Habits That Contribute, Habits That Don’t

From the Ask Tom mailbag –

Question:
You said in your workshop that we should interview for habits. I agree that is important, but exactly, how do you interview for habits?

Response:
Do you know someone who always shows up late for everything? You get annoyed and suggest strategies to change that habit. “Set your watch 5 minutes ahead. Get out of bed a half hour earlier.” Yet this person is still late, every time.

There are habits that we have that contribute to our success and habits we have that detract from our success. Habits are those grooved and practiced behaviors that a person uses to solve problems and make decisions. Habits are a shortcut to problem solving and decision making. Habits create repeated conditions that contribute or detract from success.

But how do you interview for habits. When I examine the critical role requirements, I identify what habits would be valuable, specifically the repeated behaviors that would be valuable. Then interview for those behaviors. Let’s take showing up early as a habit.

  • Tell me about a project where it was important that the team start together each day?
  • What time did the team arrive?
  • What time did you arrive?
  • Why was it important that the team start together?
  • Tell me about a routine meeting that you were a part of?
  • How often was the meeting?
  • What was the purpose of the meeting?
  • What time did the meeting start?
  • What time did the team arrive?
  • What time did you arrive?
  • What happened when team members were late?
  • What happened when you were late?
  • What did you do to make sure that you were on time?

It is important to listen to how the candidate describes the behaviors of others as well as their own behavior. Their attitudes toward being late will be revealed.

I would rather be a half hour early than one minute late.

One thought on “Habits That Contribute, Habits That Don’t

  1. RODERICK MCINNES

    Thanks for this, it is fascinating what interviews can tell you about a candidate but surprising how many companies fail to to ask deep and searching questions like this in order to get a real understanding of the individual. Even when recruiting for an interim for exampe, there are still key things that candidates and clients should do to prepare. Wonder if this article would be relevant too: http://www.aliumpartners.com/blog/successful-interview/

    Thanks,
    Rod

    Reply

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