A deeper look into what to do and look for when interviewing external support

A deeper look into what to do and look for when interviewing external support

In the last blog we spoke of things you need to look for in their profile.
But we all know there is much more to it when looking for professionals to help you with a change this big.

So what does he ( this professional ) look like?

Here I will tell you a few things you need to look for, when hiring for people centered change! But first: The conditions you need to take into consideration before you can expect to receive, see and hear from others what it is that you need. The HOW TO make the meeting count and assess properly!

I've experienced it often, in personal as well as professional relationships.

Your mindset matters. I remember how I acted when I felt someone would yell at me, be mean, or be nice. When I was younger and I expected to be yelled at, I automatically reacted in a different way then I normally did. I felt defensive, agitated, attacked and didn't listen really or feel empathetic with the person and what made him feel so hurt that he would get upset, which resulted in me reacting in a worse way then I would have, If I had been comfortable.

The same applies to the person you are interviewing. The way you communicated will in large part determine the result you get!

CONDITIONS to hold up to

  • Determine ahead what situation you would like insights on and communicate this clearly. Be specific.
  • Explain what challenges you are facing and what you've realised uptill now. 
  • Communicate your personalas well as departmental goals.
  • Know and explain extensively what your current approach to change is and see if his matches yours
  • Find as many aspects on the subject that you don't know anything about as you can. look for what feels relevant, necessary or are simply curious about and ask him.
  • Create a COACH container (safe environment) and listen on a DEEPER level. 
    If you position yourself as the one that will evaluate him, and what he does, whatever he will say, will either be false or 

SIGNALS to look for

  • He shows a deeper understanding of your situation
    Look for a clear understanding of the underlying principles and dynamics of people, change and methodologies used.
  • You are not handed a completely ready made solution.
    Every solution that is worth its money requires research and customisation, relevant to the environment.
  • He knows that everything is just a matter of perspective and is able to shift his own perspective, to that of another without making assumptions.
  • He doesn't put you in a box but rather tries and understands you, your department and organisations uniqueness
  • He makes sure to pay attention to the complete picture, and creates consistency and congruency in everything he does.
    Something that contradicts, however small, will always cause trouble In the end
  • What is he most PASSIONate about.
    This will determine in part where his subconscious focus lies as well as his strengths and weaknesses. 

Use this awareness to set the scene. Let the professional your having a conversation with, feel that it is just a conversation. In so doing you eliminate many things that could inhibit a correct assesment of information given, a situation that could cause a misrepresentation. Because by creating this safe environment you can change his frame of mind from "prospecting" to "helping".
In the end it is our frame of mind that dertermines our conscious and subconscious actions, which affects our skills and ability  to deliver different kinds of results.

Now that we've imparted you with a bit of our insights and advice, tell us how you've experienced having different mindset for conversations and how this impacts your behavior. Are you different at work then at home, different at a client then at the office? Knowing this, how can clients, stakeholders and bosses  help make you feel more at ease in conversations?
At ease enough to let you perform at your best!

Let us know!