We are innovative and open-minded: police CVF examples and how to write your answer
Updated · 3 min read
'We are innovative and open-minded' is about being open to new ideas, other people's views and different ways of working, and trying something new when the usual approach isn't working. Assessors want to see curiosity and flexibility, not grand inventions. A small change that worked, or a time you changed your mind, can be a great answer.
'We are innovative and open-minded' is one of the six competencies in the College of Policing's Competency and Values Framework (CVF), updated in 2024. You'll meet it in application forms, assessment processes, interviews and promotion boards. Our main CVF guide covers the whole framework; this page goes deep on 'We are innovative and open-minded'.
What assessors look for
- You were open to other people's ideas and perspectives.
- You questioned 'the way it's always been done' when it wasn't working.
- You tried a new approach, and thought about the risks.
- You learned from the result, whether it worked or not.
Showing the values at the same time
The three CVF values (courage, respect and empathy, and public service) run through every competency. Being open-minded goes hand in hand with respect and empathy: listening properly to people with different views and backgrounds. Show that you did.
How the question is usually worded
- Give an example of when you came up with a new way of doing something.
- Tell us about a time you changed your mind after listening to someone else.
- Describe a time you tried a different approach because the usual one wasn't working.
An example answer
As events secretary for my university's volunteering society, I was asked to boost sign-ups for our weekly litter picks, which were attracting about five people. The committee's plan was to put up more posters, as we always had. I suggested we ask the students who had signed up but never come why they hadn't. I sent a short two-question survey, and 40 people replied. Most said the 9am Saturday start was too early and they didn't know anyone else going. One committee member felt changing the time would upset our regular volunteers, so I asked those five what they thought. Four were happy to move to the afternoon. We trialled 2pm starts and a 'bring a friend' message, and partnered with a local café that offered a free drink to everyone who took part. Within six weeks, average attendance rose from five to 22. The café now sponsors the events, and the approach of asking non-attenders has been adopted by two other societies. I learned that the best new idea is often found by asking the people you're not reaching.
- Questions the usual approach with evidence
- Listens to different views, including a doubter
- Tests the new idea as a trial
- Clear result, and the idea spreads
Your examples don't have to come from policing. Most applicants use work, volunteering, sport or study. What matters is that it clearly shows the competency, and what you personally did.
Common mistakes
- Describing an idea without saying whether it was tried or worked.
- Ignoring the 'open-minded' half: listening to and learning from others.
- Choosing a change that was risky or unauthorised without saying how you managed that.
The CVF describes each competency at different levels for different roles, so read the indicators for the level on your force's advert, and check which version of the framework they're using. Then save your best 'We are innovative and open-minded' answer: it will come up again at interview, and again at promotion. The STAR method is the structure behind every answer on this page.
Frequently asked questions
- Does my idea have to be original?
- No. Bringing in an idea from somewhere else, or trying something new to your team, counts. What matters is that you were open to change and made it work.
- Can I write about changing my mind?
- Yes. A time you listened to someone, realised you were wrong and changed your approach is a strong way to show open-mindedness.