Why do you want to work for Exelon? Mostly Organizational Change Management Questions....dealing with resistance, managing project risks etc.
Organizational Development Manager Interview Questions
539 organizational development manager interview questions shared by candidates
Give an example of a time that you had to have a difficult conversation with someone based on poor performance and how you were able to effectively provide feedback and a plan to correct the performance.
My previous role and experience.
How would you bring about alignment between senior executives from difference business units and/or affiliate/subsidiaries?
they wanted to know how motivated i was to get that jon
If your previous boss had to describe you in one word, which word would he or she use?
I can't give too much detail, but the talent assessment asked several variations of the same question to find out how competitive I was. The assessor did not provide feedback to any of my responses and you could tell the intention was to pose the next question quickly so that I wouldn't have a lot of time to think about my response - it would just be what came to my head the fastest, implying that it was the most honest. The assessor was professional and courteous, but it was difficult to hear her at multiple points during the assessment. The questions were mired in gender and cultural bias (women, and particularly women are color, aren't "supposed" to come across as competitive) and were along the vein of - have you stopped beating your children; yes or no? - meaning there really wasn't a good or accurate response to many of the questions. It went on for a while and close to the end, I really just wanted it to be over. I've never experienced this feeling during an interview or job assessment before. I was saddened that this is the new hiring process for the hospital. As I said, I worked there previously and really enjoyed my time there and felt that the culture was excellent. This introduction to the company was extremely off-putting and I feel it will exclude many women, people of color, and servant leaders, despite their actually being good fit for the position and company. Had I not worked for Mercy before, I would have determined that it was not a good fit for me (or anyone, really), based on this interviewing experience. It would have even been better if they'd done the assessment later in the process, perhaps with final candidates, but not where it's the first and only thing they go by. My master's degree is in psychology and even I will admit that these sorts of assessments are not entirely accurate. So, to use it and only it as the basis for a major decision isn't a good idea. Also, the name of the assessment if misleading. They don't assess your talents - they assess what people feel their traits to be. I wouldn't recommend this process to anyone.
How would you develop a senior leader?
1. How do you manage a program from start to finish? (Really?! Sure depends on the program or project!) 2. How do you work with cross-functional teams?
How did you handle a challenging situation / colleague?
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