Interview Guide for

Digital Transformation Manager

This comprehensive interview guide provides a strategic framework for evaluating Digital Transformation Manager candidates, featuring carefully crafted questions and assessment criteria designed to identify individuals who can successfully lead digital initiatives. With structured interviews across multiple competencies and a focus on real-world scenarios, this guide helps hiring teams systematically evaluate candidates' ability to drive organizational change through technology.

How to Use This Guide

This interview guide serves as your roadmap to successfully identifying and hiring exceptional Digital Transformation Manager candidates. To maximize its effectiveness:

Customize to your needs - Adapt these questions and assessments to align with your specific industry challenges and digital transformation goals
Maintain consistency - Use the same structured approach with all candidates to ensure fair and effective comparisons
Leverage follow-up questions - Dig deeper into candidate responses to uncover their full capabilities and experience
Score independently - Have each interviewer complete their scorecard without discussing their impressions until the debrief meeting
Prepare thoroughly - Review the guide before interviews and become familiar with the competencies being assessed

For more information on conducting effective interviews, visit our guide on how to conduct a job interview. You can also explore our library of interview questions for additional inspiration.

Job Description

Digital Transformation Manager

About [Company]

[Company] is a forward-thinking organization committed to leveraging digital technologies to enhance operational efficiency, customer experience, and business growth. We're seeking a skilled Digital Transformation Manager to lead our digital innovation initiatives and drive meaningful change across the organization.

The Role

The Digital Transformation Manager will play a pivotal role in shaping [Company]'s digital future. This position will lead cross-functional teams to identify, implement, and optimize digital solutions that solve business challenges and create competitive advantages. The successful candidate will bridge technical expertise with business acumen to deliver measurable results that advance our strategic objectives.

Key Responsibilities

Develop and implement a comprehensive digital transformation strategy aligned with business goals
Lead cross-functional teams through digital change initiatives, ensuring alignment and buy-in from key stakeholders
Evaluate and recommend digital technologies and platforms that enhance business processes and customer experiences
Create roadmaps for implementation of digital solutions and manage project execution
Design and implement change management approaches to ensure successful adoption of new technologies
Establish metrics to measure the impact and ROI of digital transformation initiatives
Collaborate with IT, operations, and business units to identify opportunities for digital innovation
Stay current on emerging technologies and digital trends to maintain competitive advantage
Foster a culture of innovation and continuous improvement across the organization
Manage vendor relationships and oversee integration of third-party digital solutions

What We're Looking For

5+ years of experience leading digital transformation initiatives, preferably in the [Industry] sector
Strong understanding of digital technologies, including cloud computing, data analytics, AI, and automation tools
Excellent project management skills with a track record of successfully implementing complex digital solutions
Experience with change management methodologies and proven ability to drive organizational adoption
Outstanding communication and stakeholder management abilities
Strategic thinker with strong analytical and problem-solving skills
Ability to translate technical concepts into business value propositions
Experience with Agile methodologies and digital product development
Bachelor's degree in Business, Information Technology, or related field; MBA or technical master's preferred
Certifications in project management, change management, or digital technologies (e.g., PMP, ITIL, CSM) are a plus

Why Join [Company]

Join our team and be part of an exciting digital transformation journey that's reshaping our business and industry. You'll have the opportunity to drive meaningful change, work with cutting-edge technologies, and grow your career in a supportive and innovative environment.

Competitive compensation package: [Pay Range] based on experience and qualifications
Comprehensive benefits including health insurance, retirement plans, and paid time off
Professional development opportunities and training allowance
Flexible work arrangements with remote options available
Collaborative and innovative company culture

Hiring Process

We've designed our hiring process to be thorough yet efficient, giving you the opportunity to showcase your expertise while getting to know our team and culture.

Initial Screening Interview - A 30-minute conversation with our recruiter to discuss your background and experience with digital transformation initiatives.
Digital Transformation Strategy Exercise - You'll prepare a brief digital transformation strategy for a specific business challenge we'll provide. This can be completed on your own time.
Technical & Strategic Interview - A deeper dive into your technical knowledge and strategic thinking with our IT leadership team.
Leadership & Change Management Interview - Discussions about your approach to leading teams through digital change with our operations leaders.
Final Interview - A conversation with the executive sponsor for our digital transformation initiatives to discuss your vision and alignment with company goals.

Ideal Candidate Profile (Internal)

Role Overview

The Digital Transformation Manager will serve as the driving force behind [Company]'s digital evolution, leading initiatives that leverage technology to improve business processes, enhance customer experiences, and create competitive advantages. This individual must blend technical expertise with business acumen, change management capabilities, and strong leadership skills to successfully guide cross-functional teams through complex transformation efforts.

Essential Behavioral Competencies

Strategic Thinking & Planning - Ability to develop long-term digital transformation roadmaps that align with business objectives while maintaining flexibility to adapt to changing market conditions and emerging technologies.

Change Management & Communication - Skill in leading organizations through digital change, addressing resistance, building stakeholder buy-in, and clearly communicating complex technical concepts to diverse audiences.

Project Management & Execution - Proficiency in managing complex digital transformation projects, coordinating cross-functional teams, establishing priorities, and ensuring successful implementation of digital solutions.

Technical Proficiency - Strong understanding of digital technologies, platforms, and methodologies with the ability to evaluate their potential business impact and implementation requirements.

Leadership & Collaboration - Capability to inspire and influence cross-functional teams, build relationships with stakeholders at all levels, and foster a culture of digital innovation and continuous improvement.

Desired Outcomes

Design and implement a comprehensive digital transformation strategy that achieves measurable business improvements within 12 months
Successfully deploy at least two major digital initiatives that demonstrate positive ROI and enhance operational efficiency or customer experience
Build and lead cross-functional digital transformation teams that effectively collaborate across organizational silos
Establish metrics and reporting frameworks that clearly demonstrate the business impact of digital transformation efforts
Create and execute change management plans that result in successful adoption of new digital solutions

Ideal Candidate Traits

The ideal candidate combines a strategic mindset with practical implementation skills and change management expertise. They should be equally comfortable discussing technical architecture with IT teams and business outcomes with executives. We're looking for someone who is:

A natural change agent who can inspire and drive digital adoption across the organization
Highly adaptable and comfortable with ambiguity in rapidly evolving digital environments
Data-driven with strong analytical capabilities to measure transformation progress
Curious and continuously learning about emerging technologies and their potential applications
An exceptional communicator who can translate technical concepts into business value
Experienced with digital transformation in [Industry] or similar contexts
Collaborative yet decisive, able to build consensus while keeping initiatives moving forward
Resilient and persistent in overcoming obstacles to digital transformation

Screening Interview

Directions for the Interviewer

This initial screening interview is designed to quickly assess whether candidates have the fundamental experience, skills, and mindset required for the Digital Transformation Manager role. Your goal is to determine if they have led digital transformation initiatives before, understand the technical and organizational aspects of digital change, and demonstrate the necessary leadership qualities.

Focus on getting concrete examples rather than theoretical answers. Listen for evidence of strategic thinking, the ability to translate technical concepts into business value, and experience with change management. Pay particular attention to candidates who can speak specifically about outcomes, challenges they've overcome, and lessons learned from previous digital transformation efforts.

Be sure to save 5-10 minutes at the end for the candidate to ask questions. Their questions can reveal much about their understanding of digital transformation and what they value in a role.

Directions to Share with Candidate

During this interview, I'll be asking about your experience with digital transformation initiatives, your approach to change management, and your technical knowledge. I'm interested in specific examples from your past work that demonstrate your skills and expertise in these areas. Please feel free to ask clarifying questions if needed, and we'll save time at the end for you to ask any questions you may have about the role or our organization.

Interview Questions

Tell me about your experience leading digital transformation initiatives. What were your roles and responsibilities, and what outcomes did you achieve?

Areas to Cover

The scope and scale of the digital transformation initiatives they led
Specific technologies or platforms implemented
Their particular responsibilities within the transformation team
Measurable business outcomes and ROI achieved
Cross-functional team leadership experience
Stakeholder management approach

Possible Follow-up Questions

What was the business challenge that prompted the digital transformation?
How did you measure the success of these initiatives?
What was your approach to securing executive buy-in?
How did you prioritize different digital initiatives?

How do you approach assessing an organization's digital maturity and readiness for transformation?

Areas to Cover

Frameworks or methodologies used for digital maturity assessment
Tools for evaluating technical infrastructure and capabilities
Approaches for cultural readiness and change acceptance
How they identify digital transformation opportunities
Experience with gap analysis and roadmap development
Risk assessment approaches

Possible Follow-up Questions

What are the most common barriers to digital transformation you've encountered?
How do you tailor your approach based on different maturity levels?
What tools or templates do you use for digital readiness assessments?
How do you balance ambitious transformation goals with realistic implementation capabilities?

Describe a situation where you faced significant resistance to a digital change initiative. How did you address it and what was the outcome?

Areas to Cover

Specific examples of resistance encountered
Techniques used to understand the source of resistance
Change management strategies employed
Communication approaches used
How they built consensus among stakeholders
Lessons learned from the experience

Possible Follow-up Questions

What were the early warning signs of resistance?
How did you adapt your approach based on this experience?
What would you do differently if faced with a similar situation again?
How did you maintain momentum during periods of resistance?

How do you stay current with emerging technologies and digital trends? Give examples of how you've applied this knowledge in previous roles.

Areas to Cover

Resources, publications, or communities they engage with
Professional development approach
Examples of introducing innovative technologies
Process for evaluating new technologies for business relevance
Experience piloting or testing emerging solutions
Balancing innovation with practical implementation

Possible Follow-up Questions

How do you determine which new technologies are worth investing in?
Can you share an example of when you identified an emerging technology that created business value?
How do you distinguish between hype and genuinely valuable innovations?
How do you transfer knowledge about new technologies to your team and organization?

What metrics do you typically use to measure the success of digital transformation initiatives?

Areas to Cover

Specific KPIs and metrics they've used
Balance between financial and operational measures
Customer experience measurements
Employee adoption and satisfaction metrics
Approach to establishing baselines
Experience with data collection and dashboard creation

Possible Follow-up Questions

How do you communicate these metrics to different stakeholders?
Have you encountered situations where the metrics showed unexpected results?
How often do you review and adjust metrics during a transformation journey?
How do you handle measuring long-term vs. short-term success?

Tell me about a digital transformation project that didn't go as planned. What happened, and what did you learn from it?

Areas to Cover

Willingness to acknowledge and discuss failures
Root causes of the challenges faced
How they adapted to the situation
Specific lessons learned
Changes made to subsequent projects
Transparency with stakeholders about issues

Possible Follow-up Questions

How did you communicate the challenges to stakeholders?
What early warning signs did you miss?
How did this experience influence your approach to risk management?
What preventative measures did you implement in future projects?

Interview Scorecard

Strategic Vision & Planning

0: Not Enough Information Gathered to Evaluate
1: Shows limited capacity for developing comprehensive digital strategies
2: Demonstrates some strategic thinking but lacks depth or long-term vision
3: Exhibits strong strategic thinking and ability to develop comprehensive digital roadmaps
4: Exceptional strategic vision with proven ability to align digital initiatives with business objectives

Change Management Capability

0: Not Enough Information Gathered to Evaluate
1: Minimal experience managing resistance to change or driving adoption
2: Has basic change management skills but limited evidence of success in complex situations
3: Demonstrates effective change management abilities with evidence of successful adoption
4: Expert in change management with multiple examples of transforming organizational resistance into enthusiasm

Technical Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of digital technologies and applications
2: Familiar with common digital platforms but lacks depth in emerging technologies
3: Strong technical understanding with ability to evaluate and apply appropriate digital solutions
4: Extensive technical knowledge including emerging technologies and their business applications

Leadership & Influence

0: Not Enough Information Gathered to Evaluate
1: Shows limited evidence of leading cross-functional teams effectively
2: Has led teams but struggles with influencing without authority
3: Demonstrates strong leadership qualities and ability to influence diverse stakeholders
4: Exceptional leader who inspires digital adoption and builds strong coalitions across organizations

Design and implement a comprehensive digital transformation strategy within 12 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Lacks strategic planning experience or methodology
2: Likely to Partially Achieve Goal - Has some strategy experience but execution may be incomplete
3: Likely to Achieve Goal - Demonstrates capability to develop and implement comprehensive strategies
4: Likely to Exceed Goal - Exceptional strategic planning with evidence of accelerated implementation

Successfully deploy major digital initiatives with positive ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited experience with successful implementations or ROI measurement
2: Likely to Partially Achieve Goal - Some success with implementations but ROI tracking is inconsistent
3: Likely to Achieve Goal - Strong track record of successful deployments with measurable returns
4: Likely to Exceed Goal - Exceptional implementation history with significant business impact and ROI

Build and lead cross-functional digital transformation teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited cross-functional leadership experience
2: Likely to Partially Achieve Goal - Has led teams but with challenges in cross-functional coordination
3: Likely to Achieve Goal - Demonstrated ability to build and lead effective cross-functional teams
4: Likely to Exceed Goal - Exceptional team leadership with evidence of breaking down organizational silos

Hiring Recommendation

1: Strong No Hire - Significant gaps in multiple critical areas
2: No Hire - Does not meet our requirements in one or more important areas
3: Hire - Meets requirements across all essential competencies
4: Strong Hire - Exceeds expectations and would be an exceptional addition to the team

Digital Transformation Strategy Exercise

Directions for the Interviewer

This work sample exercise assesses the candidate's ability to develop a strategic approach to digital transformation for a specific business challenge. It evaluates their strategic thinking, technical knowledge, understanding of change management, and ability to communicate complex digital concepts clearly.

Before the interview, send the candidate a brief description of a business challenge facing your organization (or a fictional one) that requires digital transformation. The description should include enough context about the business, current systems and processes, and desired outcomes, without prescribing how to solve the challenge.

During the interview, ask the candidate to present their strategy (15-20 minutes), followed by Q&A and discussion (20-25 minutes). Evaluate not just the content of their strategy but also how they present it, handle questions, and adapt their thinking based on new information.

Key areas to evaluate include:

Strategic approach and alignment with business objectives
Technical feasibility and appropriateness of proposed solutions
Consideration of organizational change management
Implementation roadmap and resource planning
ROI measurement approach
Risk identification and mitigation strategies

Directions to Share with Candidate

We'd like you to develop a high-level digital transformation strategy to address the business challenge described in the materials provided. Your strategy should include:

Assessment of the current state and key challenges
Recommended digital solutions and technologies
Implementation approach and timeline
Change management considerations
Success metrics and measurement approach
Potential risks and mitigation strategies

Please prepare a 15-20 minute presentation of your strategy. Following your presentation, we'll have about 20-25 minutes for discussion and questions. We're interested in both your strategic thinking and your ability to communicate complex digital transformation concepts clearly.

Interview Scorecard

Strategic Thinking

0: Not Enough Information Gathered to Evaluate
1: Strategy lacks clear business alignment or comprehensive approach
2: Basic strategy with some business alignment but missing key considerations
3: Well-developed strategy with clear business alignment and comprehensive approach
4: Exceptional strategy showing innovative thinking, perfect business alignment, and consideration of all key factors

Technical Solution Appropriateness

0: Not Enough Information Gathered to Evaluate
1: Proposed solutions demonstrate limited technical understanding or feasibility
2: Solutions are technically sound but may be conventional or miss some opportunities
3: Strong technical solutions that appropriately address the business challenge
4: Innovative and highly effective technical solutions showing deep expertise and forward thinking

Implementation Planning

0: Not Enough Information Gathered to Evaluate
1: Vague implementation approach lacking practical considerations
2: Basic implementation plan with some gaps in sequencing or resource planning
3: Comprehensive implementation plan with realistic timelines and resource considerations
4: Exceptional implementation planning showing expertise in phasing, resource optimization, and risk management

Change Management Approach

0: Not Enough Information Gathered to Evaluate
1: Limited consideration of organizational change aspects
2: Basic change management considerations without specific tactics
3: Thorough change management approach with specific strategies for adoption
4: Sophisticated change management approach demonstrating deep understanding of human factors in digital transformation

Design and implement a comprehensive digital transformation strategy within 12 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Strategy lacks coherence or realistic implementation planning
2: Likely to Partially Achieve Goal - Strategy has merit but implementation may face challenges
3: Likely to Achieve Goal - Well-designed strategy with realistic implementation approach
4: Likely to Exceed Goal - Exceptional strategy with innovative approaches to accelerate implementation

Successfully deploy major digital initiatives with positive ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited focus on value delivery or ROI measurement
2: Likely to Partially Achieve Goal - Some value considerations but incomplete ROI approach
3: Likely to Achieve Goal - Clear value proposition with solid ROI measurement approach
4: Likely to Exceed Goal - Exceptional value focus with innovative approaches to maximize and measure ROI

Build and lead cross-functional digital transformation teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited consideration of team structure or cross-functional dynamics
2: Likely to Partially Achieve Goal - Basic team considerations without specific coordination strategies
3: Likely to Achieve Goal - Thoughtful team structure with specific approaches for cross-functional success
4: Likely to Exceed Goal - Exceptional team design showing deep understanding of organizational dynamics

Hiring Recommendation

1: Strong No Hire - Proposed strategy reveals significant gaps in capability
2: No Hire - Strategy does not demonstrate sufficient expertise in key areas
3: Hire - Strategy shows solid capability across required competencies
4: Strong Hire - Strategy demonstrates exceptional capability and would add significant value

Technical & Strategic Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's technical knowledge, strategic thinking, and ability to apply digital technologies to business challenges. Your goal is to evaluate their understanding of relevant digital technologies, their experience with digital transformation methodologies, and their ability to translate technical possibilities into business value.

Look for evidence of both depth and breadth in their technical knowledge. The ideal candidate should demonstrate understanding across multiple technology domains while having deeper expertise in areas most relevant to your organization's digital transformation needs.

Also assess their strategic approach to technology selection and implementation. Strong candidates will emphasize business outcomes rather than technology for its own sake, and will have frameworks for evaluating and selecting appropriate digital solutions.

Reserve 5-10 minutes at the end for candidate questions. Their questions can reveal their technical interests and how they think about digital transformation challenges.

Directions to Share with Candidate

In this interview, we'll explore your technical knowledge of digital technologies and your strategic approach to selecting and implementing them. I'll ask about your experience with specific technologies and methodologies, as well as how you apply them to solve business challenges. Please provide specific examples from your past work whenever possible, and feel free to ask clarifying questions if needed.

Interview Questions

Describe your understanding of cloud computing, AI, big data, and IoT. How have you applied these technologies to solve business problems? (Strategic Thinking & Planning, Technical Proficiency)

Areas to Cover

Depth of knowledge about each technology domain
Understanding of how these technologies complement each other
Specific examples of business applications for each
Experience evaluating and selecting appropriate technologies
Awareness of limitations and challenges with each technology
Understanding of implementation considerations

Possible Follow-up Questions

Which of these technologies have you had the most hands-on experience with?
How do you determine which technology is appropriate for a specific business challenge?
What challenges have you encountered when implementing these technologies?
How do you stay current with the rapid evolution of these technologies?

Tell me about a digital transformation initiative where you had to integrate multiple systems or platforms. What approach did you take and what were the results? (Project Management & Execution, Technical Proficiency)

Areas to Cover

Experience with system integration challenges
Technical approach to integration (APIs, middleware, etc.)
Data migration and quality considerations
Testing and validation strategies
User impact during integration
Metrics used to measure integration success

Possible Follow-up Questions

What technical challenges did you encounter and how did you resolve them?
How did you minimize disruption to business operations during the integration?
What would you do differently if you were to undertake this integration again?
How did you document the integrated systems for future maintenance?

How have you used Agile methodologies to manage digital transformation projects? What specific practices did you implement and what outcomes did you achieve? (Project Management & Execution, Leadership & Collaboration)

Areas to Cover

Specific Agile frameworks used (Scrum, Kanban, SAFe, etc.)
Role in implementing or adapting Agile methodologies
How they balanced Agile approaches with organizational requirements
Challenges encountered with Agile implementation
Metrics used to measure Agile effectiveness
Examples of how Agile improved project outcomes

Possible Follow-up Questions

How did you introduce Agile practices to teams that were unfamiliar with them?
How did you scale Agile practices for enterprise-level initiatives?
What adaptations to standard Agile practices have you found most effective?
How did you handle dependencies between Agile teams and traditional project teams?

Describe your approach to data governance and data quality in digital transformation initiatives. What specific practices have you implemented? (Technical Proficiency, Strategic Thinking & Planning)

Areas to Cover

Experience establishing data governance frameworks
Approach to data quality management
Understanding of data privacy regulations and compliance
Tools and processes for master data management
Strategies for gaining organizational buy-in for data governance
Metrics used to measure data quality improvement

Possible Follow-up Questions

How have you handled resistance to data governance practices?
What tools or technologies have you used for data quality monitoring?
How have you balanced data accessibility with security requirements?
How did you establish data ownership and stewardship?

How do you approach evaluating and selecting digital technology vendors? Walk me through a specific example. (Strategic Thinking & Planning, Technical Proficiency)

Areas to Cover

Methodology for vendor evaluation and selection
Criteria used for comparing vendors
How they balance features, cost, support, and other factors
Approach to proof of concepts or pilots
Contract negotiation and SLA establishment
Vendor relationship management post-selection

Possible Follow-up Questions

How do you involve stakeholders in the vendor selection process?
How do you evaluate vendors for technologies that are rapidly evolving?
What challenges have you encountered with vendor implementations and how did you address them?
How do you measure vendor performance over time?

What design thinking or other methodologies have you used to ensure digital solutions meet user needs? Provide specific examples. (Strategic Thinking & Planning, Leadership & Collaboration)

Areas to Cover

Experience with design thinking or similar user-centered methodologies
Specific techniques used (user interviews, journey mapping, etc.)
How they balance user needs with business requirements
Approach to prototyping and user testing
Examples of how user input changed solution design
Metrics used to measure user adoption and satisfaction

Possible Follow-up Questions

How do you involve users throughout the design and implementation process?
How do you handle competing priorities between different user groups?
What techniques have you found most effective for gathering genuine user feedback?
How have you measured the impact of user-centered design on digital transformation outcomes?

Interview Scorecard

Technical Knowledge Depth

0: Not Enough Information Gathered to Evaluate
1: Limited technical understanding of key digital technologies
2: Basic knowledge of relevant technologies without deep implementation expertise
3: Strong technical knowledge with practical implementation experience
4: Exceptional technical expertise across multiple domains with advanced implementation experience

Strategic Technology Application

0: Not Enough Information Gathered to Evaluate
1: Struggles to connect technologies to business outcomes
2: Can explain technology benefits but lacks systematic approach to technology selection
3: Demonstrates clear methodology for technology selection and business application
4: Shows exceptional strategic thinking with innovative approaches to applying technology for business advantage

System Integration Experience

0: Not Enough Information Gathered to Evaluate
1: Limited experience with complex system integrations
2: Has managed basic integrations but lacks experience with enterprise-scale challenges
3: Demonstrates strong experience successfully integrating complex systems
4: Exceptional integration expertise with innovative approaches to complex technical challenges

Agile & Project Management

0: Not Enough Information Gathered to Evaluate
1: Limited experience with Agile methodologies in transformation contexts
2: Basic Agile knowledge but limited evidence of successful implementation
3: Strong Agile experience with evidence of successful project delivery
4: Exceptional Agile expertise with innovative adaptations for digital transformation contexts

Design and implement a comprehensive digital transformation strategy within 12 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Lacks technical depth or strategic methodology
2: Likely to Partially Achieve Goal - Has technical knowledge but strategic approach may be incomplete
3: Likely to Achieve Goal - Strong technical foundation with clear strategic methodology
4: Likely to Exceed Goal - Exceptional technical and strategic capability with evidence of accelerated implementation

Successfully deploy major digital initiatives with positive ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited technical implementation experience or ROI focus
2: Likely to Partially Achieve Goal - Some implementation success but ROI approach is underdeveloped
3: Likely to Achieve Goal - Strong implementation experience with clear ROI methodology
4: Likely to Exceed Goal - Exceptional implementation track record with innovative approaches to maximize ROI

Establish metrics and reporting frameworks for measuring business impact

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited experience with metrics development or business impact measurement
2: Likely to Partially Achieve Goal - Basic metrics approach without comprehensive framework
3: Likely to Achieve Goal - Strong metrics methodology with clear business impact focus
4: Likely to Exceed Goal - Sophisticated metrics approach with innovative business impact measurement

Hiring Recommendation

1: Strong No Hire - Significant gaps in technical knowledge or strategic application
2: No Hire - Does not meet our requirements in technical depth or strategic thinking
3: Hire - Strong technical knowledge with clear strategic application ability
4: Strong Hire - Exceptional technical expertise and strategic thinking that would significantly enhance our digital transformation

Leadership & Change Management Interview

Directions for the Interviewer

This interview focuses on assessing the candidate's ability to lead digital transformation initiatives, manage stakeholder relationships, and drive organizational change. Your goal is to evaluate their leadership style, communication skills, and change management approach.

Look for evidence of how they've influenced others without direct authority, managed resistance to change, and built coalitions to support digital initiatives. Strong candidates will demonstrate emotional intelligence, adaptability, and resilience when faced with organizational challenges.

Pay particular attention to how they balance driving change with building consensus, and how they communicate complex digital concepts to non-technical audiences. The ideal candidate should show a track record of successfully leading teams through digital transformation journeys.

Reserve 5-10 minutes at the end for the candidate to ask questions. Their questions can reveal their leadership priorities and how they think about organizational dynamics.

Directions to Share with Candidate

In this interview, we'll explore your leadership experience and change management approach in digital transformation contexts. I'll ask about how you've led teams, managed stakeholders, and driven organizational change. Please provide specific examples from your experience, including both successes and challenges you've faced. Feel free to ask clarifying questions if needed.

Interview Questions

Describe your leadership style. How do you motivate and lead cross-functional teams through digital transformation initiatives? (Leadership & Collaboration)

Areas to Cover

Self-awareness about leadership approach
Experience leading diverse, cross-functional teams
Techniques for motivating technical and non-technical team members
Approach to resolving team conflicts
Methods for building team cohesion during transformation
Examples of adapting leadership style to different situations

Possible Follow-up Questions

How do you handle team members who are resistant to change?
How do you maintain team morale during challenging phases of transformation?
How do you balance giving direction with empowering team autonomy?
Can you share an example of when you had to adjust your leadership approach?

Tell me about a time when you had to manage conflicting priorities from different departments during a digital transformation project. How did you handle it? (Leadership & Collaboration, Project Management & Execution)

Areas to Cover

Specific example of cross-departmental conflict
Approach to understanding different stakeholder perspectives
Negotiation and conflict resolution techniques
How they balanced competing interests
Communication strategies used
Outcome and lessons learned

Possible Follow-up Questions

What early warning signs of conflict did you identify?
How did you maintain relationships with all parties during the conflict?
What would you do differently if faced with a similar situation?
How did this experience influence your approach to stakeholder management?

How do you approach managing change and resistance during digital transformation? Provide a specific example of how you've successfully led an organization through significant digital change. (Change Management & Communication)

Areas to Cover

Change management methodology or framework used
Techniques for identifying and addressing resistance
Communication strategies throughout the change process
How they balanced driving change with addressing concerns
Approach to training and capability building
Metrics used to measure change adoption

Possible Follow-up Questions

How do you identify potential sources of resistance early in the process?
What techniques have you found most effective for gaining buy-in?
How do you sustain change after initial implementation?
How do you handle senior leaders who are resistant to digital change?

How do you communicate complex technical information to non-technical stakeholders? Give an example of how you've successfully bridged this gap. (Change Management & Communication)

Areas to Cover

Techniques for translating technical concepts into business terms
Use of visuals, analogies, or storytelling
Ability to adjust communication based on audience
Experience presenting to executive or board-level stakeholders
Approach to ensuring understanding, not just information transfer
Examples of communication tools or formats used

Possible Follow-up Questions

How do you gauge whether your communication has been effective?
How do you handle technical questions you can't immediately answer?
What communication challenges have been most difficult and how did you overcome them?
How do you maintain technical accuracy while simplifying concepts?

Tell me about a time you failed or encountered a significant setback during a digital transformation initiative. How did you handle it and what did you learn? (Leadership & Collaboration, Strategic Thinking & Planning)

Areas to Cover

Willingness to acknowledge and discuss failures
Specific example with context and outcome
How they responded to the setback
Personal accountability and transparency
Approach to recovery and course correction
Specific lessons learned and how they were applied

Possible Follow-up Questions

How did you communicate the setback to stakeholders?
What warning signs did you miss?
How did this experience change your approach to risk management?
How did you rebuild momentum after the setback?

How do you foster a culture of digital innovation and continuous improvement within an organization? What specific initiatives have you implemented? (Leadership & Collaboration, Strategic Thinking & Planning)

Areas to Cover

Specific programs or initiatives implemented
Approach to encouraging innovation and idea sharing
Experience with innovation methodologies (design thinking, lean startup, etc.)
How they balance innovation with operational needs
Methods for measuring and recognizing innovation
Strategies for spreading innovation beyond initial teams

Possible Follow-up Questions

How do you handle ideas that fail?
How do you encourage participation from more risk-averse employees?
How do you sustain innovation beyond initial enthusiasm?
How do you connect innovation initiatives to business goals?

Interview Scorecard

Leadership Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Shows limited leadership capability or experience leading digital teams
2: Basic leadership skills but may struggle with complex team dynamics
3: Strong leadership abilities with evidence of successfully leading cross-functional teams
4: Exceptional leadership with proven ability to inspire and drive high-performing digital teams

Change Management Capability

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of change management principles or experience
2: Basic change management approach without sophisticated techniques
3: Strong change management methodology with evidence of successful implementation
4: Exceptional change management expertise with innovative approaches to driving adoption

Stakeholder Management

0: Not Enough Information Gathered to Evaluate
1: Struggles to manage complex stakeholder dynamics
2: Can manage basic stakeholder relationships but limited evidence of handling conflicts
3: Strong stakeholder management with evidence of resolving competing priorities
4: Exceptional stakeholder management with sophisticated approaches to building coalitions

Communication Effectiveness

0: Not Enough Information Gathered to Evaluate
1: Communication approach lacks clarity or audience adaptation
2: Basic communication skills but may struggle with complex technical translation
3: Strong communication abilities with evidence of bridging technical and business languages
4: Exceptional communication skills with innovative approaches to making complex concepts accessible

Build and lead cross-functional digital transformation teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited team leadership experience or cross-functional coordination
2: Likely to Partially Achieve Goal - Has led teams but may struggle with complex cross-functional dynamics
3: Likely to Achieve Goal - Strong team leadership with evidence of successful cross-functional coordination
4: Likely to Exceed Goal - Exceptional team leadership with innovative approaches to breaking down silos

Create and execute change management plans for successful adoption

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited change management experience or methodology
2: Likely to Partially Achieve Goal - Basic change management approach with inconsistent results
3: Likely to Achieve Goal - Strong change management methodology with evidence of successful adoption
4: Likely to Exceed Goal - Sophisticated change management approach with exceptional adoption results

Foster a culture of digital innovation and continuous improvement

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited experience with culture change or innovation initiatives
2: Likely to Partially Achieve Goal - Some culture initiatives but without comprehensive approach
3: Likely to Achieve Goal - Strong culture change methodology with evidence of innovation impact
4: Likely to Exceed Goal - Exceptional culture transformation expertise with measurable innovation outcomes

Hiring Recommendation

1: Strong No Hire - Significant gaps in leadership or change management capabilities
2: No Hire - Does not meet our requirements in leadership effectiveness or change capability
3: Hire - Strong leadership and change management abilities aligned with our needs
4: Strong Hire - Exceptional leadership and change management expertise that would significantly enhance our transformation

Executive Interview

Directions for the Interviewer

This final interview allows senior leadership to assess the candidate's strategic vision, cultural fit, and alignment with the organization's digital transformation goals. Focus on understanding how the candidate's experience and approach will address your specific business challenges and advance your digital agenda.

This conversation should be more strategic and less tactical than previous interviews. Explore the candidate's vision for digital transformation, their perspective on emerging trends, and their thoughts on balancing innovation with execution. Also assess their values and working style to ensure alignment with your organization's culture.

Pay attention to how the candidate articulates the business value of digital transformation and how they plan to measure success. Strong candidates will demonstrate a clear understanding of how digital initiatives contribute to business objectives beyond technology implementation.

Leave adequate time (15-20 minutes) for the candidate to ask questions. Their questions can reveal their strategic priorities and how they're thinking about the role within your organization.

Directions to Share with Candidate

In this conversation, I'd like to explore your vision for digital transformation and how you would approach the specific challenges and opportunities at our organization. We'll discuss your perspective on digital trends, how you measure success, and your thoughts on our digital journey. This is also your opportunity to ask questions about our strategy, culture, and expectations for this role. I look forward to an open and insightful discussion.

Interview Questions

Based on what you've learned about our organization, what do you see as our most significant digital transformation opportunities and challenges? (Strategic Thinking & Planning)

Areas to Cover

Depth of research and understanding of the organization
Ability to identify relevant opportunities aligned with business goals
Realistic assessment of potential challenges
Strategic thinking about competitive advantage through digital
Balance between quick wins and longer-term transformation
Connection of digital opportunities to specific business outcomes

Possible Follow-up Questions

How would you prioritize these opportunities?
What would be your approach to addressing our most significant challenge?
How does your experience prepare you to tackle these specific issues?
What additional information would you need to refine your assessment?

What major digital trends do you believe will most impact our industry in the next 3-5 years, and how should we prepare for them? (Strategic Thinking & Planning, Technical Proficiency)

Areas to Cover

Knowledge of relevant industry trends and disruptions
Understanding of emerging technologies and their potential impact
Strategic thinking about competitive positioning
Approach to monitoring and evaluating trends
Balance between innovation and practical implementation
Risk assessment and mitigation strategies

Possible Follow-up Questions

How do you distinguish between meaningful trends and hype?
How would you build organizational capabilities to address these trends?
What investments would you recommend we make now to prepare?
How have you helped previous organizations navigate similar digital shifts?

How would you approach building and executing our digital transformation roadmap in your first year? (Strategic Thinking & Planning, Project Management & Execution)

Areas to Cover

Approach to assessing current state and defining future state
Methodology for roadmap development and prioritization
Stakeholder engagement strategy
Governance and decision-making framework
Balance between quick wins and foundational capabilities
Approach to measuring progress and adjusting course

Possible Follow-up Questions

How would you gain organizational alignment around the roadmap?
What critical dependencies would you need to address?
How would you balance existing operations with transformation initiatives?
How would you handle competing priorities from different business units?

How do you measure the success of digital transformation initiatives, and how do you communicate that value to different stakeholders? (Strategic Thinking & Planning, Change Management & Communication)

Areas to Cover

Specific KPIs and metrics used for different types of initiatives
Approach to establishing baselines and targets
Experience with value tracking and realization
Methods for connecting digital metrics to business outcomes
Communication strategies for different stakeholder groups
Experience with executive and board-level reporting

Possible Follow-up Questions

How do you handle initiatives where ROI is difficult to quantify?
How do you maintain stakeholder confidence during longer transformation journeys?
How have you handled situations where metrics showed unexpected results?
How do you balance quantitative and qualitative measures of success?

Tell me about your approach to innovation. How do you balance exploring new possibilities with delivering reliable results? (Leadership & Collaboration, Strategic Thinking & Planning)

Areas to Cover

Innovation philosophy and methodology
Experience fostering innovation in previous roles
Approach to risk management in innovation contexts
Methods for evaluating and selecting innovation opportunities
Balance between exploration and execution
Examples of successful innovations implemented

Possible Follow-up Questions

How do you create space for innovation within delivery pressures?
How do you handle innovative ideas that don't align with strategic priorities?
How do you build innovation capabilities across an organization?
How do you measure the success of innovation initiatives?

What questions do you have for me about our digital strategy, organization, or expectations for this role?

Areas to Cover

Quality and relevance of the candidate's questions
Strategic thinking demonstrated in questions
Understanding of organizational challenges
Interest in business outcomes versus technical implementation
Cultural fit indicators
Questions about leadership expectations and success criteria

Possible Follow-up Questions

This section is for the candidate's questions, but you may ask clarifying questions about why certain topics are important to them.

Interview Scorecard

Strategic Vision

0: Not Enough Information Gathered to Evaluate
1: Limited strategic vision or understanding of digital possibilities
2: Basic strategic thinking but lacks depth or innovation
3: Strong strategic vision well-aligned with business objectives
4: Exceptional strategic vision with innovative thinking about digital possibilities

Business Acumen

0: Not Enough Information Gathered to Evaluate
1: Limited understanding of business drivers and financial impacts
2: Basic business understanding but struggles to connect digital to business outcomes
3: Strong business acumen with clear connection of digital to value creation
4: Exceptional business understanding with sophisticated value creation perspectives

Industry & Market Knowledge

0: Not Enough Information Gathered to Evaluate
1: Limited industry knowledge or understanding of competitive landscape
2: Basic industry familiarity without deep insight into digital implications
3: Strong industry knowledge with clear understanding of digital opportunities
4: Exceptional industry expertise with forward-thinking perspective on digital disruption

Executive Presence & Communication

0: Not Enough Information Gathered to Evaluate
1: Communication lacks clarity, confidence, or executive-level framing
2: Basic communication skills but may not consistently inspire confidence
3: Strong communication with appropriate executive-level framing
4: Exceptional communication that inspires confidence and builds immediate credibility

Design and implement a comprehensive digital transformation strategy within 12 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Strategic approach lacks depth or practicality
2: Likely to Partially Achieve Goal - Strategy has merit but implementation vision is incomplete
3: Likely to Achieve Goal - Strong strategic vision with clear implementation path
4: Likely to Exceed Goal - Exceptional strategic vision with innovative implementation approach

Establish metrics and reporting frameworks that demonstrate business impact

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited understanding of metrics or business impact measurement
2: Likely to Partially Achieve Goal - Basic metrics approach without comprehensive framework
3: Likely to Achieve Goal - Strong metrics framework with clear business impact focus
4: Likely to Exceed Goal - Sophisticated metrics approach with innovative business impact measurement

Foster a culture of digital innovation and continuous improvement

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Limited vision for culture change or innovation
2: Likely to Partially Achieve Goal - Basic understanding of culture needs without comprehensive approach
3: Likely to Achieve Goal - Strong cultural vision with clear implementation strategies
4: Likely to Exceed Goal - Exceptional cultural vision with innovative approaches to transformation

Hiring Recommendation

1: Strong No Hire - Significant gaps in strategic vision or executive capability
2: No Hire - Does not meet our requirements for senior digital leadership
3: Hire - Strong strategic vision and executive capability aligned with our needs
4: Strong Hire - Exceptional strategic vision and leadership that would significantly advance our digital agenda

Debrief Meeting

Directions for Conducting the Debrief Meeting

The Debrief Meeting is an open discussion for the hiring team members to share the information learned during the candidate interviews. Use the questions below to guide the discussion.

Start the meeting by reviewing the requirements for the role and the key competencies and goals for success. Remind everyone of the Essential Behavioral Competencies: Strategic Thinking & Planning, Change Management & Communication, Project Management & Execution, Technical Proficiency, and Leadership & Collaboration.

The meeting leader should strive to create an environment where it is okay to express opinions about the candidate that differ from the consensus or from leadership's opinions.

Scores and interview notes are important data points but should not be the sole factor in making the final decision.

Any hiring team member should feel free to change their recommendation as they learn new information and reflect on what they've learned.

Questions to Guide the Debrief Meeting

Does anyone have any questions for the other interviewers about the candidate?

Guidance: The meeting facilitator should initially present themselves as neutral and try not to sway the conversation before others have a chance to speak up.

Are there any additional comments about the Candidate?

Guidance: This is an opportunity for all the interviewers to share anything they learned that is important for the other interviewers to know.

Based on what we've heard, how well does this candidate align with our digital transformation vision and needs?

Guidance: Focus the discussion on specific examples from the interviews that demonstrate the candidate's ability to understand and advance your digital strategy.

Is there anything further we need to investigate before making a decision?

Guidance: Based on this discussion, you may decide to probe further on certain issues with the candidate or explore specific issues in the reference calls.

Has anyone changed their hire/no-hire recommendation?

Guidance: This is an opportunity for the interviewers to change their recommendation from the new information they learned in this meeting.

If the consensus is no hire, should the candidate be considered for other roles? If so, what roles?

Guidance: Discuss whether engaging with the candidate about a different role would be worthwhile.

What are the next steps?

Guidance: If there is no consensus, follow the process for that situation (e.g., it is the hiring manager's decision). Further investigation may be needed before making the decision. If there is a consensus on hiring, reference checks could be the next step.

Reference Checks

Directions for Conducting Reference Checks

Reference checks are a critical final step in the hiring process for a Digital Transformation Manager. They provide valuable third-party perspectives on the candidate's past performance, leadership style, and effectiveness in driving digital change.

When conducting reference checks:

Ask the candidate to arrange calls with 2-3 references who can speak specifically to their digital transformation experience
Request a mix of references including a former manager, a peer or cross-functional partner, and someone who reported to them
Focus questions on the Essential Behavioral Competencies identified for this role
Listen for specific examples rather than general assessments
Pay attention to both what is said and what is not said
Look for consistency across references and with what you learned during interviews

Remember that reference checks should be used to validate your impressions from the interview process, but also to uncover new information. Be particularly attentive to feedback about the candidate's change management approach, stakeholder engagement, and ability to achieve measurable results.

The same questions can be used with multiple references, though you may want to tailor some questions based on the reference's relationship to the candidate.

Questions for Reference Checks

In what capacity did you work with [Candidate], and for how long?

Guidance: Establish the context of the relationship, including reporting lines, project involvement, and duration. This helps you assess the reference's perspective and the depth of their knowledge about the candidate.

Can you describe a specific digital transformation initiative that [Candidate] led or played a significant role in? What was their contribution and what were the outcomes?

Guidance: Listen for concrete examples of the candidate's involvement and impact. Probe for measurable results and how they were achieved. Compare this to what the candidate told you during interviews.

How would you describe [Candidate]'s leadership style, particularly when managing cross-functional teams through digital change?

Guidance: Look for insights into how the candidate builds relationships, influences without authority, and handles organizational dynamics. Pay attention to mentions of adaptability, emotional intelligence, and conflict resolution.

What would you say are [Candidate]'s greatest strengths in managing digital transformation? Can you provide specific examples?

Guidance: Note whether the strengths mentioned align with your Essential Behavioral Competencies. Ask for examples that illustrate these strengths in action, not just general statements.

In what areas has [Candidate] needed to grow or develop? How have you seen them address these areas?

Guidance: This question often reveals more honest feedback than asking about weaknesses. Listen for the candidate's self-awareness and ability to learn and adapt. Pay attention to whether growth areas would be critical limitations in your context.

How effective is [Candidate] at communicating complex digital concepts to non-technical stakeholders and building buy-in for digital initiatives?

Guidance: Communication and change management are critical for this role. Listen for specific techniques or approaches the candidate uses and how effective they are with different stakeholder groups.

On a scale of 1-10, how likely would you be to hire or work with [Candidate] again for a digital transformation leadership role? Why?

Guidance: This question often reveals the reference's true assessment. Listen carefully to the explanation – sometimes a lower score with thoughtful context is more valuable than a perfect score with little substantiation.

Reference Check Scorecard

Strategic Thinking & Planning

0: Not Enough Information Gathered to Evaluate
1: Reference indicates limited strategic capability or mixed results
2: Reference suggests adequate strategic thinking with some successful initiatives
3: Reference confirms strong strategic capabilities with consistent positive outcomes
4: Reference highlights exceptional strategic vision with transformative results

Change Management & Communication

0: Not Enough Information Gathered to Evaluate
1: Reference indicates challenges with change management or stakeholder communication
2: Reference suggests adequate change management skills with mixed adoption results
3: Reference confirms strong change management capabilities with consistent adoption success
4: Reference highlights exceptional change management expertise with transformative cultural impact

Project Management & Execution

0: Not Enough Information Gathered to Evaluate
1: Reference indicates inconsistent project delivery or scope management issues
2: Reference suggests adequate project management with most deliverables achieved
3: Reference confirms strong project management with consistent on-time, on-budget delivery
4: Reference highlights exceptional execution excellence with innovative approaches to delivery

Leadership & Collaboration

0: Not Enough Information Gathered to Evaluate
1: Reference indicates leadership challenges or limited cross-functional effectiveness
2: Reference suggests adequate leadership with some team or stakeholder management success
3: Reference confirms strong leadership with consistent team performance and stakeholder alignment
4: Reference highlights exceptional leadership with transformative impact on teams and organizations

Design and implement a comprehensive digital transformation strategy within 12 months

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Reference indicates past challenges with strategy development or implementation
2: Likely to Partially Achieve Goal - Reference suggests some strategy success with limitations
3: Likely to Achieve Goal - Reference confirms successful strategy development and implementation
4: Likely to Exceed Goal - Reference highlights exceptional strategy success with accelerated implementation

Successfully deploy major digital initiatives with positive ROI

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Reference indicates past challenges with implementation or ROI achievement
2: Likely to Partially Achieve Goal - Reference suggests some implementation success with mixed ROI results
3: Likely to Achieve Goal - Reference confirms successful implementations with demonstrated ROI
4: Likely to Exceed Goal - Reference highlights exceptional implementation success with significant ROI

Build and lead cross-functional digital transformation teams

0: Not Enough Information Gathered to Evaluate
1: Unlikely to Achieve Goal - Reference indicates past challenges with team leadership or cross-functional coordination
2: Likely to Partially Achieve Goal - Reference suggests some team success with limitations
3: Likely to Achieve Goal - Reference confirms successful team leadership with effective cross-functional cooperation
4: Likely to Exceed Goal - Reference highlights exceptional team leadership with transformative collaboration

Frequently Asked Questions

How should I adapt this interview guide for different industries?

This guide is designed to be flexible across industries. Focus on tailoring the digital transformation strategy exercise to reflect industry-specific challenges and ensure technical questions address relevant technologies for your sector. You might also adjust competency weightings – for example, emphasizing technical proficiency more heavily in technology companies or change management in traditional industries undergoing significant digital disruption.

What if a candidate has strong technical skills but seems weaker in change management?

Consider the specific needs of your organization and the support structure around this role. If you have strong change management capabilities elsewhere in the organization, a technically-strong candidate might be acceptable. However, digital transformation success typically requires both technical expertise and change leadership. You might consider additional assessment specifically focused on change management or explore whether the candidate could develop these skills with proper coaching.

How should the interview process change for internal versus external candidates?

For internal candidates, you can focus more on leadership, strategic thinking, and change management capabilities since you likely already have evidence of their technical skills and cultural fit. Modify the digital transformation strategy exercise to focus on actual company challenges they haven't previously addressed. For external candidates, put more emphasis on technical knowledge assessment and cultural fit. The science of sales hiring applies equally to both groups – structured interviewing is still essential.

Should we include team members in the interview process?

Yes, involving future team members, especially those who will work closely with the Digital Transformation Manager, provides valuable perspective and helps with eventual buy-in. Consider including them in the Leadership & Change Management interview or as additional interviewers in a panel format. This approach helps assess cultural fit and provides the candidate with insight into the team they'll be working with. Our blog on candidate debriefs explains why these multiple perspectives are valuable.

How can we assess a candidate's ability to handle our specific digital transformation challenges?

Customize the Digital Transformation Strategy Exercise to directly address a current challenge your organization is facing. You can also add specific questions about comparable challenges in the Technical & Strategic Interview. Consider incorporating a case study discussion about a failed or stalled digital initiative at your company to see how the candidate would approach course correction.

What if we need to conduct these interviews remotely?

Remote interviews can be just as effective with proper preparation. Ensure all technology is tested beforehand, and provide clear instructions to candidates about the platform you'll be using. For the Digital Transformation Strategy Exercise, use screen sharing for presentations and consider sending materials in advance. Pay extra attention to communication skills and executive presence in a virtual setting, as these can be harder to assess remotely.