Stryker Ltd. Mock Interview
Master 35 Stryker Ltd. interview questions covering medical device sales, clinical knowledge, and customer-focused problem solving.
Question 18 of 35
In the medical device industry, it is important our teams are cohesive so we can continue to drive excellence. Tell me about a time you gave feedback to a peer.
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Example Answer
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Ryan Brunner has over ten years of experience recruiting, interviewing, and hiring candidates in the healthcare, public service, and private manufacturing/distribution industries.
Stryker's mission in medical technologies to make healthcare better is a true team effort. No matter what department you are interviewing to join, your interviewer will want to know that you are always open and willing to give feedback to your peers. Here, they ask you to give a direct example of a time you did just this. What they'll really be listening for as you answer is that you handled all communications regarding the feedback in a professional and constructive manner, while ensuring that the person you were giving feedback to was able to grow and learn from your thoughts.
Ryan Brunner has over ten years of experience recruiting, interviewing, and hiring candidates in the healthcare, public service, and private manufacturing/distribution industries.
"I appreciate this question because I always take pride and responsibility in helping others in their work. Just a few weeks ago, I could see a colleague was lagging behind on important project work. I sat down with them for about 30 minutes to get a better gauge of their entire workload and it became pretty evident that some simple organization and time management techniques would help keep them on task much better. My approach was to give them some tips on what I do to prioritize my tasks and block time for things like managing the email inbox and working on project tasks. I never take the approach of demanding someone do things my way or a better way, but rather I explain some ways of doing things and let them decide if they want to adopt new ways of doing things. My colleague was very appreciative and I'm confident that my colleagues here at Stryker would always be welcome to this approach from me."
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Anonymous Answer
I recently had to tell a clinical team member of mine that a patient he was trying to help felt he didn't show enough empathy. I chose to have this discussion with him in person because I thought it to be too personal for a phone conversation. We sat down and had an open discussion about what happened and how he can make improvements to his interactions and eliminate this perception in the future. We never dealt with the issue again.
Lauren's Feedback
This is a great example. I suggest speaking to your leadership skills when providing this scenario. See below.
I recently provided feedback to one of my clinical team members. A patient expressed feeling a lack of empathy from my employee, so I set-up a meeting to discuss the feedback. Due to the nature of the feedback, I decided a face-to-face meeting was more appropriate. During our open meeting, we discussed the incident and brain-stormed ways to handle it differently. To date, I have not had to revisit the same issue. I believe in leading with a client-centered approach; I do not demean my staff when providing feedback, but rather empower them with ways to enhance their skills for future patient interface. I lead by example, so when I need to provide constructive feedback, I am met with openness and an interest in learning.
Anonymous Answer
I was at a meeting where it was clear that one of my colleagues shot down almost every idea we had. He was new to the team, and I don't believe he was aware of how distracting this behavior had become. When we had our lunch break, I sat with him and learned that he felt he wasn't being heard. I suggested approaching the meeting from a place of contribution rather than feeling like an outsider, and this gave him the confidence to know that he was an integral part of the team.
Rachelle's Feedback
It sounds like your feedback was honest but delivered in a kind way. Nice answer!
Anonymous Answer
At my previous company, I was sitting next to a coworker when I overheard her becoming upset and frustrated with the customer. I asked her to put the phone on mute. I reminded her that the customer was mad at the situation, and not mat at her. I coached her not to take the situation personally and to find empathy for the customer.
Rachelle's Feedback
It sounds like you gave excellent advice!
Anonymous Answer
I sat in with the Managing Director in a non-culpable termination discussion. After the discussion and the administration portion was completed, he called and asked me for my feedback. I provided him with my comments. We sat together during another discussion involving one of his direct reports; he asked me afterward if he had improved. He told me that he had a post-it note on his phone, reminding him of my comments.
Rachelle's Feedback
This is a great example of you providing feedback that someone respected enough to implement immediately. Was there a significant improvement? Would you say that your feedback and comments helped this person?
Anonymous Answer
One of my peers was arguing with a resident and was upset because the resident was yelling at them. My peer was new to the facility, and I knew the resident more than them and how they like things done. I pulled my peer aside and advised her to try not to get frustrated and control their tone with the resident. I explained that it wasn't personal; the resident is just frustrated at their lack to care for himself, and a better way to go about it is to ask them what they can do themselves and how you can help.
Rachelle's Feedback
It's great that you took the initiative to intervene and teach this coworker. Your advice came from a place of care, understanding, and empathy, which is very important.
Anonymous Answer
I received training in giving and receiving feedback. I remember a time when I decided to give feedback to a colleague because she was processing orders in a slow way and at the end of the day the rest of the colleagues needed to struggle to taker her orders and process them before 6 PM. I told her she was loved, creative and I really enjoyed having her net to me because it was a lot of fun. I suggested using the Pomodoro method for the last 2 hours of the day to be focused on entering all orders in due time and it really worked for her and the team.
Cindy's Feedback
Good! The purpose of this question is to test how you'd have a challenging conversation without compromising the team environment. I'd recommend explaining the impact of your feedback on your colleague. I'd also explain how your training helped you deliver the feedback constructively.
Anonymous Answer
A co-worker asked me to proofread a PowerPoint presentation. I told her that some of the slides were too cluttered and hard to read. I asked her if she wanted me to help her re-organize a few slides and after that, she thanked me for helping her.
Marcie's Feedback
Can you talk more about what the Powerpoint presentation was on? Beyond thanking you, did she then go forward and ace her presentation with her revamped slides? Emphasize how your actions benefited her and how she carried the lesson you taught her with her into the future. The more details you can provide, the more meaningful your answer will be to the interviewer.
Anonymous Answer
It was during the quality review board. I told the meeting presenter he was a good meeting coordinator by setting up the meeting via a meeting request and very organized by presenting in an orderly manner. I also told him great job in front of the team.
Amanda's Feedback
This is a good start! You've given an example of positive feedback. Now, balance your response by sharing a time when you provided constructive criticism to a peer. Talk about how you approached the situation, how the individual responded, and what the ultimate outcome was for your team.
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