Have you ever been in a situation where significant change was made to your team, department or organisation? In an interview, how should you explain how you adjusted?

Introduction / Context:
Change management is a common theme in behavioural interviews because organisations regularly restructure teams, introduce new systems or shift strategies. Interviewers want to know whether you can adapt, learn and remain productive when things change around you. When they ask about a significant change in your team or organisation, they expect a structured story showing how you responded, not a complaint. Answering well demonstrates resilience, flexibility and a constructive attitude toward change.

Given Data / Assumptions:
- The question asks about a real situation where significant change occurred at work. - You are expected to describe how you adjusted and what actions you took. - The interviewer wants evidence of adaptability rather than resistance or passivity. - Only one option reflects a positive, professional way to answer.

Concept / Approach:
The most effective approach uses a behavioural format such as the STAR method: Situation, Task, Action and Result. You choose a genuine example, describe the change (for example a new manager, system implementation or merger), explain your responsibilities, then detail the actions you took to understand the change, ask questions, learn new skills and help others adapt. Finally, you highlight the positive outcomes, such as smoother processes, maintained service levels or personal growth. This shows that you do not simply endure change but actively contribute to making it successful.

Step-by-Step Solution:
Step 1: Evaluate option A. It suggests describing a real situation, your initial reaction, and the constructive steps you took to support the change and maintain or improve performance. This matches the STAR approach and shows maturity. Step 2: Evaluate option B. Stating that you resist all change suggests inflexibility and is likely to concern employers who operate in dynamic environments. Step 3: Evaluate option C. Admitting that you ignored the change and kept doing things the old way shows non compliance and poor professionalism. Step 4: Evaluate option D. Blaming management and claiming change is always negative indicates a fixed mindset and potential for conflict. Step 5: Conclude that option A is the only response that demonstrates the adaptability and proactive behaviour employers seek.

Verification / Alternative check:
Imagine you are the interviewer hiring for a company that is implementing a new software system. A candidate who describes how they previously helped their team move from manual processes to a new tool, including how they learned the system and trained colleagues, gives you confidence. A candidate who proudly says they kept using old spreadsheets and complained about management would worry you. This viewpoint confirms that the structured, positive narrative of adjustment in option A is the correct way to answer such questions.

Why Other Options Are Wrong:
Option B is wrong because open resistance to all change suggests you will struggle in most modern workplaces, which must adapt to markets and technology. Option C is wrong because ignoring change and clinging to old methods can cause errors, inefficiencies and conflicts with new procedures. Option D is wrong because blaming management and viewing change as always negative shows a lack of balance and may damage team morale.

Common Pitfalls:
Candidates sometimes focus too much on how difficult the change felt and too little on what they did about it. Others downplay their own role, making it sound like change just happened around them. Another pitfall is choosing an example where they clearly did not cope well and not showing any learning. For exam and interview success, choose a situation where you ultimately adapted successfully, explain your thought process and actions and highlight the benefits of your response to the team or organisation.

Final Answer:
The best way to respond is Describe a real change situation, explain your initial reaction, the steps you took to understand and support the change and how you maintained performance or improved processes, which demonstrates adaptability and a constructive approach.