What went wrong?
There was a key pattern (and
Everyone is frustrated, but
not sure what or what to do
about it (below conscious
What’s the solution? Our Agenda
Become aware of the power
Discover some of our own
Apply this awareness
Connect and influence the
Interview more successfully
Patterns = Meta Programs
What I Criteria
Direct our attention and
Describe characteristics of
thinking, motivation and
Can make us effective or
ineffective depending on
Criteria – What do you want in...X?
What are Criteria?
Things that are
important to us
Personal labels for
Words that incite
Composed of many
elements, conscious and
Make me laugh Be on time Spend time together
new automated novel
Additional Criteria Questions
What was it about that, which was important to you?
What standards do you have about that?
What qualities do you seek in X?
Why do X?
What is meaningful in X?
What makes X worth fighting for?
What do you want "X" to accomplish for you?
What is it about that that counts?
Use your work sheet
Consider your current job
role or the one you want
Write down your answer
to the criteria questions
The Power of Criteria
If there is no time for any
Probe and understand
Many other patterns
emerge from criteria
How can you use Criteria now?
Decoding culture Interviewing
Which key stakeholders Ask the interviewer about
should you ask this what’s most important in
question? the role.
Or “What’s most important Describe your qualifications
to this company’s future?” in the interviewer’s
Use their exact criteria criterion language
words in describing what Evaluate whether this is the
you want to accomplish job for you—match or
mismatch of criteria
When Both Parties are Internal...
Both sides believe:
The other is wrong or
Their motives are
Both sides have difficulty
listening to reach resolution
Evaluate things on the
basis of what other people
think is appropriate
Open to feedback as to
how they are doing
Need other people to provide
guidance, motivation and
Cannot decide for themselves
They have difficulty beginning
or continuing a task without
someone giving them direction,
feedback and approval
To Discover Motivation Source...
Ask, “How do you know if you have
done a good job at X”
“I know” “Other people tell me”
Internal/External Influencing Language
Internal – External –
only you can so and so thinks
decide the feedback you'll get
you know the approval you'll get
it's up to you others will
what do you think notice, give
you might want to references
consider give advice
a suggestion for you to or direction
How can you apply this now?
Company Culture Interviewing
Listen carefully, respectfully to Assume your interviewer is
their criteria and past successes internal to you
Dig deeper to be sure you Consider where the role
understand requires you to be internal and
Do not imply you know more, external; describe yourself in
have the answer, are imposing those terms
your standard Executives need to strike the
Assume they are internal until right balance
you see signs they are looking Where possible elicit the
for guidance interviewer’s criteria
Other Patterns Can Be Important
Achieve a goal or solve problems
Explore options or follow correct Proactive
Take proactive measures or think
through issues first
Change, evolve or hold on to what’s
Tolerate difference or hold the line on
Stay focused on the big picture or pay
attention to the details
Strong internal pattern leads to disconnects
Connect at the level of criteria to influence
Understand your personal criteria/driving
patterns for clarity- confidence-motivation
Listen for job/culture criteria to find the
Want to Learn More?
Assessment, Coaching, Training
Contact me for individual consultation or
group team training
Complimentary self assessment on your
strongest and weakest patterns
Visit my website:
Words that Change Minds,
Shelle Rose Charvet