High Performance
Interview

Crush all your interviews forever with powerful, behaviour-based stories that are most memorable and prove your case!

  • Why you should forget the STAR method of behavior-based interviewing today.
  • How to construct a story for maximum impact on the human brain.
  • Why your strengths, not skills, should be the moral of your interviewing story – and your brand.
  • Learn to differentiate yourself by making a case for the enormous, proven benefits to employers of your EQ.
Consultation

Are you using STAR to tell Frankenstories?

frankenstories

High Performance Interview Coaching

If you want to create powerful and memorable behavior-based interviewing stories, you need to beware of the Frankenstory.

Interview prep coaches have the right idea

You should convey what makes you different and your interviews should feature case studies, or stories.

But the advice you’ll see on behavior-based interviewing like the STAR method seems not to include a strong grasp of what makes a story truly effective.

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How do our clients tell better performance based interviewing
stories than competitors who are using S.T.A.R.?

1

The challenges you faced

Yes, metrics can be useful. They can also be misleading. For best results, our clients frame their favorable outcomes against not just the stakes and challenges (see above), but with the context and peer comparisons that really make results pack a punch.

We’ll help you locate the benefits you provided even in situations without clear numbers attached!

  • Challenges suggest strengths. They allow us to appreciate the results, or outcome. The challenge should be:
  • Clear and succinct: only a sentence or two
  • Your challenge – not just the company’s
  • Framed generally and without the usual getting into the weeds (unless the technicalities are clearly the point of the discussion)
  • Relevant to your potential employer

We know from centuries of theory and decades of research that STORY is the most effective way to communicate an idea persuasively. A fact embedded in a story is 22 times more likely to be remembered than a fact presented in a list of facts (like most resumes and interview performances).

Since Aristotle, we have consciously understood what story is about: a hero (that’s you) facing serious stakes and overcoming challenges and conflicts to reach a successful result – and showing various heroic qualities (virtues, strengths, skills) along the way.

The basic story structure that acts on your brain (and that you can find in almost every successful movie, commercial, or presentation) involves a challenge (aka call to action, inciting incident), the hero’s journey to overcome that challenge (rising action), and the falling action, ending, denouement – results. The same elements are even present in comedy.

Initiative is a Strength

Initiative, Or Third Party Validaton

If the undertaking was your idea, say so; if you were tapped by superiors for the challenge, that’s third-party validation of your abilities – tell us about it.

Hurdles in story

The Known Obstacles

If you began with limited resources, say so: not enough time, not enough money, not enough expertise, not enough staff, internal resistance, fierce competition, and so on

Third-party validation

The Stakes

If you and the company were to fail, what could happen to your job? Your reputation? The company’s reputation? A client or customer’s product or service? The company’s bottom line (revenue or costs)? Employee morale?

2

Your inner process – strengths, talents, problem-solving style

It’s important to get the Challenge right, but it’s not hard. And the Challenge takes up minimal space and time in resumes, cover letters, and interviews. What’s much harder to get right is your display of your own strengths, also known as talents, in meeting the Challenge.

We call this your Inner Process. It’s your default way of solving problems and approaching challenges. Conveying your Inner Process in a compelling and memorable manner is the entire point of a behavior-based interviewing story!

  • What you did – this is what you talk about today
  • Your internal decisionmaking process for what you did – few candidates know how to articulate this
  • How you did it that way (reveals strengths)
  • Why you did it that way (reveals values)
  • New, previously unknown obstacles that came up – but which you also overcame
  • Key differentiating themes:

    • Use of your core differentiating strengths
    • Emotional intelligence: awareness of thoughts, feelings, and motivations of yourself and others.

Types of strengths you displayed

  • Taking initiative or assuming responsibility
  • Cultivating, training, mentoring, coaching, or nurturing others
  • Cultivating and leveraging relationships
  • Influencing or persuading others
  • Communicating, in whatever media
  • Managing anxiety, adversity, or uncertainty
  • Overcoming adversity
  • Demonstrating resilience, grit, or perseverance
  • Innovating, being entrepreneurial, thinking differently, strategically
  • Leadership – vision, strategy, taking responsibility, motivating others
  • Teamwork – working skillfully with others
3

The results your strengths caused

Yes, metrics can be useful. They can also be misleading. For best results, our clients frame their favorable outcomes against not just the stakes and challenges (see above), but with the context and peer comparisons that really make results pack a punch.

We’ll help you locate the benefits you provided even in situations without clear numbers attached!

Initiative is a Strength

Broaden your definition
of results!

What result did you attain for your organization? For other individuals in it? For your team, your mentees, or yourself? For the industry?

Hurdles in story

Did You Develop Efficient
Systems or Processes?

Many people overlook lasting value they've provided in inventing or improving a process, especially one that becomes a best practice. Did your method become a best practice? Was it used by others later? Then you've got some major selling points!

Third-party validation

Got Third-party
Validation?

Use any quotes from customers, clients, colleagues, superiors – they’re like reviews on a movie poster, or testimonials – they’re powerful. Were you quoted, or promoted, recognized, or rewarded?

We’ll show you why story is the heart of
performance based interviewing

Why you must treat the job description as a lawyer treats statutes and case law – as something to be rigorously argued and proven, with evidence, logic, and persuasive rhetoric — and how you too can learn to make winning cases for whatever you want

How to blow your interviewers away by understanding their brains’ wiring for story:

– Craft compelling, persuasive, and memorable performance-based interview case studies.

– Learn the crucial techniques of establishing stakes and adversity in your stories and of explaining not just what you did, but how and why.

Cover letters? Differentiate yourself like a Jedi with what we call The Rhetorical Move of the Master (“I’ve got everything your job description is looking for, but I’ve also got the strengths this position really needs”)

How to establish that you possess the emotional intelligence (EQ) that is so highly in demand, and so differentiating, but that your competition has no idea how to talk about.

How to answer the classic interview questions in ways that are NOT generic — as just about all advice from the Internet, ebooks, and even DVDs tells you to do — but instead are differentiating and memorable.

We'll show you science-based hacks for your approach to the interview.

Nervous about your interviews? Doubt your ability to treat it as the performance and presentation it should be…

Beware the internet's generic advice

Nearly everything you think you know about interviewing is probably wrong.

High performance interviewing

Branding is not about a bunch of adjectives. It’s a collection of examples, case studies, illustrations — stories.