Stakeholder Interview
Interviews are used to understand the needs, thoughts, and feelings of team members as they pertain to organizational culture, racial justice, and equity.
FAQ
What does the interview protocol look like?
First, participants fill out a pre-interview survey beforehand that serves as a backbone for the interview format. We start interviews with introductions to build rapport and empathy, as well as create an open space to discuss anything that has been on the interviewees mind lately. During the interview, we review survey insights, which can range from sharing the quantitative results of the overall group, to asking participants to elaborate upon personal perspectives.
How are interviews helpful?
Responses are often given “off the cuff”, which can be more revealing than preplanned survey responses. We make room to elaborate upon anything and everything, which often raises issues and concerns that might have been overlooked otherwise. We also learn by watching non-verbal 'responses' to questions and conversation. We are looking for more than empirical facts; we try to understand the subject's emotional state as it can reveal underlying motivations and considerations. We practice empathy and deep listening, and in turn receive a greater understanding of the organization.
How do we define an observation? How do we define an insight?
An observation is defined as a reflection made by a participant.
An insight is defined as three independent observations that express a very similar sentiment. Insights are representative of larger opinions that often point towards underlying, greater truths for an organization.
What does FMRA do differently from ‘normal’ HCD?
We do not interview a target segment of the team or organization, but rather we interview everyone. We strive to achieve equity and information based on a multitude of perspectives. There is no better way to conduct interviews to increase group buy-in.