Hullas Arora

Problem solving assessments mainly focus on 4C skills - critical thinking , creativity , comprehension and communication. While most of the above the steps cover the ways to clear assessments, it is important to show the journey from problem articulation to solution suggestion Eg. - To tackle a problem of high employee attrition - Critical thinking could be focused around attributes contributing to the attrition and top categories Creativity could involve thinking about the stimuli which could directly and indirectly impact the attributes Comprehension could focus on execution via leading and lagging metrics decision, tracking, governance and feedback Communication is around storylining above to get the interviewer onboard

Peer feedback is a gift that you can give yourself but also keep in mind that it's a two way street 1. Make efforts to set up time to also share genuine feedback with examples ( frameworks such as STAR, sandwich model help a lot)b 2. Ensure you check-in periodically on other projects peers are leading / working on even if you directly are not working on it. 3. Discussing with your coach / counselor helps in visibility and your approach to make most of the network 4. Project manage peer feedback like it's a client project so that you stay true to it :)

Measurement is critical however tracking when, how and from which sources becomes even more important. This is where 'Sensors' approach come to rescue. It helps prioritise pain points in the systems and tracking frequency depending upon the need to pivot, iterate and test again since different pain areas would need a different when, how and source within a same process/ framework Example - If managerial capability is a pain in performance management, then creating sensors via feedback loops , managerial effectiveness scores, even communications meta data analysis could be useful. Standard metrics and one size fit all approach might not workand that's why people expertise is required :)

Playing back is a fantastic technique to show focused listening. Few additional steps could help make your playbacks more thoughtful 1. Include examples to help bring out the 'so what' of the summary visually. Eg. I hear that project management would be key for this role. We often follow RAGB tracking for similar kind of projects 2. Create a scenario while playing back. Eg. In days leading to quarter end, I hear teams need additional support and motivation

Another caveat to look at is around assessing performance outcomes in sync with the organisational maturity and goals. The performance measurement approach and tools (for example - aggressive incentive plans) for a growth phase in organisational maturity could be significantly different from an organisation in the stabilisation phase to focus on the next level of innovation (for example new product development)

It's probably worth looking at what areas the interview process aims to test. A good example could be below 1. Behavioural event interviews to test interpersonal and influencing skills within past scenarios 2. Case studies to test problem solving skills 3. Culture alignment interviews to test personal values Self reflecting and practicing for each area with a mentor from consulting could be a great step to prepare and test oneself