Here's how you can prepare for the most common interview questions about culture change.

Cultural change never works. The person championing the change has expectations that are rarely shared by their subordinates, but that does not mean that it should not be attempted. A CEO wanted to effect change when his organisation was suffering from too many serious injuries. On a routine visit to a site, before the first presentation on departmental performance started, he asked the group what the last lost-time injury was, and what preventative actions they had taken. No one knew the answer. Before he left, one of the team phoned ahead and warned the next department what to expect. By one question the CEO had changed the Behaviour of the site, but this would only be sustained if he continued his behaviour. This was a change program.

Fostering the ability to embrace change as an inevitable part of business, is now a necessity for any company. It is no longer feasible to remain rigid in anything from culture to plans, or processes. Failing to adapt, to learn, to grow, to shift and to pivot where necessary, will leave many businesses behind in today's market. Culture change requires an organisation wide commitment to letting go of the need to control. It's about empowering people to drive direction and results based on a clear desire to do what is best for the organisation. People will fail. People will learn. People will grow. People will shift, adapt and pivot. Importantly, change will happen quickly, with intent and with integrity.

Embracing change entails tangible sponsorship, considering three aspects that we can call the ABC: being active and visible, building coalitions, and communicating effectively. All changes require a plan that allows us to embrace the adaptability of the segments impacted by the change, showing the benefit of change and generating the right programs to mobilize people, generating shared successes.

Como você envolveria os líderes e colaboradores no processo de mudança cultural? Como você garantiria que os valores e a visão da empresa sejam incorporados à nova cultura organizacional? Quais são os principais desafios que você antecipa ao liderar uma mudança cultural e como planeja superá-los? Como você garantiria que a nova cultura organizacional seja inclusiva e respeite a diversidade de pensamento e experiências dos colaboradores? Que tipo de suporte ou recursos você acredita serem necessários para garantir o sucesso de uma mudança cultural? Como você lidaria com a possibilidade de retrocessos ou resistência após a implementação da nova cultura organizacional? Qual métricas você utilizaria para monitorar o progresso desta mudança?

Change is inevitable because everything is changing. If we consider businesses as an aircrafts, sometimes wind blows from head, sometimes a tale wind helps us to fly fast, sometimes its unpredictable and we have turbalences mild or strong and the aircraft with its technical abilities and its pilots adopt itself to these changes to ensure flight is safe and it will reach its destination no matter what the conditions have been while flying. Therefore similat to aircrafts we got to adopt our businesses according to changing trade, business, consumer or customer needs. Change requires adaptability. Those who adapts fast wins.

Definitely changes are a constant in companies, that is why the way to go through the changes is so important, this is because it is not only necessary to take into account the mobilization of change itself, but also to create the right conditions for people to understand change, internalize the benefit of change and mobilize towards the new forms or expectations that cultural change brings with it.

Changes are not survived, changes are worked on, transited and programmed so that within companies the appropriate cultural, process, technological and people conditions are generated that allow through programs and activities to direct the people of the company towards the place of change that we have planned. This has a great impact on the company's results and on the return on investment we make in the change plans to be implemented.

Flexibility is not only a characteristic or skill of the human being, flexibility is a corporate competence that allows people to be flexible from the activities they do in their day to day to mobilize to the activities that must be carried out once the change is implemented. . The importance of guiding employees in adopting the ability to be flexible, understand changes and act accordingly is of vital importance to have a company that adapts and embraces changes for the better, from within the organization to the impact on the eternal customer.

Communicating properly is vital to implement an organizational change, for this it is required the generation of a robust communication plan that is directed by the sponsors or key communicators of the change at the corporate level and each of the work teams that are impacted by the cultural change or any other change that impacts the functions within the company. Communication is essential in a change process since it allows the guideline of the change to be known, its benefits and the impact for all the segments that will be part of it.