Interviews Are a Two-Way Due Diligence Process
An interview is not just a test for the candidate – it’s an opportunity for both parties to evaluate each other. Nowhere is this truer than in transformation leadership roles, where unrealistic expectations, cultural resistance to change, and lack of investment can doom even the most capable leader before they start.
Interviews Are Not One-Sided
Many professionals approach interviews with a mindset of proving themselves. However, at senior levels, you should be equally assessing the employer. If you fail to ask the right questions, you risk stepping into an unsustainable situation.
Transformation roles, in particular, require a deep understanding of the organisation’s risk appetite, culture, and commitment to change. Without the right conditions in place, no leader, regardless of skill, can succeed. This is why leadership interview coaching is an invaluable tool in helping you navigate these high-stakes discussions.
Key Areas to Assess in Transformation Leadership Interviews
- Expectation Timelines
- Ask: “What are your expectations for success in the first 12 months?”
- Ensure their timeline aligns with the reality of what transformation entails. If they expect major change within an unrealistic timeframe, they may not grasp the complexity of their challenges.
- Cultural Readiness for Change
- Ask: “How has the organisation historically responded to major transformation?”
- Many companies claim they want change, but their internal culture may resist it.
- Investment and Commitment
- Ask: “What technology and resource budget has been committed to ensure success?”
- Transformation requires investment. Without financial and structural support, even the best leadership strategy will fail.
- Turnover in Senior Leadership
- Research past executives on LinkedIn or Google..how long did they last?
- High turnover suggests deeper organisational issues.
Think Like an M&A Executive…Conduct Due Diligence
When companies merge, extensive due diligence is conducted to assess risks, liabilities, and integration challenges. Your approach to interview preparation should be no different. Scrutinise leadership stability, financial commitment, and cultural dynamics. How to prepare for a leadership interview is just as much about evaluating the organisation as it is about selling yourself. Taking a transformation role without sufficient due diligence is like drinking from a poisoned chalice. If the foundation for change isn’t in place, failure is inevitable-but it won’t be your fault. One-on-one interview coaching for executives can help you navigate these conversations and ensure you’re stepping into a role set up for success.