STARR Asking Questions
The STARR technique is an interview method to identify specific behavioral qualities of someone. This technique is in line with phase 1 of the coaching circle. The focus is on asking for examples of concrete actions by the interviewee in a relevant situation in the past. STARR is extremely suitable for requesting competencies.
The letters STARR stand for Situation, Task, Action, Result and Reflection. If, for example, self-reflection is a goal of the conversation, the following questions can be asked:
|
Situation: |
"Describe an example of a situation in which you have demonstrated a certain competence. What exactly happened?" |
|
Task: |
"What was your role in this situation? What was expected of you?" |
|
Action: |
"What exactly did you do? Why that and not something else?" |
|
Result: |
"What was the result of your action?" |
|
Reflection: |
"What did you think of it? Would you do that again? Is this behavior typical of you?" |
Basic rules STARR
- Two examples say more than one. So preferably at least 2 STARRs per behavioral trait.
- A recent example says more than a situation from 10 years ago.
- An example from a school or work situation says more about future behaviour in the programme than an example from other situations.
- Ask about positive and negative STARRs: ask about the opposite, a situation in which it didn't work.
- Finish the STARRs well. People often forget to ask about results.
- If people themselves do not come up with a situation at all, offer situations and ask if they have ever experienced it.
The diagram below offers good support for the STARR technique. Use it to take notes during a conversation. Only when all surfaces are filled is the STARR complete.
|
1. Situation
|
2. Task |
|
4. Result
|
3. Action |
|
5. Reflection
|
|
Examples of how to ask for competencies according to the STARR model.
|
STARR |
Question |
Competence |
Competency specific question |
|
Situation |
Can you describe a recent event? What exactly happened? Which and what kind of people were present? |
Analyze |
What was a situation in which you had to show the competency analysis? Can you give an example of the last time you had to analyze something? |
|
Task or goal |
What was your role in this situation? What was expected of you? How responsible did you feel for the result?
|
Taking initiative |
What was the task that required taking initiative What was your goal in taking the initiative? How much do you like taking initiative? |
|
Action |
What exactly did you do? Why that and not something else? What obstacles did you encounter during the implementation of this? What did you do with this?
|
Accuracy |
How exactly did the accurate work go? Did you do and process everything according to plan? Has everything been checked, including the routine tasks?
|
|
Result |
What was the result of the action? Did it go as expected? |
Reflecting |
What was the result of reflecting? Did reflecting lead to the desired result? |
|
Reflection |
What did you think of it? Would you do that again? Is this behavior typical of you? What would you do differently in the future? Do you have an idea why that is? |
Planning and organizing
|
What would you do differently in the future with regard to planning and organizing? What did you learn about planning and organizing?
|
