What are the best ways to answer interview questions about change management?

1 Use the STAR method

The STAR method is a simple and effective framework to structure your answers to behavioral interview questions. It stands for Situation, Task, Action, and Result. To use it, you need to describe a specific situation where you faced a change, explain the task or goal you had to achieve, describe the action you took to manage the change, and highlight the result or outcome of your action. The STAR method helps you showcase your skills and achievements in a clear and concise way, and demonstrate how you applied them to a real scenario.

2 Identify the type of change

Not all changes are the same, and interviewers may ask you to differentiate between different types of change and how you approach them. According to the Harvard Business Review, there are three types of change: developmental, transitional, and transformational. Developmental change is incremental and involves improving existing processes or practices. Transitional change is planned and involves moving from one state to another, such as a merger or a reorganization. Transformational change is radical and involves creating a new vision or strategy, such as a digital transformation or a culture change. Depending on the type of change, you may need to use different skills and strategies, such as communication, collaboration, problem-solving, creativity, or leadership.

3 Avoid common pitfalls

When answering interview questions about change management, it's important to be aware of some common pitfalls that can undermine your performance. You should always provide specific examples and details that demonstrate your change management skills and achievements, rather than using clichés or generalizations. Additionally, you should focus on the positive aspects of change and how you overcame the challenges or difficulties. It's also important to research the company and the role before the interview and anticipate the types of change that they may face or expect from you. Avoid being negative or defensive, unprepared or unaware, or caught off guard in order to show your unique value and contribution as well as your interest and knowledge about their goals or vision.

4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?