Essential Work Samples for Evaluating Change Management Skills in AI Tool Adoption

Implementing AI tools within an organization represents one of the most significant change management challenges in today's business landscape. Unlike traditional technology implementations, AI adoption often requires fundamental shifts in workflows, decision-making processes, and even organizational culture. The success of these initiatives hinges not on the technology itself, but on how effectively the change is managed throughout the organization.

Change management professionals specializing in AI tool adoption must possess a unique blend of technical understanding, strategic communication skills, and the ability to navigate complex human dynamics. They need to anticipate resistance, create compelling narratives around the benefits of AI, and develop comprehensive plans that address the concerns of various stakeholders while maintaining momentum toward implementation goals.

Evaluating these skills through traditional interviews alone is insufficient. Candidates may articulate change management principles well in conversation but struggle to apply them in the complex reality of AI implementation. Work samples and role plays provide a window into how candidates actually approach these challenges, revealing their thought processes, problem-solving abilities, and communication styles under conditions that more closely resemble real-world scenarios.

The following work samples are designed to assess a candidate's ability to navigate the specific challenges of AI tool adoption. They evaluate not just theoretical knowledge of change management frameworks, but the practical application of these principles in scenarios that mirror the realities of introducing AI tools into established organizational environments. By observing candidates as they work through these exercises, hiring managers can gain valuable insights into how effectively they would manage similar situations on the job.

Activity #1: Stakeholder Analysis and Communication Planning

This activity assesses a candidate's ability to identify key stakeholders in an AI implementation project, analyze their concerns and influence, and develop targeted communication strategies. Effective change management for AI adoption requires understanding the unique perspectives of different organizational groups and crafting messages that address their specific needs and concerns.

Directions for the Company:

• Provide the candidate with a scenario document describing a fictional company planning to implement an AI-powered customer service chatbot that will change how support tickets are handled and potentially impact jobs.
• Include an organizational chart showing different departments and reporting structures.
• Provide basic information about the AI tool's capabilities, implementation timeline, and business objectives.
• Allow the candidate 30-45 minutes to prepare their analysis and plan.
• Have 1-2 interviewers role play as executives requesting a briefing on the change management approach.

Directions for the Candidate:

• Review the provided materials about the organization and the planned AI implementation.
• Create a stakeholder analysis identifying key groups affected by the change, their likely concerns, level of influence, and potential resistance points.
• Develop a high-level communication plan that includes:
• Key messages tailored to different stakeholder groups
• Communication channels and timing
• Approach for addressing resistance
• Methods for gathering feedback during implementation
• Present your analysis and plan to the interviewer(s) in a 15-minute briefing, followed by 10 minutes of questions.

Feedback Mechanism:

• After the presentation, the interviewer should provide specific feedback on one strength of the candidate's approach and one area for improvement.
• The candidate should then have 5-10 minutes to revise one portion of their plan based on the feedback.
• Assess how receptive the candidate is to feedback and how effectively they incorporate it into their revised approach.

Activity #2: Resistance Management Role Play

This activity evaluates a candidate's ability to address resistance to AI adoption through direct conversation. Change managers must be skilled at listening to concerns, acknowledging valid points, and helping stakeholders move from resistance to acceptance through empathetic but persuasive communication.

Directions for the Company:

• Prepare a scenario where an AI tool for data analysis is being implemented that will change how a team of analysts works.
• Select an interviewer to play the role of a resistant middle manager who is concerned about:
• The reliability of AI-generated insights
• The learning curve for their team
• Potential job displacement
• Loss of control over analytical processes
• Provide the candidate with background information on the AI tool and its benefits, but not specific details about the manager's concerns.
• Allow the candidate 15 minutes to prepare for the conversation.

Directions for the Candidate:

• Review the information about the AI data analysis tool being implemented.
• Prepare for a one-on-one conversation with a department manager who has expressed resistance to the implementation.
• Your goal is to:
• Understand the manager's specific concerns through active listening
• Acknowledge valid points while addressing misconceptions
• Explain benefits in terms relevant to the manager's priorities
• Gain commitment to specific next steps in the adoption process
• Build a collaborative relationship for ongoing implementation
• Engage in a 15-20 minute role play conversation with the interviewer acting as the resistant manager.

Feedback Mechanism:

• After the role play, the interviewer should provide feedback on one effective technique the candidate used and one approach that could be improved.
• The candidate should then have the opportunity to re-do a portion of the conversation implementing the suggested improvement.
• Evaluate how the candidate balances empathy with persuasiveness and whether they can shift their approach based on feedback.

Activity #3: Training and Enablement Strategy Development

This activity assesses the candidate's ability to design effective learning experiences for different user groups adopting an AI tool. A critical aspect of change management for AI adoption is ensuring users have the skills and confidence to work with new systems, which requires thoughtful training approaches tailored to various learning needs and technical comfort levels.

Directions for the Company:

• Provide information about an AI-powered project management tool being implemented across the organization.
• Include descriptions of 3-4 different user personas with varying levels of technical proficiency, job responsibilities, and attitudes toward technology.
• Supply information about the tool's key features and the timeline for implementation.
• Provide examples of training approaches used for previous technology implementations (both successful and unsuccessful).
• Allow the candidate 45-60 minutes to develop their strategy.

Directions for the Candidate:

• Review the information about the AI project management tool and the user personas.
• Develop a comprehensive training and enablement strategy that includes:
• Learning objectives for each user group
• Training formats and methods appropriate for different users (e.g., live workshops, self-paced modules, peer coaching)
• A timeline for training delivery aligned with the implementation schedule
• Methods to assess training effectiveness and identify users needing additional support
• Approaches for ongoing skill development after initial implementation
• Create a one-page visual representation of your strategy that could be shared with leadership.
• Prepare to present your strategy in a 15-minute briefing, followed by 10 minutes of questions.

Feedback Mechanism:

• After the presentation, interviewers should highlight one particularly effective element of the training strategy and suggest one area that could be enhanced.
• The candidate should have 10 minutes to revise the identified portion of their strategy.
• Assess the candidate's understanding of adult learning principles, awareness of different learning preferences, and ability to connect training directly to job performance.

Activity #4: Adoption Measurement and Sustainability Planning

This activity evaluates a candidate's ability to develop metrics for measuring AI tool adoption success and create plans for sustaining change long-term. Effective change management extends beyond initial implementation to ensure that new tools and processes become embedded in organizational culture and work practices.

Directions for the Company:

• Create a scenario about an AI-powered sales forecasting tool that has been implemented for three months with mixed adoption results.
• Provide data showing usage patterns across different teams, initial performance metrics, and anecdotal feedback from users.
• Include information about the original implementation goals and expected benefits.
• Allow the candidate 45-60 minutes to analyze the data and develop their plan.

Directions for the Candidate:

• Review the provided data about the AI sales forecasting tool implementation.
• Analyze the current state of adoption, identifying patterns, potential barriers, and success factors.
• Develop a comprehensive adoption measurement and sustainability plan that includes:
• Key metrics to track adoption (both quantitative and qualitative)
• Benchmarks for success at 6, 12, and 18 months post-implementation
• Strategies to address adoption gaps in specific teams or user groups
• Approaches for gathering ongoing user feedback and making improvements
• Methods for institutionalizing the change and preventing reversion to old processes
• Recommendations for celebrating and publicizing successes
• Prepare a 15-minute presentation of your analysis and plan, including visual representations of key metrics and recommendations.

Feedback Mechanism:

• After the presentation, interviewers should provide feedback on one strength of the measurement approach and one area where the sustainability plan could be enhanced.
• The candidate should have 10 minutes to revise their approach based on the feedback.
• Evaluate the candidate's ability to select meaningful metrics that align with business objectives, their understanding of behavior change principles, and their creativity in developing sustainability strategies.

Frequently Asked Questions

How long should we allow for these work samples in our interview process?

Each of these activities requires 1-2 hours total, including preparation, execution, and feedback. We recommend selecting 1-2 activities most relevant to your specific needs rather than attempting all four in a single interview process. Consider spreading them across different interview stages or combining a shorter version of one activity with traditional interview questions.

Should we provide these exercises to candidates in advance?

For Activities #1, #3, and #4, providing the basic scenario 24-48 hours in advance allows candidates to prepare thoughtfully and demonstrates how they would approach these tasks with proper planning time. For Activity #2 (Resistance Management Role Play), providing only general information about the scenario preserves the spontaneity needed to assess real-time communication skills.

How should we evaluate candidates who have experience with change management but not specifically with AI implementations?

Focus on the core change management principles and approaches demonstrated in their responses. Strong change management fundamentals can transfer to AI contexts. Look for candidates who ask insightful questions about the AI tools' functionality and impacts, demonstrating their ability to quickly understand new technologies and their organizational implications.

Can these exercises be adapted for remote interviews?

Yes, all of these activities can be conducted virtually. For remote sessions, provide materials through shared documents, use video conferencing for presentations and role plays, and consider collaborative tools like virtual whiteboards for activities requiring visual components. Ensure candidates have clear instructions about the technology platforms you'll be using.

How do we ensure these exercises don't disadvantage candidates from different backgrounds?

Review your scenarios to ensure they don't require industry-specific knowledge that some candidates might lack. Provide sufficient context about the fictional organization and AI tools so that candidates can demonstrate their change management skills regardless of their specific background. Consider allowing candidates to ask clarifying questions before beginning their preparation.

Should we use the same scenarios for all candidates?

Yes, using consistent scenarios allows for more objective comparison between candidates. However, you can adjust the difficulty or focus based on the seniority of the role. The evaluation should focus on the approach and thought process rather than specific technical knowledge about AI systems.

Change management for AI tool adoption represents a critical capability for organizations navigating digital transformation. The work samples outlined above provide a structured approach to evaluating candidates' abilities to manage the unique challenges of AI implementation. By observing how candidates approach stakeholder analysis, resistance management, training strategy, and adoption measurement, hiring managers can make more informed decisions about which candidates will successfully guide their organizations through AI-driven change.

For organizations looking to build comprehensive hiring processes for change management roles, Yardstick offers additional resources to support your recruitment efforts. Explore our AI job descriptions generator, interview question generator, and interview guide generator to create a complete hiring workflow that identifies the best change management talent for your AI initiatives.

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