## Explain Changing Priorities and Your Role on a Team Describe how you respond when project priorities change and how you characterize the role you usually play on a team. Use one concrete situation for each part and distinguish your own decisions from the team's work. ### Constraints & Assumptions - The priority change should affect real scope, timing, or resource allocation rather than merely reorder a personal task list. - Your team-role example should show behavior and impact, not rely on a personality label. - Do not claim that every trade-off was successful; explain what evidence you used and what you would change. ### Clarifying Questions to Ask - Who changed the priority, and what new information drove the change? - Which commitments or stakeholders were affected? - Is the team-role question asking about your default contribution, a role you intentionally adopted, or both? ### Part 1 — Respond to a Priority Change Explain the original plan, the new constraint, how you reassessed impact, and how you aligned stakeholders on what to stop, preserve, or defer. Include the result and what you learned. ```hint Show the decision boundary Identify the moment when new evidence changed the plan and the concrete trade-off you made because of it. ``` #### What This Part Should Cover - The reason for the change and its effect on scope, risk, dependencies, and deadlines. - A transparent replan with explicit owners and de-scoped work. - Communication with affected stakeholders before execution diverged from expectations. - Measurable delivery or risk results and a specific retrospective improvement. ### Part 2 — Explain Your Team Role Describe the contribution teammates reliably seek from you, how it complements other roles, and a case in which you adjusted that role to meet the team's needs. ```hint Use observable behavior Replace labels such as “leader” or “problem solver” with actions teammates could describe and an outcome those actions changed. ``` #### What This Part Should Cover - A clear recurring contribution supported by a specific example. - Collaboration, listening, and credit for other people's expertise. - Flexibility when the team's need differed from your preferred role. - Evidence that the contribution improved a decision, delivery, or team capability. ### What a Strong Answer Covers - Specific context, personal actions, trade-offs, and outcomes for both examples. - Honest limits and learning rather than a claim that adaptation was effortless. - A consistent picture of judgment, communication, and contribution under changing conditions. ### Follow-up Questions - What did you explicitly stop doing after priorities changed? - How did you handle a stakeholder who disagreed with the new plan? - Which team role is hardest for you to adopt, and when have you needed it?