This CIT Interview Techniques assignment includes: a critical incident interview To frame the context for this assignment, consider the following statement as the basis of the project: “There is evidence that researchers using CIT are now asking participants to reflect upon and write down the meaning of critical incidents, not just discuss them in a research interview” (From the Canadian Journal of Counseling by Butterfield et al., 2005, p. 489).
Interview: Using methodology described in the readings, prepare a list of open-ended questions regarding an individual’s direct personal experience with leaders. A minimum of 15 questions is required. Identify a subgroup of people in your immediate circle of contact with whom you have the ability to conduct a critical incident (CI) interview regarding their experience with leaders in their own lives.
Conduct a minimum of three interviews. If you are unable to meet with your interviewee in person you may choose to Skype, Google Hangout, or call your interviewee. However, you may not just send them the questions and ask them to fill them out, as this takes you out of the process and one of the points of this assignment is for you to gain experience in talking with people, and learning how to interview people. As the interviewer, pose the questions to the three respondent(s). Questions include but are not limited to specific leadership moments, negative and/or positive experiences, leader decisions and consequences, or any direction drawn from course readings to this point.
Submit a brief 150-250 word summary of your findings, including who you interviewed and why. Remember you will give a more detailed, supported summary of your findings for the next assignment. The submission should include the raw question and answer data in the form of at least three appendices (one for each interview, and in question and answer format), as one would provide in qualitative research. While APA style is not required for the body of this assignment, along with solid academic writing. Remember documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. , youll interview at least 3 people about their personal experiences with leaders (not personal experiences AS a leader themselves, but personal experiences with leaders.) Youll come up with at least 15 questions to ask each interviewee (theyll all be asked the same questions). Some of the questions might include asking them about specific leadership moments that were either positive or negative, leader decisions and consequences, experiences regarding trust or mistrust, gender or culture-related leader experiences, or any other questions you can come up with about topics weve discussed in this class. You might want to try the questions out on a friend first, because that will help you determine a more natural flow to the questions and will also help you modify the questions if necessary before starting on the actual interviews. Youll write up a short (150-250 words) summary of your findings, including who you interviewed and why and submit, in appendices, the questions and responses of each of your interviewees.
Be sure to take a look at the scoring guide (an attached Word document at the bottom of the assignment description) to ensure that you adhere to all of the requirements and get the maximum number of points possible for the assignments. You can interview anyone who has been employed and has experiences to share about their bosses. Friends, relatives, coworkers, whoever. Your interviewee will be talking about their boss (or bosses), and your questions should focus on getting them to talk about aspects of their boss’s behavior that you’re interested in learning more about. If you’re interested in how leaders develop trust, then you’d focus your CIT interview questions on situations in which the interviewee’s leader(s) did a good job and a bad job of developing the antecedents of trust. If you’re interested in stress or gender issues or decision making, you’ll ask questions of your interviewee that have them talk about specific situations regarding their own boss(es) that gets to the topic. Youll want to focus on one topic, though, so that you can get in-depth information from your interviewees.
If youre interested in how your interviewees bosses handled stress, then structure your questions around that topic. Ask the interviewee about specific events that their boss handled well or didnt handle well because they were stressed out, how their boss handles stress in general, whether the stress trickled down to the employee level, what effect their bosss stress levels had on the interviewee, etc. Just focus on one subject. That way, youll get oodles of good information that youll need to use for your paper for Week 8. Also, make certain to ask a final question about what the interviewee learned as a result of the stuff they talked about. In other words, if the topic is stress, what did the interviewee learn about how to handle stress as a leader? Formulating CIT questions is not as easy as it sounds, as you’ll quickly find out. They need to be focused on your objective; otherwise, the answers you get will be all over the board and not useful to you. Additionally, they need to be open-ended rather than questions that can be answered with a simple yes or no. That’s a mistake a lot of people make in the beginning. When you construct a question, make sure that it has to be answered with an explanation.
Also, giving a background of your overall objective will help interviewees focus their answers. If you’re wanting to know how their leaders’ decision making has affected the interviewees’ view of effective leadership, you might want to start your interview by saying, “I’m looking at the role decision making plays in your work environment — what decisions your boss has to make on a daily basis, how your boss handles them, and how this affects your view of good leadership. Some of the questions I ask will be very general, but most will be focused on this subject…” and go on from there. When you tell people what you’re after, they’ll automatically focus their responses towards your objective. One final important tip: use a human guinea pig to test out your questions before you actually conduct your interview. You’ll find that some of your questions need to be re-written for further clarification or simply tossed out because although they sounded good on paper, in reality, they don’t work like you thought they would. If you test them out first, your interview will go much smoother.
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