Question: Name three typical reasons as to why change management often fails. How would you avoid these from happening?

Alternative Question Phrasing:

What are the three most common reasons why change in management fails in most organizations?

Follow-up questions:

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Question Details:

Question Type:

Knowledge/Skill Based

Skills:

Basic – Critical Thinking,Basic – Monitoring (Making observations of self and environment),Basic – Science and Logic,Complex Problem Solving,Social – Coordination (Adjusting one’s own actions in relation to others),Systems – Judgment and Decision Making,Systems Analysis

Abilities:

Cognitive – Category Flexibility (Mental Flexibility),Cognitive – Deductive Reasoning,Cognitive – Inductive Reasoning,Cognitive – Originality,Cognitive – Problem Sensitivity (Problem Recognition)

Other Factors:

Big 5 – Openness to Experience (Open Mindedness),Personal Improvement (Growth),Personality-Job Fit,Personality-Organization Fit,Practical Intelligence (Street Smarts)

Work Activity (Task):

Information Input – Estimating Characteristics of Objects, Events, or Information,Information Input – Identifying Objects, Actions, and Events,Information Input – Monitor Processes, Materials, or Surroundings,Interacting with Others – Change Management,Interacting with Others – Communicating with Supervisors, Peers, or Subordinates,Interacting with Others – Establishing and Maintaining Interpersonal Relationships,Mental Processes – Analyzing Data or Information,Mental Processes – Developing Objectives and Strategies,Mental Processes – Judging the Value of Things, Services, or People,Mental Processes – Making Decisions and Solving Problems,Mental Processes – Organizing, Planning, and Prioritizing Work,Mental Processes – Thinking Creatively (Creativity)

Work Context (Person-Job/Team/Org Fit):

Interpersonal Relationships – Coordinate or Lead Others,Interpersonal Relationships – Relationship With Subordinates,Interpersonal Relationships – Relationship With Supervisor,Interpersonal Relationships – Responsibility for Outcomes and Results of Others,Job Structure – Level of Responsibility (Impact of Decisions on Co-workers or Organization Results)

Work Style (Person-Job Fit):

Achievement/Effort (Action/Result Orientation),Analytical Thinking,Attention to Detail,Handling Ambiguity,Initiative,Innovation

Question Frequency

Question Difficulty

What to look for in an answer:

You are looking for the candidate’s ability to identify the problem and be prepared to face them.
If the candidate’s emphasizes on the benefits of strategic thinking and how that can help overcome problems with change management.

Red Flags to Watch For:

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Sample Answer:

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Question Source: https://www.jobbankusa.com/interview_questions_answers/