Mastering
the Interview Process: Turning (and Dancing On) the Tables
After
reading a colleague’s essay on how companies can better manage an interview
process, my Janusian nature, quick to discern both (or multiple) sides of an
issue, fairly jumped out of its skin, declaring, Au contraire! How about the
interviewee strategically, if not outrageously, stealing the evaluative
show? (FYI, Janus, is the
double-profiled ancient Roman God. The
god of beginnings and endings, leavings and returns, gazes left and right simultaneously.)
Actually,
I had been quietly percolating on this subject ever since an HR Professional at
a Washington, DC Public Charter School recently commented on my unique approach
to being interviewed. Meeting with her,
her boss, and the COO of the school, my mission was clear: to convince the troika that the “Stress Doc”
™ was the best person to deliver a training workshop on “Managing Conflict” to
school administrators, faculty, and staff.
My
method, apparently, was compelling.
Actually, the HR Pro (who I’ll call Z), in a post-workshop chat,
acknowledged that my unexpected methodology was outside her realm of “interview”
experience, and certainly made an impression.
Let me illustrate. Almost from
the outset, not letting the encounter settle into a predictable Q & A
rhythm, I suddenly turned the interview into an interactive
performance-learning lab. More
specifically, I challenged them to play my “Four Faces of Anger” Game. Basically, it was a word association to
constructive or destructive, purposeful or spontaneous expressions of
anger. Instantaneously, the room became alive
with energy and expectation: I definitely had their attention and all
were wondering where this quirky fellow was taking them? This instructor-expert was challenging his “students”
to think on their feet. (I was no longer
the only person in the room being evaluated.)
And no matter the responses, some encouraging if not affirming feedback
was provided…The first rule of “how to make friends and influence people.”
And
to prove I was not a one-hit wonder, we jumped into a second exercise. I had the HR folks pair off: one had just given an important presentation
at a board meeting; her colleague was to give her feedback. In the instructions, it appears that the
feedback will be balanced; the reality is quite different. Her colleague, reading from a sheet that I quickly
scripted, the presenter hears, Wow, you
fumbled the data. I thought you said you
prepared! While the first exercise
mostly challenged the head, this one definitely massages both head and heart!
And
finally, the COO’s use of the word “compromise” as a conflict-resolution ideal became
my cue for introducing the Thomas-Kilmann Conflict Styles Inventory. The five styles are based on the “high” or “low”
degree of an individual’s “Assertiveness” and “Cooperativeness: Competition-Avoidance-Accommodation-Collaboration-(and
in the middle)-Compromise. While
each style has positive and negative aspects, I differentiated my ideal – “Collaboration”
(High Assertiveness and High Cooperativeness)
– from middle-of-the-road “compromise.”
Compromise is quick and dirty, a convenient agreement. Collaboration takes time and energy as you
uncover hidden ideas, agendas, and emotions, allowing difference and diversity
to spark short-term conflict for evolving creativity. Another potential payoff: an opportunity for real buy-in and to forge
productive partnerships.
And,
in fact, during the interview process we had generated some synergy: not only had the individual pieces/people
created a whole greater than the sum of the parts, but magically the parts had begun building a partnership.
Actually,
there were two final steps – first, homework was assigned: I would write-up a program draft with
objectives based on our discussion, and the interview team would solicit staff
to further shape our workshop focus. Then
I ended the meeting giving all a small sample of my pioneering efforts in the
field of psychologically humorous rap music…Shrink
Rap ™ Productions!
Key Structures and Strategies for
Capturing the Interview Process
1. Quickly take charge of the interview process
2. Initially, don’t be afraid to puzzle your
audience, or to be a bit edgy or quirky
3. Actively engage interviewers in some
structured (even if spontaneous) learning exercise
4. Turn the interview process into your planned
and improvisational stage
5. Make sure the “audience” is part of the show
6. While
an educational and entertaining experience, give the interviewers a chance to “show
off’ their knowledge and expertise; as Ernest Becker, acclaimed American philosopher,
observed, The most important human urge
is the desire to feel important!
7. Make
it easy for the interviewer or interview team to imagine you as a dynamic
performer-contributor in whatever your future role-assignment with the company
or organization: Stand Out, Don’t Just Be
Outstanding!
8. Assign post-meeting tasks that encourage
follow-up
9. Between the interview and your “start date,” share
and discuss new or evolving information and ideas
10. And finish with a memorable close, one that
has both pith and punch, that is, the Stress Doc’s “New KISS” – Keep It Short & Smart!
Oh
yes, a little “lagniappe”: The process generates real synergy – the
individuals begin working as a motivated and coordinated team!
Some
tips to help you Practice Safe Stress
before, during, and after an interview.
~~~~~~~~~~~~~~~~~~
Training
the Trainer and Educator: Informing
and Inspiring through Passion Power and Interactive Humor
In a TNT – Time-Numbers-Technology
– Driven and Distracted World, getting and holding people’s attention is
critical. Capturing your audience is
necessary, but still not sufficient. As
noted by a Diversity Consultant and Program Coordinator for Human Resources of
Palm Beach County, FL, the local SHRM affiliate: (The Stress Doc ™) has a way of captivating the audience and makes them want to hear more…a must hear!
When information inspires and inspiring
methods inform, then the Director of Diabetes Education, Mercy Medical
Center/Baltimore, acclaims: Great presentation. It really inspired me to
improve my own presentation skills and brainstorm with my coworkers how to make
our diabetes education classes more fun.
Have no fear…Mark Gorkin, LICSW, the Stress
Doc, acclaimed speaker, author, educator, therapist, Stress Resilience
Consultant, and “Psychohumorist” ™ is here to share his experience and
expertise. Help your folks “Get FIT” –
through FUN-Interactive-Thought-provoking
– speaking, training, and workshop methods and programs. Enable your organization or company trainers
and educators to be informative and
inspiring…and to share the wealth of stimulating and strategic ideas and
exercises with potential learners.
Actually, the Doc’s “how to” blend of mind-jolting concepts and
dynamically engaging small-large group exercises is for anyone that wants to be
a more compelling leader-communicator.
Or for a leader that wants to build more productive, better communicating
and coordinating teams.
Whether in a one-hour keynote or a two-day (or
more) intensive, let the Doc boost your team or your company to the creative
learning-performing edge!
Objectives: Dynamic Dozen
[This menu can be adapted to your specific
time logistics and learning needs]
1. The
Five “A”s of Arousing Communication: Attention-Anticipation-Animation-Activation-Actualization
2.
Opening Techniques for Quickly Capturing an Audience’s Attention…and Wondering,
“What’s Next?”
3.
Harnessing the Power of “Self” and Dealing with Group Process to Hold,
Captivate, and to Build Trust
4.
Imparting Concepts (& Power Points) with the Stress Doc’s “New
KISS”: Keep It Short & Smart!
5.
Turning Key Concepts into Playful and Powerful Group Exercises for
Applied-Integrated Learning
6.
Discover the “Stress Doc’s 5 ‘P’s of Passion Power”: Generating
a More Compelling Presence & Creative Essence – being
Purposeful-Provocative-Passionate-Playful-Philosophical
7. Using
Healing & Harmonizing (esp. Self-Effacing) Humor without being a Stand-up
Comic
8.
Helping the Audience Generate Its Own Playful and Powerful Sharing
Experiences: The Art of Storytelling and
Group Drawing; Transforming Angst and Aggression into Artful Absurdity
9.
Fielding Difficult Audience Questions; Dealing with Challenging Audience
Members
10. Defining the Role of the Individual and
the Group to Maximize Brainstorming
11. Group Reflection on Learning Achieved and
Gaps, and Techniques/Tools for “Saving the Retreat”
12. Designing an “M & M” – Memorable and
Motivating – Close…and Have Them Wanting
More!
Seek the higher power of Stress Doc
humor: May the Farce Be with You!
Don’t miss your appointment with the Stress
Doc.
Mark
Gorkin, MSW, LICSW, "The Stress Doc" ™, a Licensed Clinical Social Worker, is a
national keynote and webinar speaker and "Motivational Humorist & Team
Communication Catalyst" known for his interactive, inspiring and FUN
programs for both government agencies and major corporations. The Doc is a training and Stress Resilience
Consultant for The Hays Companies, an international corporate insurance and
wellness brokerage group. He has also
led “Resilience, Team Building and Humor” programs for various branches of the
Armed Services. Mark, a former Stress
and Violence Prevention Consultant for the US Postal Service, is the author of Resiliency Rap, Practice Safe Stress, and
of The Four Faces of Anger. See his award-winning, USA Today Online
"HotSite" – www.stressdoc.com
– called a "workplace resource" by National Public Radio (NPR). For more info on the Doc's "Practice
Safe Stress" programs or to receive his free e-newsletter, email stressdoc@aol.com or call
301-875-2567.
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