Marc Rowley

While it's important to prepare for common behavioural questions, it's equally crucial to be adaptable. Not every question will fit perfectly into the examples you've prepared. Be ready to think on your feet and draw from a range of experiences. If you're unsure about a particular question, take a moment to collect your thoughts before responding. Remember, the interviewer is interested in understanding your thought process and problem-solving skills.

Practising your responses out loud can be incredibly helpful in preparing for behavioural interviews. By speaking your answers aloud, you'll become more comfortable with articulating your thoughts and experiences. You can practice with a friend, family member, or even in front of a mirror. Focus on delivering your responses in a clear, confident, and engaging manner.

When answering behavioural questions, it's crucial to be specific. Instead of providing general statements, focus on particular situations and the actions you took. Use concrete examples to illustrate your points and demonstrate your skills in action. By being specific, you'll help the interviewer understand how you approach challenges and solve problems.

Before your interview, take the time to reflect on your past experiences. Think about challenges you've faced, projects you've worked on, and successes you've achieved. Consider the skills and qualities that you demonstrated in each situation. By reflecting deeply, you'll be better prepared to answer behavioural questions and provide specific examples that showcase your abilities.

When faced with behavioural interview questions, it's essential to understand the STAR method. STAR stands for Situation, Task, Action, and Result. This framework helps you structure your responses effectively, ensuring that you provide the interviewer with a clear, concise, and relevant answer. By using the STAR method, you can demonstrate your skills and experiences in a meaningful way.

Engaging key stakeholders throughout the evaluation process is crucial for gaining a well-rounded perspective on the training's impact. Seek input from senior management, HR, and other relevant departments to align the evaluation with organisational goals and expectations. Involve participants' direct reports and peers to gather 360-degree feedback on observable changes in leadership behaviours and effectiveness. Regularly communicate evaluation findings and insights to stakeholders, highlighting areas of success and opportunities for improvement. By involving stakeholders, you foster a sense of ownership and commitment to the training program's success.