How small changes in your behaviour will have a big impact on how you work, lead or follow
That’s the working title of a book I’m writing, initially as a series of short blogs.
Blog 20 small change: your 3-step interview plan (2)
Organisations are more likely to hire you if
- you’re the least risky
- not, necessarily, the best
Blog 19 small change: your 3-step interview plan (2)
Step 2 Demonstrate, not assert, you can meet needs
Once you establish, accurately, buyer’s needs, you can move to Step 2 as follows:
- Taking each need, in turn, tell a story that demonstrates rather than asserts your ability to meet that need.
- When you have finished telling your story ask the buyer if that story demonstrates that you could meet that need, or not.
- If yes, move on to the next need and story. If not, ask “in what way does that story not meet your need”. Find the gap.
Examples of assertion:
- “People tell me I’m a visionary leader”
- “I don’t suffer fools”
- “There’s very little in this sector I don’t know”
Examples of demonstration:
- “If you call x, y and z I believe they will say they felt well led by me. Do you want their numbers”
- “An example of how I successfully motivated my team is when I involved them in a by doing b”
- “I’m pleased to say that I’m frequently asked to speak at conferences because I believe event organisers feel that I have deep knowledge of d,e & f. Last year, for example, I spoke at…”
When you get to the end of the buyer’s list of needs and your demonstration stories there will be a gap or gaps between their needs and your pitch.
There is always a gap.
No one gets a 10.
If you do, it’s either a lie or a mistake.
If you haven’t found the gap you can’t move to Step 3.
If you do, you will “miss a trick”.
Most interviewees who fail, fail because they are afraid to ask the gap question.
Mind the gap.