"During my career, I have been involved in the creation of two different performance management system creations and both have provided a ton of insight to me looking to move into this role. I have been a part of creating effective evaluation tools that are used to drill down to the KSAs required for a particular job. This process entailed detailed job evaluations to help in identifying key performance measures for each job. The tool-creating process also offered me the chance to design and create some great feedback guidelines that hiring managers were trained on. I think this experience will pay off very well for your clients that are in need of creating or revamping their current performance management systems."

"In my current role, I have worked with our management and leadership staff on education and training for a new performance management system that my organization began using two years ago. While the technical side of learning the electronic evaluation program was very important, our leaders found the background knowledge around the evaluation process even more helpful. During that training, we talked about the importance that effective performance management played in reducing turnover and boosting employee satisfaction and gave our leaders great tips and tricks to use with their staff. I'd love to bring these things here to work with the clients of Hay Group."

Break down your approach to training. Detail the tricks of the trade you've picked up along the way which you attribute to your success. Demonstrate the soft people skills you apply to effectively coach leaders while getting them to adapt their styles to yours.

In your examples place emphasis on the true worth of your coaching by quantifying the effectiveness of the skills and methods you impart. Whether those you coached were optimistic or skeptical going in, is not nearly as important as how they came around in the end.