Meridian Group - Company Culture Consultants

Better decisions flow from better communications. A direct way to improve communications is to build stronger relationships. The "Cultural Interview" builds these strong relationships. It is not a device for gathering information or solving problems but is an opportunity for two people to talk about their experiences and get to know each other better

The Interview lasts about 40-90 minutes, is confidential and is held in a neutral private place at work-a lunch-room, meeting room, over coffee or lunch, or just walking together around the facility. The ideal arrangement is two people sitting in comfortable chairs, informally. The Interview is scheduled in advance so that the person has time to think about it and plan their day's work. Let the person know well ahead of time the purpose of the Interview, "To get to know each other better." Explain that it is confidential, about how long it will be, and that it is not a problem solving discussion and will not directly lead to actions. It is time for the manager to step out of their usual role as information-giver, decider or question answerer. In the Interview, you listen, understand, and build a relationship. The Interview is best understood as part of a larger process dedicated to a more open, cooperative corporate culture.

Every Interview, like every person, is different. Relax, make it a part of your personal style and go with the flow. Make sure you share some of your experiences during the Interview. Try to touch on something from each of the three general areas suggested below, but if you do not, that's OK. Enjoy it.

Past: How did you come to be with the company? What did you do before that?
Childhood, school, where grew up? Parents, where from, occupations?
Children, spouse, home, hobbies, weekends, vacations?
What do you like people to know about you?
What would you like to know about me?

Future: Future hopes, plans, work and non-work?
What do you look forward to? How do you see things down the road?

Present: What was it like when you first came here? Work history and highlights?
Recent experiences you have had here and what these mean to you?
Tell me about communications? And relationships?
What parts of your work do you enjoy the most?
And what parts do you enjoy the least?
What things here would you like to change?

Interviews improve an organization's culture by building personal relationships, introducing new kinds of discussions and experiences into the workplace. After several interviews the manager will sense common cultural themes on which he or she can then act appropriately, without violating the confidentiality of individual interviews.

For more see the book Developing Your Company Culture by Barry Phegan, Context Press, 1996. www.amazon.com .



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	The Cultural Interview
	Better decisions flow from better communications. A direct way to improve communications is to build stronger relationships. The "Cultural Interview" builds these strong relationships. It is not a device for gathering information or solving problems but is an opportunity for two people to talk about their experiences and get to know each other better The Interview lasts about 40-90 minutes, is confidential and is held in a neutral private place at work-a lunch-room, meeting room, over coffee or lunch, or just walking together around the facility. The ideal arrangement is two people sitting in comfortable chairs, informally. The Interview is scheduled in advance so that the person has time to think about it and plan their day's work. Let the person know well ahead of time the purpose of the Interview, "To get to know each other better." Explain that it is confidential, about how long it will be, and that it is not a problem solving discussion and will not directly lead to actions. It is time for the manager to step out of their usual role as information-giver, decider or question answerer. In the Interview, you listen, understand, and build a relationship. The Interview is best understood as part of a larger process dedicated to a more open, cooperative corporate culture. Every Interview, like every person, is different. Relax, make it a part of your personal style and go with the flow. Make sure you share some of your experiences during the Interview. Try to touch on something from each of the three general areas suggested below, but if you do not, that's OK. Enjoy it. Some suggested conversation topics: Past: How did you come to be with the company? What did you do before that? Childhood, school, where grew up? Parents, where from, occupations? Children, spouse, home, hobbies, weekends, vacations? What do you like people to know about you? What would you like to know about me? Future: Future hopes, plans, work and non-work? What do you look forward to? How do you see things down the road? Present: What was it like when you first came here? Work history and highlights? Recent experiences you have had here and what these mean to you? Tell me about communications? And relationships? What parts of your work do you enjoy the most? And what parts do you enjoy the least? What things here would you like to change? Interviews improve an organization's culture by building personal relationships, introducing new kinds of discussions and experiences into the workplace. After several interviews the manager will sense common cultural themes on which he or she can then act appropriately, without violating the confidentiality of individual interviews. For more see the book Developing Your Company Culture by Barry Phegan, Context Press, 1996. www.amazon.com . Click here for: The Newsletter Archive The Four-Step Decision Process Information about the book - "Developing Your Company Culture"

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