10 Best Creative (vs. Common) Interview Questions

10 best creative interview questions

We are all likely familiar with a courteous question like “how are you” when really the time doesn’t allow for an authentic answer. Similarly when you consider how much time you’ll spend working in your career, the idea of really getting to know you would benefit the employer and you alike. Why not dive deeper and ask creative and effective questions vs. common familiar ones?

The idea behind preparing to answer creative questions (compared to common interview questions) is that the interviewer is able to better understand your character, personality, and agility. Anyone can prepare for the standard questions with rote answers likened to cramming for a test. What does this tell your future employer about the uniqueness of you - that you test well!

More and more employees are implementing a creative approach with a desire to really get to know how you’re different, qualified and a team player.

Consider too, interviewing is not limited to words alone. Outside the interview room, tasks may be included in this process such as asking you to do something under pressure or riding in a car with you to lunch to see your driving style. The holistic approach to interviewing should not be overlooked.

The more prepared you are, you will discover your true self under pressure can show up agile, willing to go with the flow, with a sense of humor when things go wrong and be open to correction. Aren’t these the soft skills you’ve worked hard to embody? Ultimately this is the goal interviewers are getting at with these questions above and beyond any “right” or “wrong” answer you could cram for. They want to see that you are not only qualified to do the work, but truly the best candidate for the long term.

Below are a list of common interview questions compared to creative alternatives. Prepare for both and see how you show up more prepared than your peers. Bottom line: Be prepared, honest, flexible, and concise.

Common Interview Questions: 

1)    Tell me something about yourself.

2)    What did you like about your last job?

3)    Why did you leave your last job?

4)    What can you bring to this company/organization/team?

5)    What specific skills to you have for this type of work?

6)    What is your greatest strength?

7)    Tell me about your work history?

8)    What would your employers say about your past work experience?

9)    In what way do you feel you can make the biggest contribution to this company?

10) What five words describe you best?

11) Do you consider yourself a team player?

12) What motivates you?

13) Describe your working style?

14) What is your biggest accomplishment?

15) Anything else we should know about your work history?

16) Who is your role model, and why?

Examples of Creative interview Questions:

1)    If you could live anywhere, where would you live? This question indirectly asks about your hobbies. Hidden within it, are the questions: Do you like to travel? Would you want to relocate?

2)    If you could eat only one food for the rest of your life what would it be? Better than, “tell me more about yourself?”, this question gets at your interests and openness not to mention cultural awareness and greater worldview. My husband Jeff answered Kale and I answered Asian food! His response, was wait a minute I thought you said food. My understanding of the question was type of food - way more flexible! Even in a simple question like this you can see the discretion and ability to think outside the box!

3)    What was the last gift you gave to someone? And who was it?   The question is getting at are you generous, kind, thoughtful? Do you have a good memory! Are you intentional?

4)    What is an unpopular opinion you hold? Persuasiveness or uniqueness? You decide. I love this question because it tells me that we can hold unpopular opinions and be open to disagreement. It also gives space for contradiction in the simplest of ways from a disliked movie to a deeper political stance. I’d probably err on the side of something slightly shallow in the first round and see where things go from there. (i.e. I think the STAR WARS series is over-rated!)

5)    What is the last best movie (book, article) you read? Are you well-informed, a life-long learner, interesting and/or insightful. Be prepared to talk about something of interest. It may or may not relate to the work you do, relatable is better than obscure.

6)    What advice would you give your former boss? Delicate, yes. But simultaneously insightful into your relationship with past employers or supervisors. As well, notable what traits you value and need in your working world.

7)    If you were an animal what animal would you be? Without asking are you a people person, you can learn a lot about someone from this question. Your answer can speak to traits you share in common with a familiar creature without having to state, I’m funny, fun, loving, etc.

8)    What do you do to rejuvenate? Or describe an ideal Saturday? Again, this question may be asking about hobbies or it may be asking about boundaries. What does your work-life balance look like and how are you caring for yourself. Do we share similar values on the idea of rest?

9)    What does your ideal working environment look like? Whether or not an organization can accommodate your ideal working needs, if this question was asked, I would jump at the opportunity to say I work really well collaborating with others and then going back to my work alone. Basically stating, can I work remotely without micro-management and with or without people?

10) Which year of your life would you like to relive? This question allows you to highlight something others may never ask you about. I love this question as it basically is, tell me more about yourself! What brings you life and why? 

Bonus: What’s one thing about you that people don’t ask but that you’d like others to know?

Preparing with these types of questions in mind gives you the leg up! As you can imagine it also gives you the opportunity to prepare not only for your vocation, but also the relationships that will make up your work environment. A good interview allows your potential future employer to see your unique attributes and learn more about you both inside of work and outside. Don’t be shy, let yourself shine! Be concise and don’t forget that you can also ask intelligent and thoughtful questions in return.

For further reflection:

Which question would you like to answer? Have you been in an interview like this that allowed your best attributes to shine?

The 6 Marriage & Vocation Profiles: A Common Language For Clarity of Expectations

Originally posted October 22, 2014

Partnership in Marriage and Vocational Work

While it’s arguable that we are drawn to our partners because of their complimentary traits illuminating who we are not. There is no predictive precedence for guaranteeing that we will work together well. There are certain vocations, such as working together cross-culturally that require harmonious work/family life balance or at minimum, an acknowledgment of the defining roles. And yet seldom do we see intentional effort put forth to discuss how to value both parties’ unique callings. The classification of the differing postures is one such effort - to give common language to the posturing and any correlating tensions.

In Bobby Clinton’s leadership studies, he categorizes how couples work out their partnership in marriage and vocational work together using 6 common profiles. This paradigm helps unpack where tension may arise and where attention may be needed.

While the variety of profiles may be equally legitimate and acceptable, each couple must decide on their own (and likely along with their organization) how their values will be lived out. While these profiles may change for various reasons - considering limitations and seasons of life such as retirement, child-bearing, etc., it is important that couples understand, identify and discuss which profile they currently live out and which one they may want to live into.

1. Internal/External profiles

One spouse concentrates primarily on external (outside of the home) vocation as a career and is the chief source of economic support. The other spouse concentrates on the home environment (internal). Both participate as much as possible in each other’s sphere and needs.

2. Co-work/partnership profile

Both are engaged full-time in the SAME external (outside of the home) vocational work together. Both share EQUALLY in meeting the internal family needs.

3. Independent vocational profile

Both spouses give themselves to full time external vocation in DIFFERENT settings that are relatively independent of each other.

4. Alternative vocational profile

The spouses alternate the release profile, internal ministry for varying portions of time. Each releases and helps the other develop the external career or educational pursuit for significant portions of time. It IS a planned swap.

5. Delayed vocation profile

A variation of the internal/external profile. Both spouses had vocational pursuits before marriage. One spouse drops most external pursuits and concentrates on meeting the needs of the family. Eventually that spouse re-enters external vocation that is independent or joint vocation.

This often happens when couples begin to have children. The major implication is that 
changing roles and expectations must be clearly articulated.

6. Non-Harmonious profile

One or the other spouses opposes the other’s role in or some significant way hinders fulfillment of potential. Needs are not met whether economic, strategic or social. This is not a recommended profile!

Reflection on the Profiles:

Why is it helpful to label these postures of work/marital role operating? Unclear expectations of roles, whether in the workplace or home setting, cause equally disruptive harmony to the system.

In the working world, role clarity and perception is equated with performance. The level to which expectations are communicated is often the level to which performance is seen. “All of life is uncertain; it is the perception of too much uncertainty that undercuts focus and performance.” When expectations are not clear and remain uncertain, people feel threatened, confused and make poor decisions.

Being able to clearly identity where you fit in any role, but especially a key role such as marriage, gives language to any emotional dissonance, misfit or discord. On the other hand, the language may speak equal volume to what is going well and how you want to continue on in your current profile structure.

Simultaneously, this language speaks to personal and marital calling. Are you (singular and plural), in this particular arrangement, able to live your unique calling and way the world needs your fingerprint? While we work with couples and individuals cross-culturally, it is evident that many spouses are not content with the current unspoken arrangement. This discontent leads to attrition when not addressed or given space for equal voice.

There are many ways to utilize this tool. One suggested method is to set aside an hour to discuss this with your spouse. Each person answer the following questions without the other being able to defend or disagree - just validate. Create a safe and open space for the conversation. If needed, give it some space and come back to it or find an outsider to reflect with.

1. Which profile most accurately describes your current approach to vocation and family life together?

2. How well is your vocation/family life balance working right now?

3. Which profile or mix of profiles would best suit your next phase of development?

4. What could you be doing as a couple to grow in your partnership in marriage and vocation?

5. What challenges does this profile include?

If you find that you, as a married couple are at an impasse with how to proceed seek out an objective outside coach or counselor to help you continue this conversation.

Adapted from “Social Base Processing” by Dr Robert J Clinton, Barnabas Publishers, 1993.

When Change is Inevitable: Stepping into the Unknown for Survival Sake

In my own recent transition, I experienced a tremendous weight of confusion accompanied by paralyzing feelings of stuckness. I knew the place and position I was in needed to change for my own emotional well-being and growth. I was not thriving or utilizing my gifts to the fullest in my current role. When I was able to break out of my limited landscape and gain a bird’s eye view through the help of outsiders, I could see clearly I was developmentally in a growth lock-down! I began to see how restless and stuck I had felt for years. Was I really wiling to admit this? If I stayed where I was, I most certainly would feel the ongoing discontent and likely would stunt any potential growth. If I took a courageous step of faith to explore the unknown, the possibilities were unlimited, risky and uncertain. Change seemed inevitable. Scary. And hard. Yet I was the only one who had the power to shape the trajectory of my future. 

It has been said, that a person, similar to a company or an organization, needs to shift focus periodically in order to achieve healthy growth for the long haul. When organizations reach a certain size, they must rethink their strategy for overall effectiveness. When the strategy changes a different skillset in a leader may be required in order to guide the company where it needs to go. This is basic organizational growth knowledge. Yet when it comes to the change that individuals must make, the way forward feels shaky. The recognition of change and the aftermath to come that will most likely affect a greater community outside of ourselves often causes great caution and avoidance. 

Change and growth is a natural part of all of creation. I find it fascinating to consider that all living things have an innate measure of adaptation. Without this ability to adapt no species would survive! Yet we are hard-wired to fight it as we find great comfort in the familiar. Here we feel a sense of protection. Moving from the known to the unknown is what our animal instinct fears most. 

Moving from the known to the unknown is what our animal instinct fears most. 

While I’m drawn into nature and perplexed by the mystery of natural instinct of all living things, no one has ever described me as animal lover. (I say I have my favorites - but too many scar stories to love them all!) Oblige my tangent to offer as an example. During graduate school, I applied to work at the catering department at a zoo. During our first day of orientation a group of about 30 of us all sat around a circle to discuss next steps. I was aware all of us mostly in late 20’s and 30’s were just needing a paycheck. The majority of the work would be service-oriented in the gift shops, restaurants or small vending carts. In reality we all just needed money but the common denominator was really the love of animals - all except maybe me! I quickly learned many had hopes that this would be their big chance to get their foot in the door of animal care. As an ice-breaker we started with going around and answering: “What is your favorite animal at the zoo?” The answers and the speed of which they responded fascinated me. Animals I had never even heard of were mentioned. These were clearly people who loved animals more than me. When it came to my turn, I blurted out, “My favorite animals are people!” Everyone laughed. I was in a league all my own. And yes it was humorous, but truly I couldn’t think of a single animal I was excited to work with more than the humans I would interact with in large catering events! I still got the job - but was probably watched a little more closely as "the animal hater” in the group.

So why am I talking about animals as we discuss change? I find it fascinating to consider the entire animal kingdom’s response to change being more functional as a means to thriving. And quite honestly my love for all God’s creatures grows even just a little greater when I go down this road!

All animals we see have natural habitat needs. “If an animal’s enclosure is too sunny or too wet or too empty, if its perch is too high or too exposed, if the ground is too sandy, if there are too few branches to make a nest, if there is not enough mud to wallow in – then the animal will not be at peace.” In this lack of peace adaptation and the need to make a change is the hardwiring that allows for survival amongst animals. Peace and safety are the ultimate goals and are sought after with primal instinct. Peace is sought after even if it requires extreme risk and change.

As seen in animals that are forced out of their familiar habitat into a new one in the wild, escaping or migrating animals usually hide in the very first place they find that gives them a sense of security. These are considered our basic mammalian needs. Different for humans than for animals, we are given the unique opportunity to self-actualize and consider, to think about and live out our purpose here on earth. We are given a choice to decide our future.

In this lack of peace adaptation is the hardwiring that allows for survival amongst animals.

Psychologist Abraham Maslow’s hierarchy of needs

The comparison of an adaptable animal to that of a human provides insight during periods of vocational shift.  As humans our particular “habit needs” are not simply finding a home and food. Although that may be a part of our safety. Our basic needs include physiological “habit needs” at the core. But they also include emotional care as demonstrated in Maslow’s hierarchy of needs. The most basic, at the bottom of the pyramid are the physiological needs of hunger and thirst, sickness, and fatigue.  We see firsthand when we are sick or in physical pain, our bodies require every ounce of attention to that particular part of our body and nearly nothing else matters in life at that point. When these needs are met we’re able to move into caring next about our safety.  

To expand the analogy further, Take a look at the example of animals in a zoo versus animals in the wild taken from the book, The Life of Pi .“One might argue that if an animal could choose with intelligence, it would opt for living in a zoo, since the major difference between a zoo and the wild is the absence of parasites and enemies and the abundance of food in the first, and their respective abundance and scarcity in the second…In the literature can be found legions of examples of animals that could escape but did not, or did and returned.” We are reminded from this example that safety is what all species seek as a very basic need before moving up the metaphorical pyramid of life. 

However, safety for humans compared to that of animals must include safety on the more emotional level than that of a primal physical safety. (Although our physical safety is likewise a mandatory minimum.) We were created for intimacy to connect with people on a heart and soul level. Relational connection is our greatest emotional need as humans. This basic knowledge once again leads us to the hierarchy of needs: Yet when unmet we are faced with feelings of isolation and of worthlessness. Might a connection void be a greater risk for us to live with than that of physical safety? People can and do endure great suffering if they know they are not alone. 

In the book, Safe People, Dr’s Cloud and Townsend discuss our needs for emotionally safe people. They state that the second greatest theme of relationship after connection is separateness. “Separateness is the ability to maintain spiritual and emotional property lines, called boundaries between you and others. Separate people take responsibility for what is theirs – and they don’t take ownership for what is not theirs”. The opposite of separateness is enmeshment where a person can be swallowed up in the needs of the other or the organization. For those in enmeshed relationships, teams or organizations, individuality provokes a feeling of threat and differences are discouraged.  One must ask, “Are my no and my yes respected here with this person, this team or this organization? Am I shamed or made to feel guilty for the decisions I make, especially if they are different or threatening to the overall structure? Or am I empowered to think differently or act with a conviction of integrity even though it may cause unrest?”

Self-differentiation is defined as “a setting apart of oneself as distinct from others (such as one's family or classmates).” The medical definition includes: “differentiation of a structure or tissue due to factors existent in itself and essentially independent of other parts of the developing organism.” It’s in this space of self-differentiation that cause strain, and at times even unhealthy sabotage of growth in relationships. 

Self-differentiation as seen between a parent and a teenager, we know as a potential shakey developmental period. The natural developmental cycle of a human would imply that every person will grow and change and need to think on his/her own in order to develop into a healthy adult. Yet the internal struggle persists for the one in authority, whether a parent, a mentor or a supervisor. The message comes mixed, “we want you to grow, but we would rather have you to change in the direction back to the way you were before you differentiated (self-actualized) and became different! We were comfortable with you the way you were before. Ultimately, we were comfortable with who we were.”This same tension seen between parent and child may look similar to a relationship between a worker and an organization when the need for developmental growth space is required. The underlying message: You changing means I also have to change and I am uncomfortable with the presenting need to change in me.

 You changing means I also have to change and I am uncomfortable with the presenting need to change in me.

Vocational restlessness includes an awareness of potential “habitat change” and the repercussions for all involved. The discontent comes in many forms as we become aware of our own unique needs, for example: being valued in our daily contributions; given space to create and make decisions on our own; individualization in our work or close collaboration with others. Although these “habitat needs” may be slight, the difference in peace will be great! Like animals, our habitat, or our working environment requires a basic makeup unique to our needs in order for us to thrive. 

In this growth cycle, exists the tension of both passion and excitement of possibilities joined together with doubts and feelings of personal insecurities. Does my past disqualify me? Is it true that I am just trying to go my own way, or is this really for my good? Do I really have what it takes to make this step? Here we all require faith to step into the unknown. We are unsure if we have the courage it takes to break out of a habitat that does not allow for us to thrive. It is here that confusion and a sense of stuckness persists if nothing shifts. 

 Yet if we step out, the peace we are seeking may be actualized. If we stay, most likely it won’t. Our inner voice of restlessness sounds the cry of our interior calling that we must pay attention to. Parker Palmer says it well, “Vocation does not come from a voice ‘out there’ calling me to become something I am not. It comes from a voice ‘in here’ calling me to be the person I was born to be, to fulfill the original self-hood given me at birth by God”. Self-awareness alone is not enough. Many can not hear the voice of reason from within. A safe and supportive community of care supplements where the voices of insecurity compete.

What keeps us from taking the step required to find our deep peace, our unique habitat where we can thrive? The simple answer is that we, like animals, don’t want to leave a safe and familiar environment to move into one of unknown unless we are at risk. It is often the self-limiting insecurities which disempower us from making these changes. It is a risk to step into the unknown. But the risk has the potential to open a whole new environment not just to survive, but to thrive.

And while I’m still fascinated by humans more than animals, I find it remarkable to compare the great correlations all of creation shares in common.

Questions: What keeps you from taking the next step required to find a place where you can thrive? What change is on my horizon that I am struggling to make? What help do I need to process these changes? What can I envision the future on the other side of these changes to look like?

Resources: Merriam Webster online, Life of Pi, Parker Palmer, Safe People, Maslow’s Hierarchy of Need

The Overwhelm of Decision-Making in Transition - Clarity exercise Part 2

See The Overwhelm of Decision-Making in Transition: Questions to ask - Part 1

When it comes to a vocational or career change, the possibilities appear unlimited. Our minds may take on a fight, flight or likely a freeze effect. The frontal lobe in our brain, acts like an overheated engine. It can’t take the myriad of options, so it begins to shut down…anxiety sets in. If we are able to employ a trusted friend or set of tools to gain perspective the ugly monster of overwhelm becomes a much more manageable companion.

We left off in the previous post (the overwhelm of decision-making part 1) with “together let’s approach the blocks that feel like an elephant and make them an eye - seeing them as an opportunity to explore, discover and create something new & life-giving! We can’t tackle the whole elephant right now, What feels most pressing?” Although the options may still take on 100 different variations, the primary decision can be broken down into just a handful of categories or even just one. How does one get from overwhelm to decision? What decision appears most pressing?

Now before we go any further, there exists an assumption that a well-thought through discernment process of gaining information about one’s options, talking to trusted individuals and mentors and a concerted amount of prayer, has gone into the process up to this point. Decision-making happens most effectively after a long season of discernment.

Transition takes place over the course of many small decisions, month after month. Getting to this point in making a major life decision primarily consists of listening to one’s heart and attending to the desires and longings of the soul that have existed for many months if not years. This point in time is often just a finalizing piece to a greater series of decisions. This is not to minimize the importance and the complexity. But rather to validate that your gut, your spouse, your friends, and God have all been speaking to you up to this point.

Decision-making happens most effectively after a long season of discernment.

In this post exists an exercise, a tool called the decision-making grid, to utilize in times of complicated or overwhelming decision-making. It’s quite simple and chances are you’re already familiar with it. A few years ago when faced with a series of decisions that seemed fit with equal pros and cons, I asked my friend and coach for some perspective. When she suggested using a decision-making grid I couldn’t conceptualize how it was different than making a list of pros and cons - my typical style! She briefly walked me through it over the phone. The simplicity almost seemed elementary. Yet it worked! Maybe like myself, you never thought to utilize it in major life decision. Here’s how it works.

The simplifying of options and narrowing down of questions, brings greater clarity than remaining in a place of swimming in the ocean of unlimited possibilities. In my opinion the process of discerning a major career move, organization or vocational path includes focusing first on personal fit (often referred to as calling). When we approach personal fit through the lense of these limited possibilities the decision-making begins to take the shape of a just a handful of possibilities.

Here we are talking primarily about decisions around personal fit and calling:

The 7 categories to consider personal fit/calling: (from the previous post The Overwhelm of Decision-Making in Transition)

1.     Keep doing what I already do well but change the environment - Maybe you have outgrown the structure of the team or organization. Potentially staying in an environment, limits the opportunity for growth.

2.     Keep the work; reallocate or change the quantity - some may consider focusing their target audience to better match their passion. As well, changing the quantity allows for specialization, influence and impact.

3.     Change the work, but stay in the same environment - Within an organization maybe there is another set of possibilities. For example maybe you were hired on as an assistant but have outgrown the role where your gift mix would be better used.

4.     Turn an avocation into a new career - many look towards their voluntary service opportunities as what they would ultimately like to do for life-giving work. For example, during a transition season in my life I went to a local hospital and asked if I could volunteer doing play therapy in the children’s ward. Amazing to me now, is the passion I’ve always had for kinesthetic healing!

5.     Take on a parallel career For example, take your training role and look for another outlet like public speaking or book writing. This track is often pursued for the sake of funding, peer-mentoring, or influence.

6.     Get more training - maybe the way forward for you requires a complete shift and more specialized training in a specific field of interest. This option affords one more discernment time as he/she researches a specific field.

7.     Keep on doing the same thing - After a season of discernment and searching, you may have learned that what you have now is really a great fit and at this point nothing needs to change but something internally. Possibly it required an internal shift of gratitude or perspective to recognize the value of what you have and that every organization and team has faults. Answering, these are the ones I’m willing to live with!

I often recommend a sabbatical for a time of rest before major life decision-making. (See: “Overcoming the Top 3 Objections for taking a Sabbatical”) The need to clear one’s mind and gain perspective is invaluable in clarity gaining regardless of what decision may need to be made.

Where does one start in sorting through these 7 options and creating any semblance of a plan? Might I suggest as my mentor did, to utilize a decision-making grid?

When a decision-making grid is utilized, it allows one to see the options on paper and begin to compare them one against another not one to one million! Which is how it can often feel in your head. This process can help begin to make concrete the seemingly unlimited possibilities that can tend to have a swirling and overwhelming life of their own. 

Here’s how a decision-making grid works:

1.  Form the main question. Start by forming a question that you will use to evaluate all of the possibilities. Ask a question like: Which of these 7 options currently resonates most with me? If you are unable to get past this point, employ a friend or coach to help you form the question.    

2. Make a table to represent your top 4-5 choices for your futures (a 5x5 table for example). An equal number of horizontal and vertical boxes will be used. It isn’t necessary to compare all 7 options as not all of them may be possibilities. Limiting the options is the goal at this point, not expanding.

3. Assign a number and short identifier such as an abbreviated description of your top choices in the top row and far left column. The list will be the same on both the left row and top column. So for example if you’re utilizing the list from above, you would consider #’s 1-7. If they are all options than they all go on the horizontal and vertical lines.

Vocational Discernment Decision-Making Grid Example

4. Put X’s on the numbers that coincide such as 3 vs 3 as you won’t be comparing the same number against itself.

5. Go through each row. When you compare number 1 to number 2, ask the question that you have chosen:   “Which option more accurately aligns with my current longings? Or – Which option do I believe best allows for utilization of my personality & strengths?  Or “Given our current family needs, which possibility is the best future fit?”

Note: You’ve already done the hard work…Don’t over-analyze. Go with your gut at this point. 

6. Write the number chosen between the two options in the box. You will be comparing the same things twice, for example 2 vs. 4 and 4 vs. 2 it’s okay to change your mind or have a split. Often this double comparison produces double confirmation. But do not be alarmed if it does not!

7.  After you’ve gone through the whole table, count up how many of each number you have: 1 - __, 2 - __, 3-__, 4-__, 5-__, 6-__

8. You should have a number with a higher total than the others.

9. At the end of this exercise, consider how the option with the top number of points sounds to you?

10. If all ends in a tie, consult a friend or sleep on it. Try on the different options wherever you land. If you’re truly at a place of being able to live into your decision, imaging your life in that change will provide you with new ideas for the future.

11. When all is done, run this decision by the same people that have helped you get to this point. Something like: Given what you know about where I’m at, does this sound like a good option for my future?  Is there something else that I’m not considering? Surprisingly to many who are in transition is that those closest to the decision-maker already had a pretty good idea and are NOT surprised with a big decision. Call it intuition or a good friend. I would also call it the gift of being outside a cluttered decision-making mind.

The sweet dog ended up with the name Tracker. Unfortunately he only lived into that name as a sick rescue puppy for another 3 weeks. Our family misses him.

On a smaller scale our family recently used this method to decide on the name of our new dog. Not a perfect solution to over 30 ideas, but the process for four very different individuals created both a memorable exercise in decision-making and greater unity in the process. What became apparent was that there were many names not even worth considering. Similarly for you, many options not worth considering at this point for your future.

Utilizing a decision-making grid helps to shed light and gain clarity during complex decision-making times. The myriad of possibilities can now be broken down into only a handful or even just one. Concrete comparisons and intentional set-aside space allow for the ability to see the most important tree through the forrest of possibilities.

Don’t be surprised if this big decision catalyzes many decisions thereafter. Making a bold moves chart is a suggested next step. New blog post on “Now That You’ve Done a Decision-Making Grid, Bold Moves are Next” coming soon!

Questions to consider:

What do you learn from your created decision-making grid?

What is clearer after having done this exercise? Who do you need to share it with?