefit from this Connection
8 个月Change Makers most of the Time...do not fit neatly into bureaucratic mostly Rigid Organizations(or in bureaucratic mostly rigid Education)-Change Makers may want to "break the Mold"....try different unique things that have not been tried previously-Change Makers "look at things Differently" and want to find interesting ways of looking at ideas(ie. Elon Musk)-many times there will be pushback and high resistance from Bosses and Management-ultimately Change Makers would probably Do best in their Own Business where they can "control" the process and control the outcomes