Other interview questions that are similar
- How do you adapt to new technologies or tools introduced in your workplace?
- Can you describe a time when you had to adjust to a major shift in your company’s strategy?
- How have you managed a situation where your job responsibilities were altered significantly?
- Can you provide an instance where you successfully navigated through a company restructure or merger?
- How do you handle unexpected challenges or obstacles in your professional environment?
- Can you share an experience where you had to quickly learn a new skill to keep up with your job’s demands?
- How do you maintain productivity and focus during periods of organizational change?
What the interviewer is looking for by asking this question
There are probably an infinite number of questions that the interviewer could ask you on the day. Some questions are incredibly common appearing in almost every interview you will have, while other questions you might hear once and never again regardless of how many jobs you apply for.
Fundamentally though all interview questions are really trying to find out one of 3 things:
1 – Can you do the job? (Do you have the skills/experience needed?)
2 – Will you do the job? (Do you have the drive/motivation to get the job done?)
3 – Will you fit in? (Does your personality match the workplace culture? Are you likeable?)
That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.
Taking the example of the question, “Can you give an example of how you have handled a significant change at work?”, it’s clear that this question is designed to probe multiple aspects of the three fundamental points. Primarily, it touches on the first point: Can you do the job? By asking about your experience with significant change, the interviewer is looking to understand if you possess not only the technical skills but also the adaptability and problem-solving abilities required in dynamic work environments. Such a question reveals your capacity to handle the evolving demands of the job.
Simultaneously, it also delves into the second point: Will you do the job? Your response to this question can showcase your motivation and resilience. The interviewer is looking to gauge your commitment to overcoming challenges and your willingness to embrace new responsibilities or changes in your role. It’s an opportunity for you to demonstrate your dedication and proactive approach to work, qualities that are essential in ensuring that you will not only take on the job but also thrive in it.
Lastly, the question subtly touches on the third point: Will you fit in? How you have dealt with change in the past can reflect your interpersonal skills and your ability to work in a team, especially during transitional periods. Your attitude towards change, whether positive or resistant, can also indicate how well you will mesh with the company’s culture. If you respond with examples that show flexibility, open communication, and a collaborative spirit, you are effectively signaling that your personality and work style are compatible with the organization’s environment.
How Best To Structure ‘Can you give an example of how you have handled a significant change at work?’
Unless the question you are asked is a straight ‘up or down / yes or no’ style question then you are going to need to learn to describe, expand and elaborate on your answers. The best way of doing this is to follow the B-STAR technique for answering interview questions.
Answers using this method follow the below structure:
B – Belief – What are your thoughts and feelings with regard to the subject matter? In the context of handling a significant change at work, it’s important to articulate your belief system towards change – whether you see it as an opportunity for growth or a challenge to overcome. This reflects your mindset and adaptability, key traits that interviewers look for.
S – Situation – What was going on? Briefly explain the scenario that was taking place. When discussing a significant change at work, briefly set the scene to provide context for your actions. This helps the interviewer understand the background and complexity of the change you were dealing with.
T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. In relation to the interview question, clarify your specific role during the period of change. This shows your level of responsibility and direct involvement, highlighting your ability to handle important tasks under pressure.
A – Activity (or action) – What did you do? Detail the steps you took and why you took them. In answering how you handled a significant change at work, focus on the specific actions you took and the rationale behind them. This not only demonstrates your problem-solving skills but also gives insight into your decision-making process during challenging times.
R – Result – How did everything end up? Try to use figures if possible. Finally, when discussing the outcome of the significant change you managed, quantify the results if possible. This tangible evidence of your effectiveness adds weight to your story and showcases your ability to produce positive outcomes in challenging situations.
Remember though that the B-STAR technique is descriptive not prescriptive. You do not need to follow this flow strictly, go with what is best for your answers and that will allow you to put your point across and show your experience the best.
What You Should NOT Do When Answering Questions
Do not avoid the question.
Do not downplay the significance of the change.
Do not overhype the situation or your role in it.
Do not give a vague or non-specific response.
Do not focus solely on the actions of others; highlight your own contributions.
Do not leave out the outcome or results of your actions.
Do not provide an answer that suggests an inability to handle change effectively.
Can you give an example of how you have handled a significant change at work? – Example answers
Example answer 1
“I’ve always believed that change, while challenging, is an opportunity for growth and innovation. In my last role at TechCorp, we faced a significant change when the company decided to switch from our traditional software systems to a completely new, cloud-based platform. This was a massive shift not just in technology but also in our working culture.
As the lead project manager, my task was to oversee the transition. I recognized the importance of my role in not just managing the technical aspects but also in guiding my team through the change.
I initiated the process by conducting thorough research to understand the new system’s capabilities and limitations. I organized training sessions for my team and created a detailed rollout plan. Recognizing the apprehensions and resistance from my team, I held regular meetings to address their concerns and to ensure a smooth transition.
My proactive approach paid off. The transition, while challenging, was completed two weeks ahead of schedule. This led to a 30% increase in operational efficiency and a significant reduction in downtime. My team adapted well and even came up with innovative ways to leverage the new system, increasing overall productivity.
This experience taught me the value of not just managing change but leading by example, maintaining open communication, and focusing on team morale. It’s these principles I believe would make me a valuable asset to your team, especially in times of change.”
Example answer 2
More Sample Answers…
The examples provided above can serve as a foundation for creating your unique answers. For additional inspiration, our new guide includes five sample responses to this question and over 250 answers to all of the most common interview queries.
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