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Rachelle Enns
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If you were hired for this position, what are the first changes you would implement?
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OUR COACH SAYS
Most organizations want to avoid on-boarding someone who will make immediate and significant changes. Significant changes are hard on the staff and usually, result in knee-jerk reactions such as mass turnover. It's always best to explain to the interviewer that you plan first to observe to gain a better understanding of the organization's culture and team dynamics. Focus your discussion on building a strong rapport with the staff.
If you are applying for a promotion within your current organization, you may already know what changes you would like to make upon receiving this position. Share with the interviewer what you have observed while in your current job, the changes you would make, and why you would make those changes.
If you are applying for a promotion within your current organization, you may already know what changes you would like to make upon receiving this position. Share with the interviewer what you have observed while in your current job, the changes you would make, and why you would make those changes.
Example #1
"If offered this position, I do not believe that major and immediate change would be the answer. My first action would be to have a one-on-one meeting with everyone on the leadership team. I would want to learn what the greatest challenges are, and how I could alleviate those difficulties. From there, the trickle effect will be strong, and we will see an increase in sales and employee engagement. Only after that would I consider a stronger approach to change."
Example #2
"I would address any urgent and glaring issues immediately; however, I would want to wait for the implementation of significant changes only after I have a thorough understanding of the organizational dynamics."
Example #3
"I always prefer to observe the everyday activity within an organization before making significant changes. I plan to make an impact quickly; however, I don't want to jump the gun and make costly mistakes."
Example #4
"Being the newest person in the organization, I'm always wary of making any big changes off the bat. That said, I'd look at what has happened to the 2018 calendar for marketing initiatives and how they impacted sales. I would sit down with the team to understand the goals for next year so that I can make my best recommendation on how to be impactful in the coming year."
Example #5
"I like to train in current processes before making changes. I know that my first question would be to ask what is not working. If I can see a quick fix to try, I would try it, but I would likely still need to learn more about the business before making any changes."
Example #6
"It's important to first understand the company culture, dynamics, values, and individual players, not to mention the short and long-term goals of the organization before making changes. That said, I would wait for my onboarding process to complete, then shadow the key players on my team, as well as across the organization, to understand how the pieces fit together. Also, I think it's essential not only to observe but also listen to the team that predates me and hears what they think is or is not working. Only after active learning, watching, and evaluating period would I begin to effect change."
Example #7
"I would take a week or two to observe my class before making any changes. I am always wary of shuffling kids around too much as most tend to be creatures of habit that resist change. My changes may be in the form of introducing more multi-media and hands-on opportunities or perhaps swapping the seating arrangement."
Example #8
"If I am awarded this position, I would first make an impact by meeting with the junior economists to discover where there may be holes in their knowledge. A team works well only if everyone has the same understanding of the end goal. By taking this step, I can ensure complete efficiency right away."
Anonymous Answer
"I wouldn't change anything right away. I would listen to the team and observe for a few weeks, then make priorities on what I would like to change based on people's feedback and my personal observations."
Rachelle's Reply
Wonderful response! This is perfect.
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Anonymous Answer
"I would not implement any changes initially. Unless there was a clear directive from my superior that changes were required immediately. I would assess the situation first to determine if changes were required."
Mary's Reply
Great response! It is important to come in with fresh perspective and objectivity when adapting to a new company/position. See edits.
Mary's Reply
"I would not initially implement changes unless there were clear directives from my superiors to do so. Instead, I would begin by assessing the current situation through observation and information gathering. From there, I would evaluate what direction or changes are needed."
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Anonymous Answer
"First, I would like to get to know the team, company culture, and systems before I make any changes. That way, I better understand why I want to change it. Once I'm familiar with that, I would spot opportunities where we can be more profitable or more efficient. I would first also talk with my manager and ask for feedback."
Rachelle's Reply
Very good response! It's great that you would first observe, plan, gain buy-in, and then implement.
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Anonymous Answer
"Well, I won't look to bring any new change immediately. First, I would like to understand the processes and procedures. I would sit down with the team to identify any opportunity in the organization, in which we all can take care of bringing changes into the process."
Rachelle's Reply
Your approach sounds respectful and systematic. Very nice!
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Anonymous Answer
"I would first attempt to build a good solid professional relationship with my colleagues and staff. I would then get to know what issues within the organization are important to them. I would later try to gain more understanding of the organizations' structure and strategic direction through discussion with senior managers to identify specific changes and look at what these changes would have on the staff group."
Rachelle's Reply
It sounds as though you would take a very respectful approach, ensuring that strong relationships were built from the start. Nice response!
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Anonymous Answer
"I would sit down with the team to understand the goals for next year so that I can make the best recommendation on how to be successful in the upcoming year."
Rachelle's Reply
This approach is great because it isn't too aggressive. It shows your willingness to listen to your team while using excellent analytical skills.
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Anonymous Answer
"I will first learn about the present processes. After I've gained an understanding of why things are done a certain way, then I will be in a better position to recommend areas where improvement can be made and get the team's buy-in."
Rachelle's Reply
It's a great idea to walk cautiously into change. Your response shows care and respect to your future team.
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