Interview with leader An

Based on the interviews you completed in Assessment 2, write a report that describes your interview experiences, summarizes your findings, and analyzes your interviewees’ personal characteristics as they align with effective leadership.


The purpose of this assessment is to consolidate your experience interviewing two leaders and to incorporate what you have learned thus far about the personal characteristics of effective leaders. Your assessment will reflect your insights about integrity, purpose, change, interpersonal skills, and keeping balance (resilience), and will embody a meaningful leadership story at different levels of an organization’s leadership.

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The resources in this assessment address the implications of new science for leadership. Much of the traditional literature on organizations has been based in Newtonian images of the world as a mechanical operation where the manager’s task is to control outcomes, determine truth, and make sure things are right. New science has challenged many of these underlying assumptions, changing the thinking about organization and the role of leaders. More emphasis is given to the importance of identity and evolving assumptions, such as the recognition of interconnectedness. The importance of relationship in providing the patterns of order and integrity is being recognized. Living systems are chaotic and constantly adapting, but out of the chaos a new order is created.

Through dialogue, deep listening, and facilitating, leaders help followers create new knowledge and understanding of system patterns that allow a value-guided organization to let go of old patterns and reemerge adapted to a new reality. There is more recognition of the “boundary-less” nature of adaptive systems to their environments and the importance of values, mission, purpose, relationship, and accessibility of leaders to the survival of their systems. Living systems will naturally respond and adapt to their environments, making the leader’s job much more one of empowering, encouraging relationship, and facilitating the conversation about adaptation.

In Assessment 2, you prepared to interview two leaders in organizations of your choice. You will need to complete the interviews before you begin this assessment. You will use the findings from your interviews in this assessment as well as Assessment 4.

Using your notes from your completed interviews, write a report that addresses the following elements:

  • Thoroughly describe your interview experiences. Write the story of what happened from beginning to middle to end. Integrate into the story the names of the people you interviewed, their leadership level, and the focus of your interviews.
  • Recap your interview questions.
  • Summarize your findings from each question including the best stories and quotes in each interviewee’s words and some themes that seemed to pervade both interviews.
  • Analyze your interviewees’ personal characteristics and describe their alignment to effective leadership.
  • Explain the significance of the leadership characteristics you identified and how they apply to your own career progression.

Remember to edit and spell check your work before submitting it.

Competencies Measured

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 2: Reflect on personal leadership skills.

    Analyze interviewees’ personal characteristics and describe alignment to effective leadership.
    Explain the significance of identified leadership characteristics and how they apply to personal career progression.

  • Competency 3: Create an effective theory of leadership.

    Summarize interview findings that contribute to effective leadership.


Interview Pitch

Anthony Johnson

Capella University

Professor: Rod Hagedorn


August 1, 2022

Interview Preparation

Intended Purpose of the Interview

The interview aims to understand a broader perception of organizational change and its impacts on the organization’s diverse stakeholders. The interview will establish how leaders can connect various cultures and expertise levels to recognize and generate the overall outcomes that suit the best interest of all principles. Besides, the interview will look at how the leaders can bridge the gap between diverse stakeholders and the organization by meeting the needs of the individuals involved while simultaneously accomplishing the organization’s complex core values and talent following the contemporary business environment and the changes that come along.

Numerous strategic leadership objectives are used to define the independence of an organization. Also, leadership development tactics and styles play a vital role in ensuring the organization structure is based on good relations between the organizational stakeholders and the interest of the efficiency and effectiveness in organizational operations (Self, Armenakis & Schraeder, 2017). As such, the interview will intend to acknowledge from the two leaders how an organization leadership can use the understanding of knowledge values with the use of critical self-analysis of today’s business environment to intrinsically build and lead their followers through successful organizational changes without encountering resistance barriers.

Successive organizational changes or transformations require effective leadership. In essence, organizational change is a process that entails the use of a new organization’s systems and the institutionalization of new strategies to offer entirely new or different outcomes. The major responsibility of leadership is to ensure the organization has all the necessary elements, such as talented employees, new strategies or approaches, and leadership skills to initiate the changes (Stensaker & Meyer, 2022). The leaders must also clearly understand their organizations before implementing the new transformation. As stated earlier, organizational change is a complex process that requires highly skilled leadership. As such, the topic selection follows the need to share the insights or nature of the process. The interview intends to share the knowledge and skills regarding a successful organizational transformation. Through the interview of the two leaders, the provided information will shed light on the roles the organizational leadership plays during the organizational changes or transformation. It will help to give a sense of the expected implications when selecting and developing leaders to lead the organization towards significant changes.

Level of Leadership to be interviewed

The level of organizational leadership that I will be interviewing is the management level. I will specifically base my interview on Middle Executive Management. It would be much easier to reach the middle executive managers than the top executives because they are always busy and not on the organization’s premises. It may therefore consume more time for the interview to get completed. The subject will be change leaders, specifically on personal Mastery.

Schedule Outline for the Interview





First Interview

Craig Kartes (Starbucks)

Program Management

2nd Oct, 2022

1.30 pm

Second Interview

Donna Morris (Walmart)

Chief People Officer

3rd Oct, 2022

1.35 pm

Interview Questions

· Why is the process of organizational changes important to the organization and the stakeholders involved?

· How many types of organizational changes exist and do they have priorities against each other or depending on the organization?

· What strategies should an organization consider when initiating organizational changes or transformation?

· What are the possible barriers and remedies a leader is more likely to face during the process of organizational changes?

· How can a leader strategize and prepare his followers to engage them in the organization changes process?


Self, D. R., Armenakis, A. A., & Schraeder, M. (2017). Organizational change content, process, and context: A simultaneous analysis of employee reactions. Journal of change management, 7(2), 211-229.

Stensaker, I. G., & Meyer, C. B. (2022). Change experience and employee reactions: developing capabilities for change. Personnel review.

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