Debate Openly; Commit Fully Flashcards
Core behaviors of Debate Openly Commit Fully
- We voice our opinion when we believe the outcome may not be favorable to Chewy AND we align fully once a decision is made.
- We show courage to question the status quo, with our leaders, our colleagues, and even ourselves.
- We invite constructive feedback and debate to foster healthy collaboration and to achieve the best outcome for Chewy and our cus-tomers.
Tell me about a time in which you debated with a colleague or manager and the result was not in your favor. What was your position? What happened next?
Tell me about an unpopular idea you advocated for.
Tell me about a time when you did not agree with your teammate/manager on a topic/discussion, had a debate and were finally able to influence them to commit to your solution.
Give me an example of a time you challenged the status quo and yielded a better outcome.
Tell me about a time when you were not aligned with a new direction leadership was setting. What did you do?
What are some examples of ways you solicit feedback? Give me an example of how you’ve used some of the feed-back to improve.
Give an example of a point of view you had that was different from the rest of your team or cross-functional partners. Were you able to sway them to your POV? If not, how did you demonstrate your com-mitment to the direction? If yes, how did you ensure their commitment to the direction sustained?
Tell me about a time when you had a differing thought/path than others on your team. How did that conversation go? How do you commit when you may not see eye to eye on a decision made by your leader or organization?
Tell me about a time when you had to communicate the need for change, whether process, procedure or assignment, to your direct supervisor. How did it go?
When working on a team assignment, how do you communicate with partnering teams when something they are doing isn’t working or helping the assignment move forward?
