30 Leadership Interview Questions & Answers
1. If you were hired for this position, what are the first changes you would implement?
How to Answer
Most organizations want to avoid onboarding someone who will make sweeping changes immediately. Sudden changes are hard on a team and can often result in knee-jerk reactions such as resignations.
Explain to the interviewer that you plan first to observe to gain a better understanding of the organization's culture and team dynamics. Focus your discussion on building a strong rapport with your new team.
If you are applying for a promotion within your current organization, you may already know what changes you would like to make upon receiving this position. Share with the interviewer what you have observed while in your current job, the changes you would make, and why you would make those changes.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"If offered this position, I do not believe that major immediate change would be the answer. My initial approach would be to have a 1:1 meeting with everyone on the leadership team. I want to learn what the greatest challenges are and how I can alleviate those difficulties. From there, the trickle effect will be strong, and we will see an increase in sales and employee engagement. Only after that first positive shift would I consider a stronger approach to change."
Written by Rachelle Enns on June 11th, 2020
Admin
"I would address any urgent and glaring issues immediately; however, I want to wait for the implementation of significant changes only after I have a thorough understanding of your organizational dynamics."
Written by Rachelle Enns on June 11th, 2020
Manager
"I would prefer to observe the everyday activity within your organization before making significant changes. I plan to make an impact quickly; however, I don't want to jump the gun and make costly mistakes."
Written by Rachelle Enns on June 11th, 2020
Marketing
"Being the newest person in the organization, I would be wary of making any big changes off the bat. That said, I'd look at what has happened in the previous years' calendar for marketing initiatives and how they impacted sales. I would sit down with the team to understand the goals for the next 3, 6, 9, and 12 months so that I can make my best recommendations on how to be impactful in the coming year."
Written by Rachelle Enns on June 11th, 2020
Retail
"I like to train in current processes before making changes. I know that my first question would be to ask what is not working. If I can see a quick fix to try, I will go after it, but I would likely still need to learn more about the business' operations and current struggles before making any changes."
Written by Rachelle Enns on June 11th, 2020
Sales
"It's important for me to first understand the company culture, dynamics, values, and individual players, not to mention the short and long-term goals of the organization before making changes. I would wait for my onboarding process to be complete, then shadow the key players on my team and within the organization, to understand how the pieces fit together. I think it's essential not only to observe but also to listen to the team that predates me. I want to hear what they think is or is not working. Only after active listening and learning, watching, and evaluating would I begin to effect change."
Written by Rachelle Enns on June 11th, 2020
Teacher
"I would take a week or two to observe my class before making any changes. I am wary of shuffling kids around too much as most tend to be creatures of habit that resist change. My changes might be in the form of introducing more multi-media and hands-on opportunities or perhaps swapping the seating arrangement."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I wouldn't change anything right away. I would listen to the team and observe for a few weeks, then make priorities on what I would like to change based on people's feedback and my personal observations."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Wonderful response! This is perfect.
2. Do you see yourself a leader? When have you led a team?
How to Answer
Perhaps you have led a club at work, been a coach for a youth sports team, or were on the advisory board for a non-profit organization. You should always be prepared to show the interviewer that you have a natural ability to lead others. Whether you have led a group of 500 or a team of 2, you must display to the interviewer that you are capable of handling the responsibility that comes with being a leader and mentor.
Talk about your desire to be a leader. Share with the interviewer that you strive to be a role model for others. Explain that you jump at the opportunity to lead groups, encourage your counterparts, and be the face of the organization when challenges arise.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"In my current position, I am the President of the Social Committee. I love that I have the opportunity to encourage employee engagement while being a positive influence on the workplace culture. I am a natural leader because I start with leading by example, no matter my position. As a leader, I make myself available to others who need mentorship, a bit of assistance in adjusting to their role, or just a listening ear when they've had a tough day. I am confident in my leadership abilities and look forward to joining your team in a leadership role."
Written by Rachelle Enns on June 11th, 2020
Admin
"Although I have never officially led in the workplace, I do take on a volunteer coordinator role on the weekends with the local animal shelter. I have many qualities that will make me a good leader. I am a keen listener, and I understand how to look at the big picture without losing momentum while performing small tasks."
Written by Rachelle Enns on June 11th, 2020
Manager
"I do see myself as a leader. I currently oversee 50 employees in my company's 2nd shift production line. I host team meetings, disseminate information, monitor performance, approve scheduling and timesheets, and more. I enjoy being responsible for the activities of others while also encouraging them to take accountability for their performance."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I would certainly consider myself a leader, though I'm not currently in a management role. In my previous career, I managed a small sales team. Now, in marketing, I collaborate with and encourage my team without being in an official management position. In my next leadership role, I will lead my team by showing respect, setting high but reasonable expectations, and fostering a collaborative environment where all ideas are encouraged. The beauty of being a true leader is that I don't need to be in an official position of management to exude leadership qualities."
Written by Rachelle Enns on June 11th, 2020
Retail
"I have always been a confident leader, and I thoroughly enjoy being a team leader. I have been the Assistant Manager with my company for two years now and love to lead by example and train new employees. I lead a team of eight and usually train a new employee once per month."
Written by Rachelle Enns on June 11th, 2020
Sales
"I see myself as a leader. Not only have I managed a junior sales team in two prior roles, but I also believe that leadership does not always equate to management. I am sure to lead at all times by providing the best model of enthusiasm and work ethic. I am open to new ideas and love to tackle a new project which, to me, embodies leadership."
Written by Rachelle Enns on June 11th, 2020
Teacher
"I do see myself as a leader. I lead in the classroom, I help coach extra-curricular athletics, and I encourage my fellow educators. Leadership, to me, is a mindset versus an official title."
Written by Rachelle Enns
User-Submitted Answer
"Leadership is about influence, and I have the ability to influence people, so I see myself as a leader. I have led my team on several occasions, the latest being to implement the SQCDP process, which helped to improve safety and delivery performance up from 60% to 95%."
Written by an Anonymous User

Our Professional Interview Coach
Lauren McCabe Reviewed the Above Answer
Great response! This answer can affirm your confidence as a leader.
"I certainly consider myself a leader; I lead by example and positively influence those around me. I have led teams many times throughout my career. A notable accomplishment was leading a team to success by improving safety and delivery from 60% to 95%."
3. Tell me about your leadership qualities.
How to Answer
The interviewer would like to know what you consider to be your best leadership qualities and how these qualities apply to them and their needs as a company. When describing your leadership qualities, avoid general terms or cliche statements, and give a unique answer.
A great leader is someone who people naturally want to follow. They have exceptional interpersonal skills and the ability to build relationships with nearly any personality type. A respected leader will take ownership of their mistakes and will always lead their team by example. True leaders see the importance of motivating others and recognizing even the smallest achievements.
To get you started, with which of these qualities do you most identify?
- Confident
- Optimistic
- Encouraging
- Accountable
- Engaged
- Passionate
- Integrous
- Loyal
- Charismatic
When describing your leadership qualities, be sure to tie your response to the characteristics and approach the company is seeking. You can uncover this information by carefully reading the company's job posting, website careers page, or social media posts related to its teamwork approach.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"My leadership qualities have grown over the years, and continue to shift as I find new resources. Lately, I have been learning a lot from Robin Sharma, the author of 'The Monk Who Sold His Ferrari' book series. Robin takes an approach that balances mindfulness with stress management, which then equates to a balanced leadership approach. I know your organization is seeking mindful leaders who encourage, teach, and lead from a place of understanding, which was why I chose to apply for this leadership opportunity."
Written by Rachelle Enns on June 11th, 2020
Admin
"I possess leadership qualities such as diligence, tenacity, and two-way communication. I am diligent in the sense that I follow company policy and lead by example. When it comes to tenacity in leadership, I am a consistent source of help and information to my other team members. I communicate like a leader because I make myself available to teach and also to learn. From my research, I understand that these are core characteristics of your existing leadership team, which makes me believe that my leadership qualities will be a natural fit."
Written by Rachelle Enns on June 11th, 2020
Manager
"I have taken many workshops and courses to improve my leadership skills over the years. My leadership qualities are best summed as dedicated, attentive, and motivating. I like to recognize my employees' small wins because that motivates them to continue achieving."
Written by Rachelle Enns
Marketing
"I believe I lead effectively by showing others respect regardless of their position or title, creating an open environment in which everyone knows that ideas are welcome, and setting achievable but high expectations for myself and the teams that I work on."
Written by Rachelle Enns
Retail
"My strongest leadership qualities are empathy, drive, and a passion for mentorship. Before approaching any personnel situation, I put myself in their shoes and figure out how I should approach the person to create the most constructive conversation. My drive and enthusiasm in the workplace are contagious. This drive ensures that, whether I am in a formal leadership role or not, I am still a positive influence on my coworkers. As a mentorship-minded leader, I naturally seek out the best in people, then help them to increase their performance based on their strengths."
Written by Rachelle Enns on June 11th, 2020
Sales
"AI am enthusiastic, adaptable, and thirsty for knowledge. As an enthusiastic leader, I want to nurture others to their fullest potential. I display adaptability by taking a positive approach in the face of change, even if my team doesn't always embrace that change at first. I love to be an example to follow and to guide others to boost their careers, which is why I spend a lot of time listening to leadership-focused podcasts and reading books on leadership. I like to take this knowledge and pass it along to my team and peers. Do you feel that my leadership qualities would be a good match for your organizations' culture?"
Written by Rachelle Enns on June 11th, 2020
Teacher
"I lead my students by being passionate and charismatic towards new learning concepts. I encourage exploration and let them know that it's okay to make a mistake while learning new concepts."
Written by Rachelle Enns
User-Submitted Answer
"I possess integrity, problem-solving skills, and self-motivation. I have integrity and when it comes to tough decisions, I am ethically and morally grounded and would not compromise others. I love to problem solve and try to figure out an easier or quicker way of processes without losing quality. Finally, I am self-motivated to do my best and I think this is important because as a leader you lead by example, and motivating yourself can lead others to be self-motivated too."
Written by an Anonymous User

Our Professional Interview Coach
Stephanie Cafaro Reviewed the Above Answer
Integrity, problem-solving, and self-motivation are all valuable leadership qualities. You could strengthen this response by providing a specific example. For example, if you have faced a tough decision at work when you showed integrity, you could briefly share that situation and how you exhibited integrity.
4. When do you best demonstrate yourself as a leader?
How to Answer
The interviewer wants to know that you are confident about your leadership abilities and that you understand when your leadership skills have been most useful.
Perhaps you best demonstrate yourself as a leader when your manager is away. Maybe you often jump into a leadership mindset when a co-worker is struggling. Think about a recent time when an employee on your team was victorious at something because of your leadership skills. Discuss the scenario and how your leadership skills made the difference.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I best demonstrate myself as a leader when I know that a coworker could use my assistance. I seem to be a natural teacher and mentor, which means that when someone is struggling, my first instinct is to train them. Just recently, I coached a new employee on a sales technique that helped her to achieve her quota for the first time. I look forward to working in this role as I believe it will allow me to take on further leadership opportunities."
Written by Rachelle Enns on June 11th, 2020
Admin
"I act like a leader every day, and with everyone that I come across. During my time off or during the workday, I always exude my leadership attributes, which include helpfulness, cheerfulness, and a spirit of giving back."
Written by Rachelle Enns on June 11th, 2020
Manager
"Leadership in micro-moments is one of my favorite concepts. That is, taking a new hire out to coffee, even if it's not my job. To me, that is a display of leadership. It is important to make someone feel welcome by teaching them the ropes."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I rise to the occasion whenever it presents itself, whether that's stepping into a leadership role in a collaborative cross-department project, when my boss is away, or when a new hire is wide-eyed and without direction. Whenever the group lacks a leadership presence, I step in and help the team."
Written by Rachelle Enns on June 11th, 2020
Retail
"In my current position, every time my manager is away, I take on the role of leader for our team. This situation usually happens one day per week. When you call him for a reference, he will be able to tell you that I have naturally stepped into the responsibilities associated with being a leader."
Written by Rachelle Enns
Sales
"I show my leadership by walking in the door every morning with confidence. I am sure to let my supervisors know that I am ambitious and driven for growth. I also encourage my coworkers to grow professionally by sharing new career-building resources with them that I believe would be helpful."
Written by Rachelle Enns on June 11th, 2020
Teacher
"I best demonstrate myself as a leader when a student needs direction. This direction could be about their grades or how they relate to their peers. Growing up is tough, and I have a lot of empathy for my students and their journey."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I work well under pressure and demonstrate leadership in difficult situations. I am able to stay calm, flexible, and come up with creative, positive solutions to problems. When presented with an occasion, I tend to rise to meet it."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
You could complete your response without the final sentence, as it sounds a bit unsure. Other than that, great response!
5. Tell me about a time when you took charge of a meeting. Was the outcome a positive one?
How to Answer
The interviewer would like to know that you have the confidence to lead a meeting. Think about a time when you have conducted a successful meeting - big or small. This example could be a phone meeting, a lunch and learn, or an extensive client presentation.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) My employer asked me to lead a 'lunch and learn' meeting to train 15 employees on our new client management software. (Task) I was already a subject matter expert on the software, so it wasn't difficult for me to plan the lesson. The challenge was making the content entertaining enough to keep the employees engaged. (Action) I created a PowerPoint presentation that included pop quiz questions throughout the performance. (Result) The presentation was a success, and my employer asked me to lead a follow up meeting a few weeks later."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) Just last week, my boss had a personal emergency and could not make it in time for our monthly staff meeting. (Task) Everyone gathered, and so he called to ask me to take control of the meeting. (Action) I feel that I did a great job relaying the information in a way that was visual and easy to absorb. (Result) My boss was thankful for the way that I was able to step in."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) In my previous role, the company required department-specific meetings before the start of each day. (Task) As the Manager of the IT team, I met with the direct reports in my department every day. (Action) The meetings focused on the days' activities and weekly metrics that would make or break project timelines. I utilized the time in these meetings very effectively. (Result) As a result, my team was always on track with project expectations."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) When freelancing, I was on a call collaborating with my clients' marketing director and freelance graphic designer. (Task) It seemed as though each person was going to defer accountability to the other person since there wasn't a leader. Their marketing director should have been it, but she was never a person to take control of a meeting. (Action) So, rather than go around in circles some more, I stepped up to take charge of the meeting. (Result) I am certain that the meeting was a success as the outcome was clear directives for all members of the team. That particular project had the highest ROI to date for my client."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) I host a brief team huddle every day and co-host slightly larger meetings every month and quarter. (Task) There are times when, as the Sales Floor Manager, I am reporting that we missed a goal or have mandatory overtime. Those meetings are not quite as happy and upbeat. (Action) To ensure that the right point is made, but that the situation still ends on a productive note, I will also discuss what we are doing right. I also ask the team to contribute their thoughts and ideas to help us to improve. (Result) By deploying this approach to meetings, most of them have a positive outcome."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) In my last role, I identified the need for ongoing learning and training. (Task) As the Sales Manager, I thought it would be a good idea if I held a 'lunch and learn' meeting focused on building a stronger sales pipeline. (Action) I created a visual presentation in PowerPoint and added stats and quotes from industry experts. (Results) We saw a 25% increase in sales activity the following week. I plan to do another presentation in the next couple of months."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Students, parents, and teachers must be all on the same page when it comes to a students' learning plan. (Task) As a teacher, I take charge of parent-teacher meetings regularly. (Action) In these meetings, I am specific, I provide feedback based on grades and facts, and give measurable goals for improvement. (Result) As a result, the parents of my students are more engaged in their child's' learning plan, and my students perform better."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I started the morning meeting in my previous role. This acted as the catalyst for improved delivery performance up from 58% to 95%."
Written by an Anonymous User

Our Professional Interview Coach
Lauren McCabe Reviewed the Above Answer
This is a fantastic response! I provided a follow-up question you may be asked.
"Possible follow-up question: "What about your delivery of morning meetings do you believe impacted the performance to jump from 58% to 95%?""
6. Tell me about a time when you effectively delegated tasks.
How to Answer
The interviewer would like to know that you are capable of confidently delegating tasks to your employees or coworkers. A great leader is someone who can efficiently manage their time by ensuring the equitable division of tasks while utilizing the strengths of others.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Display to the interviewer that you nurture the skills of your team by delegating tasks that complement individual strengths and skillsets.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) In my current position, I was asked to put together a team for a special client project. (Task) I was allowed to handpick the team members and organize the project timeline. (Action) I chose my strongest employees in a variety of areas. In our initial meeting, I delegated the tasks while explaining my reasoning. This opportunity was great for me to show each team member that I had the utmost confidence in their abilities. (Result) Everyone played to their strengths, and it worked out well. We delivered this special project to our client on time and under budget."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) I recently trained a new Executive Assistant to the VP. (Task) Since I am the EA to the President, the leadership group felt that I was the best person to train the new EA correctly. (Action) She had a little bit of experience; however, she did require in-depth training on our systems, programs, and more. In total, I spent around 80 hours training her on a variety of systems. (Result) I now oversee her work and delegate to-dos. It's been a smooth onboarding so far!"
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) My current company employes hundreds of people, and it can become a challenge for the managers to track the individual performance of each person. (Task) As the Warehouse Manager who leads 150 warehouse staff, I found it challenging to maintain a keen and constant eye on every person on shift. (Action) For this reason, I introduced the idea of team leads. I have five team leads in total, and they are responsible for helping with productivity and safety. If any conflict arises, they report the situation to me immediately. (Result) Since I introduced this structural change six months ago, the workload is spread more evenly on the floor, and we have had approximately 5% lower turnover."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) This year, we did an overhaul of our company website. (Task) I was responsible for coordinating and communicating across the design team, the IT team, and the developers. (Action) First, I assigned the copywriting, editing, design, and graphics. Then, I built another team to test and review functionality and responsiveness. (Result) The outcome was a sleek, functional website that has been very successful in boosting customer conversions and increasing click-through rates to our appointment booking page."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) When I joined my current company, the customer service team had minimal drive and direction. (Task) As the new Customer Service Lead, the expectation was that I met with my team every month to outline the store targets and corporate's expectations. (Action) The first thing that I did was set a standing meeting time on the first and fourteenth day of each month at 9:00 AM. I talked to all team members about our plan for the month and how we would delegate the work. (Result) It's been a great strategy for the team since everyone begins the month with laid out expectations, targets, and plans for execution. We meet mid-month again to ensure we are on track with our goals."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) In my previous role, I had three reports working on sourcing inventory for my accounts. (Task) Each day, I was expected to hold a huddle to delegate the individual work orders. (Action) In these huddles, we would discuss the current workload, urgency of each order, and I would approach why each one of them had been assigned to a particular account or order. (Result) My team appreciated this form of delegation, and I found that everyone was highly accountable for their work, often delivering ahead of time and exceeding expectations."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Students need a lot of direction and delegation. (Task) As an experienced teacher, I know how important this delegation is. (Action) Every day, I delegate tasks, homework, and assignments with clear expectations. I am a kind teacher but do command their attention when needed, to ensure they deliver their work on time. (Result) My group of students has learned a lot about accountability and time-management."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Before going on vacation, I once had to delegate my tasks to a Co-worker. This particular employee was familiar with my duties but needed clarification on certain items. I trained him on the procedures before leaving and provided detailed written instructions. My co-worker felt very comfortable taking over my duties while I was gone due to the amount of preparation we put in."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
It's wonderful that you were patient and took the time to be thorough in passing the baton. Your answer highlights the care that you take in your work.
7. When have you had to lead by example?
How to Answer
The interviewer wants to know that you place importance on leading by example. As a leader, your actions, decisions, and demeanor are always under some form of scrutiny.
Behavioral-based interview questions that begin with 'When have you...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Highlight that you have genuine care when it comes to setting a good example in the workplace.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) Last year our company merged with a competitor, and there was the talk of pending layoffs. (Task) As the Sales Leader, my team keeps a close eye on my actions. (Action) I know that I must lead by example every moment of every day! Rather than show my stress, I encouraged my team to try harder than ever. I suggested that we show our corporate office exactly what we can do! (Result) We ended up being the number one sales team in our region, which resulted in zero layoffs for our team."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) In my current role, we have a great deal of foot traffic come through the office. (Task) I manage the front desk, which means that I am often the customers' first impression of the company. (Action) I always choose to have a smile on my face, make eye contact, and show my excitement for the company for which I work. There are constant eyes on me, and I need to lead with positivity. (Result) At least once per week, I receive comments regarding how impressed a customer was with my overall presence and attitude."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) While working for Company ABC, they announced they were closing their doors. (Task) I was the Plant Manager at the time, and all eyes were on me. (Action) I chose never to display frustration, and I kept my poise. (Result) As a result, I was able to retain 89% of my staff during the transition. I feel that my positive attitude helped others to feel hopeful."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) In my current job, we have a lot of junior marketers on staff. (Task) As a more seasoned professional, I know these junior team members are impressionable. (Action) I demonstrate leadership by always acting as though someone is watching. I behave how I want my team to behave, and I openly praise behavior that I want to see more of. In my current job, I do a lot of leading-in-the-moment by taking the opportunity to showcase the proper approach in real-time, rather than wait for a formal meeting or performance review. (Result) My philosophy has resulted in the rapid professional growth of these junior marketers."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) I often lead by example, especially when it comes to mandatory overtime. (Task) I work in an order-driven environment, and sometimes we have to work late to get the job done. (Action) Just last week, we were asked to put in overtime with just 5 hours notice. I did not let my peers see me get upset at the last-minute announcement. (Result) As a result, we remained productive, and the mood remained quite positive."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) My current company puts a lot of emphasis on accountability. (Task) For that reason, I purposefully lead by example, in everything that I do. (Action) For instance, I strive to be early, I arrive dressed for the part, and I prepare for the next day before I leave the office. In meetings, I am attentive and ready to participate. (Result) As a result of my dedication and knack for leadership, I have received a few raises and title promotions over the years."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) My students often come to class with their cell phones. They are scrolling through social media, answering texts, or allowing their phones to be a distraction on their desk. (Task) As their teacher and consistent influence, I attempt to lead through my actions. (Action) I put my phone away and have a notebook and pen out instead. This way, it's clear that I'm on task. If I were on my phone, my students would not know if my actions were 100% work-related. (Result) I believe that this example teaches my students to remain engaged and respectful of those around them."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Most recently, we were asked to compile some information for one of our accounts. My colleagues grumbled and pushed back, feeling it was a 'make-work-project'. I understood the rationale behind the request so created the database, filled it out and asked my teammates to do the same. Within three days we had the document ready to submit."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
It's terrific that you were able to push past your colleague's grumbling and get the job done! You mention a 3-day turnaround. To help the interviewer measure the success, I recommend including details on the expected turnaround or the deadline you faced. For instance, 'We were asked to have the document ready in five business days, and by using x, y, z leadership skills, I led my team to have the document ready to submit in just three days.'
8. Tell me about a time when you took charge of a situation but the outcome was disappointing.
How to Answer
Interviewers understand that leaders will have failed efforts now and then. What they want to know is that you can recognize those failures, learn from them, and enthusiastically move on.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Think about a time when your leadership plan didn't go as desired. Be sure to tell the interviewer what you learned from the scenario, as well as what you would do the next time.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) When I first joined my current company, the mandate was to focus on the professional growth of the team. (Task) I had big plans to overhaul the existing sales team and send them on a business development workshop weekend. (Action) Once I announced this plan, I lost of the employees ended up quitting because they didn't understand what this growth opportunity would have allowed them. Looking back, what I should have done was build a stronger rapport with my new team before sending them to a weekend workshop. They felt it was a punishment of some sort, which wasn't the case at all. (Result) I learned my lesson, hired some stellar sales staff, and forged ahead! My new team ended up gaining strong momentum and finished the year 124% above budget."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) This year our HR Manager was on maternity leave, and someone needed to take control of the company's most recent hiring fair. (Task) As the HR Assistant, I was next in line to take over the event. (Action) I worked hard to plan and leverage the few connections that I had. I attempted to build excitement through social media posts and our company e-newsletter. (Result) In the end, the hiring fair was not as successful as previous hiring fairs and, despite my best efforts, I didn't see the results that I was hoping. I will continue to learn the recruiting field and won't give up despite this disappointment."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) Last month, we had a last-minute order come through from a customer, but our production scheduling manager was out sick. (Task) Although out of my wheelhouse, I was next in line to answer the clients' needs. (Action) I tried to get the order in place for our client quickly, even putting in overtime and making urgent calls to other departments. (Result) Despite my best efforts, I missed the deadline. The client was upset with us, so I took the brunt of her disappointment and promised her that the company would work hard to make it right. I am currently collaborating on a fix with the production scheduling manner; however, I am confident that we will find a way to re-establish the clients' trust."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) A few months ago, my agency needed to change to a more reliable email marketing service provider. (Task) As the Digital Marketing Director, I was the right person to take charge of the project. (Action) I oversaw the migration of our email marketing provider to a new, much better one with more robust features and analytics. (Result) However, in the process, we lost one of our primary email lists in the migration. Luckily, the list was recovered by our IT team after about three weeks. This situation was a substantial disappointment initially, but it taught me to always back everything up and move extra carefully, even on a tight deadline."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) The store where I work is known for its beautiful seasonal window displays. (Task) As the newest merchandiser, I was eager to learn and asked to take charge of the spring window display. (Action) I completely underestimated how challenging the job was and, despite my research and the tools offered to me, it was a flop. (Result) My boss was nice about the situation, and we worked together to make the display better. I was happy that I tried, and I learned a lot about visual merchandising along the way. I continue to learn more every day!"
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) Last year, I introduced the idea of 'lunch and learns' to boost team morale. (Task) As the Sales Manager, I noticed that the teams' energy had dwindled, and I wanted to encourage them. (Action) I put together a series of learning sessions, and they were well-received for the first few weeks. (Result) However, attendance in these sessions flopped after about six months. The team morale was so low that it became apparent that everyone needed to use their lunch breaks to disconnect from work so they could be more impactful overall. Looking back, I would have scheduled these meetings once every month rather than once each week to avoid this type of burnout."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Every spring, our high school seniors have a 3-day camping trip. (Task) This year, I took charge of planning the event. (Action) Despite speaking with other teachers who had led this event in the past, I truly underestimated the scope of work and planning. Quickly falling behind, I recognized that I bit off more than I could chew and ended up recruiting another teacher to help me plan the trip. (Result) In the end, the trip was a success, and I'm glad that I decided to ask for help when I did."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"When I interviewed for a job and did not get it. I learn from my failures and never give up on learning. Looking forward to opportunities."
Written by an Anonymous User

Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
Good answer! It is definitely disappointing to interview for a job and not get it. Can you explain more about how you prepared for the interview and how you reacted after you discovered you hadn't gotten the job? It's great that you point out that you learn from your failures and don't give up, since these are the qualities of a leader.
9. Have you had the opportunity to teach an important skill to a co-worker?
How to Answer
Interviewers want to hear that you have experience teaching or mentoring others, regardless of your formal leadership experience. You may have taught a new hire all of your department's standard processes. Perhaps you taught a long-standing employee how to use Excel. You may have mentored an employee who was struggling to hit their monthly goals. All of these scenarios are great examples to draw on. Better yet, if you have personally seen someone struggling with workplace skills or knowledge, approached them, and offered to mentor them, it is a shining example of leadership!
Whatever your story example may be, tell the interviewer what you helped the person with, while highlighting the positive outcome of the improvement of their skills.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"Last week our company introduced a new module in our SAP system. I could see that our contracted HR Assistant was having some trouble with the new module. I was familiar with it already, so I offered to help him learn the module. We spent his lunch hour for the next three days working on it. He perfected the module, and our company was so impressed with his dedication to learning that they are now trying to find room to hire him on a full time, permanent basis."
Written by Rachelle Enns on June 11th, 2020
Admin
"Recently, I trained our new Accounts Payable Clerk on the Salesforce CRM as well as our accounting software. She caught on quickly, and I made sure to let her know that I was available for questions anytime. I enjoy sharing my knowledge when I can."
Written by Rachelle Enns on June 11th, 2020
Manager
"I have taught many individuals new skills, as it's always been a part of my leadership role to mentor and train new and existing employees. For instance, over the last 30 days, I have taken ownership of a group of 10 recently hired inside sales representatives. I have taught them our company's telephone sales scripts and how to overcome some of the toughest objections in our industry. I find it very rewarding to teach new skills to others."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I'm proud to say that, even without any official management capacity, I often seize the opportunity to teach others at work. I helped contribute to the sales team's knowledge base, even from a marketing role. I try to take new hires under my wing to teach them anything from SEO to segmenting email lists. It's fun to share my knowledge and teach others, especially since I am always seeking out learning opportunities for myself. It's nice to have the opportunity to pus my knowledge forward."
Written by Rachelle Enns on June 11th, 2020
Retail
"I was a corporate trainer before being promoted to National Retail Manager, so I had the opportunity to train quite a few employees on policies, procedures, and processes. I developed some great teaching methods that included quizzes and hands-on learning opportunities."
Written by Rachelle Enns on June 11th, 2020
Sales
"Absolutely! In each of my two previous roles, I led a small team of sales reps. I worked with these team members on everything from appointment setting and overcoming objections to price negotiations. In my current role, I continually look for an opportunity to connect with new team members to ensure that I can be a helpful resource to them."
Written by Rachelle Enns on June 11th, 2020
Teacher
"We had a new teacher come on board this year, whom I took under my wing. I taught her about the school's history, the workplace culture among the faculty, and I introduced her to the community, including the highly involved parents and the President of the PTA. It felt great to help her settle in."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I have had the opportunity to train staff and management in my current position. Additionally, each time I see an opportunity to share the knowledge that I have, that someone else may not have, I am happy to help them grow."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Nice answer!
10. Have you ever had to give an employee a poor performance review? How did you feel about that responsibility?
How to Answer
The interviewer wants to know how you react to uncomfortable tasks and awkward conversations. No matter how seasoned a leader you are, it is never fun to deliver a poor performance review.
Showcase the fact that you are confident in your professionalism and communication skills, that you are capable of challenging conversations, and that you can give helpful feedback while providing valuable mentorship to your team. You could mention how you ensured that you did not humiliate the individual but that you discretely pulled them aside to have the conversation.
Finally, be sure to mention that the person continued to have a healthy relationship with you following the discussion. This fact will highlight that you handled the situation professionally.
If you do not have experience with performance reviews, it is okay! Tell the interviewer that you have never been in a role where you needed to give a formal performance review, but you look forward to learning the process. Add an example of a time when you provided someone with constructive feedback instead. This example can be in the workplace, school, or maybe even on a sports team.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"A large part of my role is to give monthly performance reviews to my team of 13 employees. When I need to deliver a poor review, the employee is already aware that I will be looking for improvement in their performance. This awareness is because I stay in close contact with all of my employees on their monthly progress. The last poor performance review I delivered was a 30-minute review that I booked with the individual ahead of time. Their productivity had been slipping for about four weeks, and it was time to make a new plan of action. I was sure to make the meeting private. I gave tangible feedback using specific examples. Then, we created a measurable plan together. This team member was appreciative of the time that I took to nurture the situation rather than reprimand them."
Written by Rachelle Enns on June 11th, 2020
Admin
"To be completely transparent, giving critical reviews is not my favorite task; however, if I am prepared for the conversation ahead of time, I can complete a well-balanced performance review. I have trained a few temp administrators in my current role, as we utilize a temp agency during our peak seasons. Just last month, I was asked to provide performance feedback to a new temp associate. I gave some critical points, with examples, and then offered suggestions and action steps for improvement. The temp associate was appreciative that I put in the added effort to help them do a better job."
Written by Rachelle Enns on June 11th, 2020
Manager
"Recently, during my exit interview, I gave my company a performance review, which was an interesting twist from my typical performance reviews that I deliver as a manager. I sat down in private with the CEO before I left and gave him valuable feedback regarding some of the company's processes. It was a slightly uncomfortable conversation; however, he thanked me for my honesty in the end. I provided helpful information and thoughts that the company can build on for future growth and improvements."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I have delivered a handful of performance reviews in my current role as Marketing Manager. When I give an unsavory review, I act as a mentor and ask the employee to work with me on a performance plan. I never want anyone to feel like they are on the verge of being fired because that never improves an employee's performance. I took this approach a few weeks ago when I noticed one of our junior marketers' productivity dwindle. We discussed the approach, the tools I could provide to support her better, and we also set a timeline for change. I wanted her to feel like she was part of an important collaboration to boost engagement."
Written by Rachelle Enns on June 11th, 2020
Retail
"In my previous role, performance reviews were handled by my manager. However, I did help my manager file write-ups related to performance issues. I believe that performed correctly, a performance review with a poorly performing team member, is a great service since it's an investment of time aimed to help them improve. I am open to learning how to deliver a proper performance review."
Written by Rachelle Enns on June 11th, 2020
Sales
"I am comfortable giving feedback to others when needed. I know to be specific, approach the situation with empathy, and ensure that all poor performance-related conversations happen in private. A couple of months ago, when I was giving an employee review, I started by asking the person to assess their performance. The person pointed out their shortcomings, which aligned with the notes that I had prepared. From the point of agreeance, we had a positive brainstorming session and came up with a plan for improvement. This particular team member thanked me for coaching rather than reprimanding them."
Written by Rachelle Enns on June 11th, 2020
Teacher
"I give student reviews all the time, even aside from report card time. I am comfortable giving constructive feedback in any situation; however, I have never critiqued a fellow teacher. In one of my more recent parent-teacher interviews, I needed to let the parents of my student know that his attentiveness in class was slipping. In the conversation, I focused on his performance, rather than his personality. This way, the situation did not become personal in any way. Together, we worked on a plan to help this student become more engaged in class. In the end, the student responded very well, and his parents were happy that I came to them with my concerns."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Yes, poor performance reviews, although challenging, are part of leadership. I approached it from a perspective of reinforcement of the tasks that are being done correctly, then provided feedback on the tasks that need to be improved. To get them to engage in their improvement- I asked what tools or training did they need to help them succeed in the tasks. The result was provided with additional instruction and mentoring, which helped them improve."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
It seems you are well prepared for the many challenges and responsibilities that come with leadership. This is a good approach to performance reviews.
11. What do you find to be the most difficult aspect of leading your current team?
How to Answer
The interviewer is trying to learn more about the challenges you currently face as a leader. If hired, this information will help the company to know where you could use additional training, encouragement, or education.
Every leader has an aspect of people management that is challenging for them. One common challenge for leaders is the need to terminate an employee. Another problem could be continually motivating unengaged employees. A big challenge could also be sourcing and utilizing the best hiring resources to shave down your time spent on reading resumes. Other common problems include managing underperformers, handling conflict between coworkers, increasing employee retention, and delegating tasks.
Share your most challenging aspect of leadership but also highlight the steps that you take to alleviate or overcome that challenge.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"One challenge that I face as a leader is to avoid frustration when employees show continued disinterest in our company's education opportunities. My current company has an amazing program available for continued education, yet only about 22% of our employees take advantage. To alleviate this frustration, I am starting a company-wide recognition program for all employees who explore this option with our company."
Written by Rachelle Enns on June 11th, 2020
Admin
"Currently, I lead the temporary administrative assistants that we hire, from time to time, during peak seasons. It is a challenge to lead temp associates because it means re-training a new person every time the temp agency provides us with a new temp. Last week I had a meeting with our recruitment partner and asked them to send repeat temps as often as possible. I believe this request will be a happy workaround in the future."
Written by Rachelle Enns on June 11th, 2020
Manager
"My current team works across different states, and 90% of them operate virtually from a home office. As a Regional Manager, I must understand the challenges that my team faces when working from home so that I can prevent turnover and also build a teamwork mentality regardless of distance or location. I recently introduced a Friday virtual happy hour, which has received an exceptional response!"
Written by Rachelle Enns on June 11th, 2020
Marketing
"My current company is growing at a rapid rate. At this time, keeping a pipeline full of talented candidates has been very challenging. To meet this challenge, I recently decided to try Zip Recruiter, which has made finding and interviewing candidates much easier so far."
Written by Rachelle Enns on June 11th, 2020
Retail
"The most challenging aspect of being a leader, from my experience, is managing a large variety of personalities. It takes some time to get to know everyone, and in retail, there is also the challenge of high employee turnover. To meet this challenge, I have made it a point to make a personal connection with all new hires in the first three days of their employment. Not all personalities are my favorite; however, when I get to know the person on a different level, I can always find something about them to appreciate. This connection and appreciation will also increase the likelihood of enjoying their job and staying."
Written by Rachelle Enns on June 11th, 2020
Sales
"The largest challenge I've faced as a leader is working with an unmotivated employee who cannot seem to be motivated by the normal channels. Typically, this lack of motivation stems from our HR Manager, hiring a poor fit for the role. For that reason, I have shifted my focus to coaching up or coaching out much quicker than I had in the past. I have also asked the HR Manager for more thorough collaboration before he extends any job offers."
Written by Rachelle Enns on June 11th, 2020
Teacher
"In my current classroom, I have a bit of a power struggle between a few of the students. It is a challenge to navigate personalities and peer groups while still encouraging inclusivity. I have tried a variety of seating arrangements as well as group meetings involving the Principal. The next step will be parent involvement, which I am hoping to avoid."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"The most challenging is having to work with so many different cultures. In the UAE, there are cultures from all around the world and people have different values and opinions. I had to sometimes change my approach to being less direct when approaching some of my team members."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
This is a good example of a challenge, and how you have worked to overcome the situation. Nice job!
12. Tell me about a time when you tried to encourage a fellow team member. Was the encouragement well received?
How to Answer
The interviewer would like to know that you can successfully motivate others without it coming across as condescending. For this question, use a scenario when your encouragement was well received and resulted in a positive change or outcome.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) Our business development lead was stressing out last month because she was only 88% to quota with just three days left in the month. (Task) As the BD Manager, I knew that I had some knowledge that I could pass along to her. (Action) I sat with her for a few hours, and we brainstormed some lucrative ideas to implement for quick results. (Result) She ended up closing the month at 104% and had an amazing ramp up to the next month. I believe that encouragement can come in many forms. In this instance, she just needed some fresh ideas."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) At Company ABC, I noticed a team member struggling with some computer-based tasks. She struggled with answering emails, understanding meeting requests, and monitoring her calendar. (Task) As the head Administrator, I knew that I was the best person to help her. (Action) After seeing that she was getting frustrated quickly, I verbally encouraged her to stick with it. I also offered her some step-by-step instructions on how to make the tasks easier to perform. (Result) She appreciated the encouragement, and her productivity and understanding improved substantially."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) When I first joined my current company, the employees had minimal direction. (Task) As the newly appointed Manager, I saw an opportunity to implement regular performance meetings and regular reviews. (Action) I quickly implemented monthly one-on-one meetings with each team member. These meetings are to discuss what the team is doing right and how they feel about their growth and performance. (Result) Morale has increased significantly as the team members feel encouraged. Everyone is more reliable, productivity is up by 45%, and retention has improved significantly."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) At Company ABC, we added a junior marketer on the team who was a bit of an introvert. This marketer had great ideas but was tentative about bringing them up in meetings. (Task) This junior marketer was working on a project that I was heading up, so I saw it as an opportunity to be a mentor. (Action) We spent some time together, running over her ideas and building up her confidence when it came to speaking up. (Result) I believe she learned an important career lesson on self-advocacy."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) In my current role, we hired a retail sales member who wasn't reaching his targets at first. (Task) I am a strong sales associate, so I felt a desire to take him under my wing. (Action) I encouraged his efforts, gave him some sales closing tips, and provided guidance to get the ball rolling. (Result) After three months, this associate was surpassing his sales targets. He was thankful for my help, and my manager was pleased to see me go the extra mile as well."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) Recently, one of my teammates was going to quit due to frustrations associated with missing sales targets. (Task) I am one of the longer-standing Sales Associates with the company, so I felt that my input would be helpful. (Action) I helped him to put SMART goals into place, a goal-setting framework that I had recently learned. (Result) This method allowed him to understand how to hit his targets, and he has excelled ever since. It is great to see him turn around so well."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) I often support fellow teachers who feel discouraged when a student isn't performing. (Task) As one of the Learning Leaders, this encouragement is one of my favorite aspects of work. (Action) Just yesterday, I had a meeting with two teachers who were struggling with a challenging student. I actively listened and then offered a couple of behavioral-management suggestions they could easily implement in their classroom. (Result) The meeting was well-received, and each of the teachers sent me a thank-you email right away."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I strongly believe in encouraging team members with positive words and affirmations. Stepping into a new role, for example, can be challenging for anyone. So when training a new team member, it is important to build confidence in their new skills."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Try answering this with a specific example. The interviewer's follow up question is very direct so your response should match.
"I recently trained a new team member who wasn't very confident but was a quick learner. I understand that stepping into a new role is challenging for anyone, so I helped that person build their confidence by praising their work and checking in often. This trainee later thanked me for the encouragement, positive works, and affirmation."
13. When are your leadership skills the most effective?
How to Answer
The interviewer would like to know the type of situation in which your leadership skills thrive. Typically, when you have a great relationship with the individuals you are guiding, then your leadership approach will be the most effective.
Tell the interviewer that you recognize how effective leadership begins with clear communication, trust, and honesty. Building a relationship with your team members will ensure that your leadership approach is accepted and absorbed. The more comfortable your team members are with you, the better chance they will follow your leadership approach.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"My leadership skills are the most effective when my relationship with the employee isn't just a surface connection. I want to have true knowledge of their life and a good understanding of their career goals. When my employees feel assured that I can help them to achieve their goals, they are more likely to follow my lead and be an engaged part of the team."
Written by Rachelle Enns on June 11th, 2020
Admin
"My leadership skills are most effective when I can take hold of a project, enthusiastically share the vision for the project, and delegate tasks according to the strengths of others."
Written by Rachelle Enns on June 11th, 2020
Manager
"My leadership skills are most effective when my team is engaged in our company's mission and happy with their workplace environment. I spend a lot of time making sure that my team members are comfortable in culture, confident in their tasks and abilities, and invested in the company's overall mission."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I believe I'm the most effective leader when the group is lacking direction. If I ever sense that there's a lack of leadership brewing, I step up to lead, even if it's not in my necessarily in my job description. I excel in providing direction in a time of need and do well when it comes to uniting a group of people to reach a common goal."
Written by Rachelle Enns on June 11th, 2020
Retail
"My leadership skills are most effective when facing a tight deadline that the team has to push through. I pride myself on being and an excellent motivator, and I can uplift the energy in the room when other people feel stressed."
Written by Rachelle Enns on June 11th, 2020
Sales
"I am the most effective leader when I am passionate and can ignite that passion in my team. When my team understands the 'why' behind our company's efforts and our mandate, it's easy to get the job done together and with enthusiasm."
Written by Rachelle Enns on June 11th, 2020
Teacher
"My leadership skills are most effective in a group setting. I have an excellent ability to ramp up the energy in a room and get my students excited about a lesson plan."
Written by Rachelle Enns
User-Submitted Answer
"I can apply my leadership skill best when there is an opportunity to build trust and connection with my team."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Good start! Do you have an example of this type of situation in action?
14. What do you believe would be your biggest leadership challenge in this role?
How to Answer
The interviewer wants to learn more about your level of comfort and confidence in a leadership role. Remember, interviewers want to see you be successful! Your answer will show them where you may need extra support or training when they hire you.
Be transparent with the interviewer about what aspect of the role you see as a challenge; however, you must avoid talking yourself out of the opportunity. For instance, if you are going to lead a group of 50 people in this position, avoid saying that the most significant challenge will be leading a large team. Keep your answer positive and provide a solution to the problem that you present.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I believe that the biggest leadership challenge in this role will be taking on the task of getting to know each team member on an individual basis. This task will be a time-consuming one, but I am looking forward to it! I like to be engaged in the lives of my team. I feel that this engagement creates more productive employees."
Written by Rachelle Enns on June 11th, 2020
Admin
"I understand that this role includes providing support for the temporary administrators you employ on a seasonal basis. Although I am new to officially leading others, I am not new to being a mentor and coach. I look forward to this leadership challenge. I will meet these expectations by creating a training system that I can put on repeat for each new temp administrator that comes through the doors. This effort will ensure consistency and maximum productivity."
Written by Rachelle Enns on June 11th, 2020
Manager
"The biggest challenge that I anticipate is gaining the trust of the group. From what I understand, many of your team members have worked here for a long time and have a great sense of loyalty to the company. I am preparing to work my way into their circle of trust. I will build this trust by following through on my commitments and being transparent about my goals for the department."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I think fitting into a new team and having them see me as a leader, and a legitimate contributor will be the biggest challenge in my new role. Teams often have some form of resistance to change because the change may not be what they expected or envisioned. Earning the respect of my new team will be my primary goal. It will be a satisfying hurdle, once overcome."
Written by Rachelle Enns on June 11th, 2020
Retail
"I find the toughest challenge when taking on a new leadership role is to understand the dynamics of the team fully. I want to make a great first impression while still being effective right off the bat. It's a fine balance, but I have developed my leadership skills significantly, through workshops, online courses, and reading books on the topic. This research and education leave me confident in my ability to handle this challenge."
Written by Rachelle Enns on June 11th, 2020
Sales
"The largest leadership challenge I foresee in this role is the perception of me being their boss. From my experience, I have seen that many sales professionals have their 'way,' and they are not always accustomed to a new person coming in to take control of targets, training, and goal-setting. With that said, one of my greatest strengths is winning people over, and I have a variety of approaches to relationship building that I am ready to implement with my new team."
Written by Rachelle Enns on June 11th, 2020
Teacher
"My students often resist change, as children do. I expect there to be some statements like 'our old teacher didn't do that,' for instance. I will start by allowing the students to ask me questions about my teaching career and my favorite things to do. Once we create a more personal connection, I believe that everyone will be more comfortable."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Moving the team in a new direction."
Written by an Anonymous User

Our Professional Interview Coach
Lauren McCabe Reviewed the Above Answer
Great answer. I would add why you see this as a challenge.
"I believe moving the team in a new direction could be a big leadership challenge. At times, it is difficult to enter into a management role when there are established team members and a well-known standard of protocols. I will employ skills I have acquired over the years and education I have obtained by seminars and books to assume the role with confidence and tact. I will offer new ways of achieving service goals while respecting the knowledge everyone brings to the job."
15. Tell me about a time when you led a difficult project. What was the outcome?
How to Answer
The interviewer wants to know that you have successfully led a team, under pressure, without succumbing to the stress. Choose an example that is easy to explain. Outline to the interviewer how you kept the project in line with your excellent time management, and precise communication skills. Be sure to highlight the project's most significant successes as well!
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) I recently led my team of researchers and recruiters in a retained search for a very high-level talent acquisition project. (Task) This project was a difficult one because the client wanted a boutique experience with particular candidate requirements. (Action) I asked my team to send me a project highlight at the end of the day, every day. From there, I would review the progress and tweak our plan of action, as necessary. (Result) In the end, we filled the positions successfully, and our client was appreciative of the close eye our team kept on their hiring needs."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) The first project that comes to mind was a new product launch at Company ABC. (Task) I was the project coordinator on the team in charge of developing and performing the beta launch. (Action) I expertly coordinated design engineers, test engineers, and the production team. This task is typically arduous; however, I am a whiz in Excel and our project management software, which meant that I could create tools to organize the project and a schedule that kept everyone on track with their tasks. (Result) We made it to the finish line ahead of time and launched the beta two days earlier than expected. This result made me very proud of my efforts, and my manager was thrilled."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) I was recently challenged on a project when our company acquired a small competitor, and our team size grew by 35% overnight. (Task) As the Production Manager, I gained about 40 new staff members who I had never met. (Action) I spent many hours shuffling responsibilities, assessing the schedule, and then meeting one-on-one with each new team member to gauge their strengths and enthusiasm for the job. (Result) It was a challenge to manage all of these moving parts, but it was a success in the end. My department saw growth in production, and we had the lowest percentage of employee turnover in all six departments."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) The most difficult team project I've led was when we migrated my current company's website from Shopify to Wordpress. (Task) It was a big undertaking since I created the entire sitemap and then passed our ideas onto the web development company that we hired. (Action) I ensured collaboration between myself and the web company by holding a standing meeting every morning from 10-11 am daily until the new website went live. I took control of the project timeline and held everyone accountable for their tasks and deadlines. (Result) In the end, the new website took three weeks of planning, coordination, and collaboration, but the outcome was a robust site that has increased our sales conversions by 15%, which is incredible."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) The most difficult project I led recently was our location's annual inventory count, which our head office enforces every January 2nd. (Task) It's a long day with a lot of moving parts, but as the retail manager, I am expected to participate for the entire day. (Action) Since I was aware ahead of time what day the inventory count would be, I was sure to create the schedule ahead of time with back-up staff if people did not show up for their scheduled shift. I made sure the store was clean and organized, which made the count go much smoother. (Result) In the end, we were able to complete an accurate count in under 6 hours, a record time for our location."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation & Task) I recently restructured our sales reporting tool in our internal CRM, which was a huge undertaking. This restructuring was not a well-received idea by the sales team; however, as the Business Development Manager, I saw a lot of opportunities for further optimizing our CRMs capabilities. (Action) Identifying the best way to structure the new sales reports was one challenge, but getting buy-in from the teams was even trickier. Once the CRM was restrucutured, the IT team and I held a 'lunch and learn' meeting to show the sales team how to optimize the new set-up. (Result) In the end, most of the sales associates loved the latest tracking and reporting capabilities that they could utilize to increase their sales and reduce research time. I also incorporated sales contests to encourage the use of the new system, and in the end, I got the entire sales team on board."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Last month, I organized a school-wide science fair. (Task) As the senior science teacher, I felt it was important that our school kept the science fair tradition going. (Action) To make the science fair successful and grow attendance, I invited the community to participate and vote on their favorite projects. (Result) This event marked the first time our school opened the science fair to the public. It was well worth the change as our students were able to network with local business owners and even meet some media personalities."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I led a streamlining initiative to reduce procedure request wait-times in the prostate biopsy request process. I worked out a plan to cut wait times from two to three weeks to less than one week."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
This answer is a good start! With 'Tell me about a time...' questions, I encourage you to craft more robust responses using the STAR framework. Here is a guide if you'd like further review: Master Behavioral-Based Interviews Using The Star Method
16. Give me an example of a time when your communication style helped you to be a more effective leader.
How to Answer
Everyone leader a unique style of communication, and most people in a leadership role can clearly define that style. Whatever your approach to communication, take time to show the interviewer that it is well-received in the workplace. Some of the best leaders communicate through:
- Demonstration. This approach means understanding that your actions mean more than the words you say.
- Building meaningful connections. This approach means creating relationships that go beyond the surface; thus, building a strong foundation for leadership acceptance.
- Transparency. This approach means valuing vulnerability in the workplace and demonstrating vulnerability and openness first.
- Listening. This approach means that you spend time actively listening to your team. Sometimes 'communicating' means not talking! Exercising strong listening skills is an incredibly effective way to show you are a competent leader and a discerning communicator.
Situational-based interview questions that begin with 'Give me an example of a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Your response should demonstrate your ability to articulate constructive criticism, encourage your team, or relay policy changes in a way that makes fosters a culture of acceptance from your team.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) In my current role, we have undergone many policy changes over the past eight months due to a company merger. (Task) As the HR Partner, it is up to me to communicate all personnel-related changes to the entire employee roster. (Action) While communicating these changes, I have deployed a transparent communication approach. I describe my communication style as honest and often vulnerable. I show the employees that I do not have a private agenda; thus, building their trust. I communicate my intentions, the intentions of the company's leadership team, and the end goal. (Result) Typically, many people do not trust their HR department; however, I have been able to overcome that stigma by being consistently honest, open, and transparent about their employment and the direction our company is heading."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) In our office, there have been past instances where team members feel upset after receiving an email and misinterpreting the tone. (Task) As an Administrative Assistant, so much of my communication is by email, so I am highly aware of my tone, or perceived tone, before sending an email. (Action) I will re-read my messages before I send them, looking for areas of potential misinterpretation. If the email is too complicated, I choose to pick up the phone and have a verbal conversation instead. (Result) By using this approach, our team morale has improved, and communication hiccups have reduced significantly."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) When I worked with Company ABC, we had a significant struggle with staff turnover. (Task) I had taken over as General Manager from a previous individual who was not very engaged with the team. (Action) Immediately after being promoted to GM, I decided to take an active listening approach since I could sense that the team did not feel they were 'heard' on the job. I held one-on-one and group meetings, giving the team the floor, and simply listening. After hearing their grievances, I created an action plan for change. (Result) By deploying a communication approach built on listening, I was able to help boost team morale significantly."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) My current company places a lot of value in conversation and feedback. (Task) Since joining as the Marketing Manager, I have learned more about communicating expressively and constructively. I am now more direct and specific in my feedback. (Action) Just last week, my team was running behind on a client project. Overall, I was dissatisfied with their performance and also the creative outcome. I held a meeting where I was direct but kind. I spoke to the team respectfully and approached the meeting as a coaching session. Once I relayed the areas of disappointment, we worked together toward a solution. (Result) My communication approach proved to be effective, and we turned the project around completely."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) My current team of retail sales associates often default to chatting amongst themselves rather than be entirely engaged with our customers. (Task) As the Assistant Manager, I feel a responsibility to encourage these associates to be present when they are on the floor. (Action) Recently, I launched a sales contest to motivate the team. The contest ran over an entire weekend, and the sales associate with the most sales dollars was awarded a Starbucks gift card. (Result) The incentive worked so well that the Store Manager has approved that I run this contest every week! I love to motivate my team through incentives and a high-energy approach. By communicating in an engaging and motivating way, their sales performance is better than ever before."
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) My current sales team consists of highly competitive and independent individuals who are hard to reign in when it comes to group efforts. (Task) As the Sales Manager, it's my mandate to ensure that everyone is on the same page and working towards a common corporate goal. (Action) With my team, to speak to their strong personalities, I aim to delegate and encourage according to strengths. Everyone on the team communicates differently, so I tailor my communication to each person. Usually, that looks like a small, informal one-on-one huddle throughout the day. (Result) This quick but personalized touch-point helps to keep each sales rep grounded in their goals and feeling encouraged throughout the day."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Last month I gave my student feedback because he appeared to be slacking off on a project. (Task) I care for my students and believe that, as their teacher, I am there to lead them onto the right path. (Action) Rather than telling him, I thought he was slacking off; I said, 'I've noticed that it's been taking longer for you to turn in those reports. What's going on? Is there anything I can do?' When communicating, I always start by asking questions instead of making accusations. (Result) My student was very appreciative and told me how he was struggling with motivation. I asked him what would motivate him, and we were able to find a solution that worked."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Listening to others' ideas and listening to their challenges in doing their job. Like the time it takes to complete one of our tasks. Coming up with a way we can input the data in Excel and making that task a more automated process, improving the time it takes to accomplish that task."
Written by an Anonymous User

Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
You provide a good example here of a time when your ability to communicate helped you to lead. You might consider showing your knowledge about various communication styles by mentioning the types (passive, aggressive, submissive, manipulative, and assertive) and then indicating which style you most identify with. Since you mention listening in your answer, it sounds like you might be an assertive communicator who tends to respect the thoughts and ideas of others while still expressing your own opinions in a calm manner.
17. Do you demonstrate leadership qualities even when you are not in a leadership role?
How to Answer
This question challenges you to think about how you act as a leader in your daily life. Even if you're not leading a team, you can still demonstrate the qualities of a leader!
Rather than just tell the interviewer that you are a leader in non-leadership situations, try a 'show and tell' approach. Give an example of how you coached a coworker who was having difficulty preparing for a big presentation. Maybe you gave them confidence in their strengths by encouraging them, or perhaps you offered some helpful hints. You can be a motivator and a confident communicator in any situation at work!
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I naturally take on a leader and mentor-ship type of role with my co-workers. In one instance, I had a new coworker who was having some trouble fitting in. I took her out for lunch and talked to her about the workplace culture and semantics surrounding the various departments. I wanted her to stay and enjoy her employment with us, so I took the responsibility of ensuring she was settling in well. I believe there are always opportunities for leadership - you have to keep your eyes open!"
Written by Rachelle Enns on June 11th, 2020
Admin
"I aim always to demonstrate my leadership abilities every day, even though I am a junior administrator. I strive to set a good example for my peers by performing my tasks quickly, without having to be told. I will also take charge when I see a task falling behind, which I believe is a good example of leadership."
Written by Rachelle Enns on June 11th, 2020
Manager
"I have been in a leadership role for most of my career. As a result, the actions of a true leader are now naturally ingrained in me. Every year I re-read Simon Sinek's book, 'Leaders Eat Last,' which has ingrained in me a foundation of leadership based on inspiration and creating a remarkable team environment. I am leading by example in all that I do, inside and outside of work."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I demonstrate leadership ability daily by effectively managing my projects and clients independently. This display of accountability is a good example to others, and it shows my leadership team that I can take the lead on a project without having to be encouraged by outside sources to perform."
Written by Rachelle Enns on June 11th, 2020
Retail
"I choose to lead by example, with or without any managerial authority presence. I arrive early to work and stay late when needed. I pitch in and go the extra mile whenever an opportunity presents itself. I feel this approach makes me a good teammate and a good human. This eager attitude also sets me up for a strong career trajectory. When the opportunity for a true leadership role presents itself, I have positioned myself to be top of mind for the promotion."
Written by Rachelle Enns on June 11th, 2020
Sales
"I want to be taken seriously as a business person and sales leader, so I must always lead by example. I never know who is watching! Leading by example applies to my time in the office, my activity on social media, or my actions at a company event. No matter what the situation or where I find myself, to be a true leader, I believe in acting like someone is always observing my actions."
Written by Rachelle Enns on June 11th, 2020
Teacher
"As an elementary school teacher in a small town, I have to be very aware of my actions at all times. At work, while volunteering, grocery shopping, or going for a couple of drinks - I have my leadership hat on by acting as a positive influence."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Leadership is about influence, so you do not have to be in a formal leadership role."
Written by an Anonymous User

Our Professional Interview Coach
Lauren McCabe Reviewed the Above Answer
While you make a great point, be sure to speak for yourself rather than in generalities.
"I believe that Leadership pertains to group influence, which is a trait that does not require formal leadership. I consider myself a positive influencer in any work group, thus making me a consistent leader. I lead by example with the intention of adding to a positive and productive work culture."
18. Have you ever helped to implement a significant company change in one of your past roles?
How to Answer
The interviewer would like to know that you have the type of personality where you can take the initiative without it being a formal requirement of your position. When you respond, it will be essential to show that you are happy being an engaged part of your company and team.
Behavioral-based interview questions that begin with 'Have you ever...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Perhaps a new company policy was coming into place, and you helped to execute some changes. Maybe a new employee benefits program was introduced, or your company implemented a new software program. In your story example, be specific about what you did, and the impact your actions had - whether short or long term.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"(Situation) Last month our company introduced a new software program called XYZ. (Task) I was already familiar with the program because I had used it in a previous role. (Action) I offered to do employee training on the program, and my boss agreed to it. I took a lunch hour to give my presentation and then offered myself as the subject matter expert, moving forward. (Result) The implementation went very well, and my boss was thankful for my expertise and assistance."
Written by Rachelle Enns on June 11th, 2020
Admin
"(Situation) At my current company, I noticed our coffee expenses rising each month. (Task) As the Administrator who handles vendor invoices, I knew that a change could greatly benefit my employer financially. (Action) I suggested that we install a higher quality coffee machine in our office rather than continue to purchase the disposable coffee pods. We calculated that the savings would be about $12,000 per year. (Result) My company agreed, and so far, we have seen significant savings, in addition to the positive environmental impact."
Written by Rachelle Enns on June 11th, 2020
Manager
"(Situation) At Company ABC, I led the initiative to implement Lean Six Sigma into our quality processes. (Task) I had been formally trained in Lean Six Sigma and knew it could be a useful tool for our team. (Action) To lead the initiative, I had a sign-up sheet where my coworkers could come to me for 1:1 training if needed. I also provided a list of helpful online resources on which my team could rely. (Result) With these added efforts, I was able to cushion the impact of the change. Overall, my team adjusted very quickly to the shift."
Written by Rachelle Enns on June 11th, 2020
Marketing
"(Situation) In my previous role at Company ABC, I coordinated the migration of our website and e-commerce platform. The project required significant departmental cross-collaboration, working with an outside agency, editing, and testing the entire site. (Task) As the Marketing Manager, I knew that it was up to me to keep the project on track. (Action) I had daily meetings allowed to the project and was diligent in ensuring the project timeline was on track. (Result) It was a several-months-long project, but ultimately completed successfully and led to a 67% increase in e-commerce sales."
Written by Rachelle Enns on June 11th, 2020
Retail
"(Situation) In retail fashion, each new season requires a change in the look of the store. (Task) As the team leader for my current employer, I ensure that our sales reps are motivated to make the changes quickly and efficiently. (Action) For our last seasonal change, I created a list of tasks and ensured that everyone on the team had a copy of the planogram as provided by our corporate head office. (Result) By keeping tasks organized and delegating to the right people, I ensured that our store turnover from Spring/Summer to Fall was as smooth as possible. My boss complimented me on my efforts, which felt great!"
Written by Rachelle Enns on June 11th, 2020
Sales
"(Situation) Last year, I identified some significant opportunities for improvements in our sales process. (Task) As the Sales Manager, I took it upon myself to improve an important part of the sales process. (Action) The process went from a daily free-for-all where buyers were assigned randomly to a systematic and streamlined process. By coupling sales executives with a team of buyers, not only did we create a collaborative team mentality, but the buyers became experts on their accounts. (Result) The revised process was much more effective and positively impacted the company's bottom line."
Written by Rachelle Enns on June 11th, 2020
Teacher
"(Situation) Our school went under major renovations last year. (Task) The teachers had the opportunity to meet with the contracting company to discuss areas where we would like to see change. (Action) I gave a few recommendations that included a focus on student safety. (Result) It was wonderful to see my recommendations come to fruition in the end."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"In a previous position, I created store events and helped increase company revenue by 20%."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Just as the store events are mentioned in question #15; I suggest expanding on the steps you took to create this change.
19. Tell me your favorite part of being a leader.
How to Answer
The interviewer wants to see that you have a genuine passion for leadership. Are you a people person who loves to motivate and encourage your team members? Maybe you enjoy helping others identify their strengths. Perhaps you thrive on assisting others to work towards accomplishing their professional goals.
Whatever you enjoy most about leadership, be sure to tell the interviewer that you plan to be a passionate leader within their organization.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I love being a leader! If I had to choose one aspect that made leadership the most rewarding, it would be the fact that I can change someone's life or career path by guiding and encouraging them. I am excited to have the opportunity to be a leader for your team."
Written by Rachelle Enns on June 11th, 2020
Admin
"I like to make a positive impact on the lives of others. By being a positive person, I can influence the thought patterns of my coworkers and those around me outside of the workplace."
Written by Rachelle Enns on June 11th, 2020
Manager
"The best part of being a leader in the marketing industry is that I can teach and train new and exciting methods for advertising and content creation. I am a highly creative individual, so passing along the 'creative torch' appeals to me."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I love to imagine a world where everyone feels inspired by at least one thing every day. To contribute to this vision, I help people on my team to grow and achieve their potential. It's fun for me to identify someone's potential and help groom them and support them in achieving their highest potential."
Written by Rachelle Enns on June 11th, 2020
Retail
"I enjoy helping other people reach their potential. Seeing someone grow and flourish in a new role is very satisfying."
Written by Rachelle Enns
Sales
"I love the responsibility of being a leader because I get to help mold people into a better version of themselves. In the process, I am being challenged and growing at the same time. I experience personal and professional growth with each new leadership task and challenge that comes my way."
Written by Rachelle Enns on June 11th, 2020
Teacher
"My favorite part of being a leader is the fact that I can influence and impact our future leaders. I am excited to see where my students will end up one day. I believe they all have the potential to change the world."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I enjoy encouraging others to fulfill their potential. I enjoy being a mentor, helping people realize their strengths and ways they can build on them."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
It seems you have a genuine desire to help others grow and flourish in their career. Any interviewer should be thrilled to see this quality :)
20. How can we motivate you as a leader?
How to Answer
Even the most fantastic leader can be in danger of burning out now and then. The interviewer wants to know how they can be an encouragement to you, in turn. As a leader, you need to be able to identify and express what keeps you showing up, working hard, and supporting your team.
Your motivation may come from successes and achievements. Perhaps you are working towards career advancement. Take some time to think about what truly motivates you and share your thoughts with the interviewer.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I gain motivation through words of encouragement and compensation based rewards. For instance, I could compete for a gift card or a contest where I can earn a bigger holiday party budget for my team. Being a leader comes naturally to me, so I don't find it to be a taxing task very often. My competitive nature keeps me internally motivated, as well."
Written by Rachelle Enns on June 11th, 2020
Admin
"I feel motivated when I work in a trust-filled, positive, and collaborative environment. When I can trust my team and am offered trust in return, I feel empowered to work even harder."
Written by Rachelle Enns on June 11th, 2020
Manager
"I am motivated by shout out's and recognition for my team members when they perform well. As a manager, I take a lot of time motivating my teams. When I have the opportunity to reward them through recognition from the corporate head office, it is extra motivating."
Written by Rachelle Enns on June 11th, 2020
Marketing
"What motivates me is the potential to continue to grow with a quality company. I value recognition, especially when this recognition presents an opportunity to take my career to the next level. I value a company that appreciates not only me but all of its employees. Loyalty is rare these days, and it's something I truly value."
Written by Rachelle Enns on June 11th, 2020
Retail
"I am a very competitive person and find a great deal of motivation through sales contests and challenging but achievable goals. I am motivated to win, learn, and grow professionally."
Written by Rachelle Enns on June 11th, 2020
Sales
"I'm competitive, and also love praise when it is meaningful. Being in sales, of course, I gain motivation through financial rewards. I love opportunities to tap into accelerated growth based on my sales performance."
Written by Rachelle Enns on June 11th, 2020
Teacher
"You can motivate me, as an educator, by noticing the great things I do for my students. If a parent calls to mention their child's learning has improved, I want to hear about it. Kind words of appreciation drive my motivation. I like to know my efforts are making an impact."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"To see my direct reports working as a team."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Try expanding on your response, as this one isn't very helpful to the interviewer and sounds a bit stand-offish.
"The best way to motivate me as a leader is to cultivate an environment of teamwork, collaboration, and togetherness. As a leader, I like to work closely with my team to help them achieve their goals. This type of environment is very motivating for me."
21. What is the difference between a leader and a manager?
How to Answer
The interviewer would like to know that you understand what makes a leader stand out, and what you believe defines a leader. Just because you hold a management title, it does not mean you are a leader.
A real leader is someone who makes others want to jump on board with their mission and follow them. A manager is just someone who has direct reports. To be an excellent leader, you should inspire others. A true leader gets people excited to buy into the vision.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I believe that the difference between a leader and manager is that a manager has the job title and the incumbents, but not necessarily the required buy-in from their team. A leader gains buy-in through inspiration."
Written by Rachelle Enns on June 11th, 2020
Admin
"A leader is someone who people want to follow. A manager is someone who others feel they have to follow. I believe a manager or supervisor should be a healthy blend of both approaches so that they can earn their teams' respect organically but also maintain their authority."
Written by Rachelle Enns on June 11th, 2020
Manager
"A manager is someone who has a team of people who answer to them. A leader is someone of influence. I believe that anyone can be a leader - no matter their job title or position."
Written by Rachelle Enns on June 11th, 2020
Marketing
"To me, leadership is a mindset versus a title. A manager is more of a job title. Anyone can possess leadership skills, but a great manager will have leadership skills along with the ability to direct their team to success."
Written by Rachelle Enns
Retail
"I have worked with both leaders and managers. The biggest difference I can see is that a leader can be anyone who people want to follow. A leader will gain followers, and a manager merely has people who answer to them."
Written by Rachelle Enns
Sales
"In sales, a leader will tell you your goals and help you make a plan aimed at achieving those goals. Someone who is a manager will only tell you the company goals and send you on your way. I am the type of person who prefers to lead and guide. There are significant benefits to investing in those you lead."
Written by Rachelle Enns on June 11th, 2020
Teacher
"Coaching and mentoring are activities of a true leader. I firmly believe that one does not need to be in a formal management role to lead. I have students who lead other students, and it's great to see."
Written by Rachelle Enns
User-Submitted Answer
"A leader leads others into being leaders where a manager just manages the work being done by their direct reports."
Written by an Anonymous User

Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
I think your answer is on point but hard to understand because of the overuse of the word 'lead'! :) Perhaps your answer could be rephrased like below:
"In my opinion, a true leader teaches, guides, and inspires others so they become more confident in themselves and their work. A manager, on the other hand, just oversees the work being done by their direct reports and doesn't spend much time at all on teaching or inspiring those below them. My goal is to lead others rather than just manage them. I believe that leaders can truly change and improve the lives of their team members."
22. What is the most important task of a leader?
How to Answer
As a leader, you may feel that the most critical task is to guide, coach, mentor, teach, encourage, or train. There is no real right or wrong answer to this question, but the interviewer wants to hear an insightful response.
Whatever your response, consider providing a story of a time when you stepped up as a leader or experienced true leadership from another person.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"At the beginning of my career I had a leader who spent a lot of time investing in my knowledge. He would give me books to read, podcast suggestions, and online audio courses. This investment in my professional growth was the most important gift he could have given me. Now, I return the favor to all those that I lead. Investing in my team in this way is, in my opinion, the most important thing a leader could do."
Written by Rachelle Enns on June 11th, 2020
Admin
"The most important task I can take on as a leader is showing kindness to my team members. When an employee feels cared for, they will always perform better. I exercise this approach in my current role by lending a hand when an opportunity arises. My coworkers know they can safely come to me when they need assistance."
Written by Rachelle Enns on June 11th, 2020
Manager
"As a leader, it is important that I help my team to figure out their ideal career path and help them to grow towards those goals. I invest in my team members by way of personality assessments, online courses, workshops, and more, to help them in their self-discovery process."
Written by Rachelle Enns on June 11th, 2020
Marketing
"The greatest task I can take on as a leader in marketing is to share with others any new knowledge or resources that I acquire along the way. Knowledge-sharing is critical, especially in such a fast-moving and ever-changing industry."
Written by Rachelle Enns
Retail
"Retail is a fast-moving industry with a lot of staff turnover. What I find to be the most important task of a leader is to be an encourager. Often, my team members are young students or new graduates. I like to help them see the best of what they offer, even if they are new to their careers."
Written by Rachelle Enns on June 11th, 2020
Sales
"In sales, it is easy to become demotivated or discouraged, especially when you are unsure of your targets and goals. The best thing I can do as a leader is to give clear guidance to my team members. I create excellent roadmaps for each person and check in with them regularly to ensure they are on track and motivated."
Written by Rachelle Enns
Teacher
"As a teacher, I am a leader in a variety of ways throughout the day. I have found that the most important task as a leader and a teacher is to be an observant and active listener. Many students will show me what they need if I take the time to observe and listen attentively."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"The most important task of a leader is to share any new knowledge or resources that I acquire while learning."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Very unique answer - it's great!
23. How will you guide your team in terms of personal development?
How to Answer
The interviewer would like to know that you understand the importance of self-development techniques for your team. Some suggestions for employee personal development initiatives:
- Roadmapping of a professional growth plan
- Setting learning goals
- Conferences and other off-site learning opportunities
- Related books, audiobooks, and podcast from industry influencers
- Lunch and learns with exciting topics
- Online learning portal or subscriptions to Udemy and other online universities
- Mentorship partners
- Internal volunteer initiatives or supporting their volunteer interests
- Cross-departmental training opportunities
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I plan to guide my team in personal development by offering unique learning opportunities. My current company has a learning portal where employees can log-in and learn a variety of new skills, from software to leadership. It's an excellent resource. Do you have anything like this in your professional development arsenal?"
Written by Rachelle Enns on June 11th, 2020
Admin
"I will guide my team members by meeting with them individually and creating a personal growth plan for the year. It's important to me that I understand the desires of each staff member and help them to achieve their professional goals."
Written by Rachelle Enns on June 11th, 2020
Manager
"As a manager, I fully understand the importance of investing in my employees. For that reason, I will provide at least two off-site learning opportunities per year for each team member. This experience may be a conference, a trade show, or a seminar related to their role, goals, and of course - the company's mission."
Written by Rachelle Enns
Marketing
"I like to guide my team with learning opportunities. Marketing is always changing, and the rules for digital marketing change overnight. My current agency has an online learning portal, including subscriptions to two online universities. When a team member shows great initiative or has a significant win, we will allocate credits to them to take a course of their choice. These types of continued learning opportunities add significant value to both the employee and the company."
Written by Rachelle Enns on June 11th, 2020
Retail
"Many of my employees are recent graduates or students who work part-time. I like to guide their personal development by suggesting books to read or listing influencers to follow. Even if they can listen to a helpful podcast while they study, or drive to work, all of the information will add up and will help them to succeed in their careers and personal lives."
Written by Rachelle Enns on June 11th, 2020
Sales
"I work with highly competitive salespeople, so one of my favorite ways to help them in their professional development is through in-office contests. I will have up for grabs, tickets to conferences or seminars of industry influencers. These tickets go to the top performers. My team loves these opportunities, and it also boosts their performance!"
Written by Rachelle Enns on June 11th, 2020
Teacher
"It's important that I invest in my students regularly. I do not have a large classroom budget, so I often look for book donations from used bookstores so that I can gift new literature to my students. I guide my students' development by encouraging them to discover their world through words."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"In e-learning opportunities."
Written by an Anonymous User

Our Professional Interview Coach
Marcie Wilmot Reviewed the Above Answer
This is a good idea! But don't forget to talk about how you will first get to know each of your colleagues so you're aware of their personal goals. Once you know what their personal goals are, you'll be better able to support and encourage them in pursuing and developing them. Consider allowing your team members some time for personal development. You could also help them set learning goals and offer innovative learning experiences, which could include your e-learning idea.
24. Which leadership book have you most recently read?
How to Answer
It's widely agreed that reading books on leadership development is essential to personal and professional growth. The interviewer would like to make sure that you are self-aware and invest in yourself.
Also, if you spend time investing in yourself, chances are you will also take the time to invest in your employees!
Some excellent leadership books include:
- 'Start With Why' by Simon Sinek
- 'Primal Leadership' by Daniel Goleman
- 'Extreme Ownership' by Jocko Willink and Leif Babin
- 'Lean In' by Sheryl Sandberg
Written by Rachelle Enns on June 11th, 2020
Answer Example
"The leadership book that I most recently read was 'The 10X Rule,' by Grant Cardone. He speaks not only of being a winner, at the front of the pack, but also giving your absolute best in everything that you do. It's one of my favorites, and I read it every year."
Written by Rachelle Enns on June 11th, 2020
Admin
"Just this past week, I read 'Daring Greatly' by Brene Brown. The author is well-known in the personal growth space, and this particular book touches on vulnerability and setting out to be extraordinary in all that we do."
Written by Rachelle Enns on June 11th, 2020
Manager
"My absolute favorite book on leadership and one that has shaped my management style is 'The New One Minute Manager' by Ken Blanchard and Spencer Johnson. It's an older book, originally written in 1982, with a newly revised version. The publication discusses the concept of one-minute goals, one-minute praisings, and one-minute reprimands when necessary. Have you read it?"
Written by Rachelle Enns on June 11th, 2020
Marketing
"I have read many wonderful books on leadership! Most recently, I have read 'The Five Dysfunctions of a Team' by Patrick Lencioni. I recently heard that many NFL coaches implement the concepts addressed in this book. The dysfunctions the author includes are the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results."
Written by Rachelle Enns on June 11th, 2020
Retail
"Right now, I am reading 'How to Win Friends and Influence People.' I know it's an oldie, but Dale Carnegie is a staple in the business world, and I believe everyone can learn a great deal from him. I plan to read all of his books, and I encourage my team to do the same."
Written by Rachelle Enns on June 11th, 2020
Sales
"The best leadership book I have read, and I am currently reading it for the third time, is 'Good to Great' by Jim Collins. It's a book about leadership and companies in general. I have learned a lot about what separates a good company from a great company, and how most companies are never excellent and why."
Written by Rachelle Enns on June 11th, 2020
Teacher
"I am currently reading "Leaders Eat Last" by Simon Sinek. I like Sinek's teaching because his concepts are realistic and insightful. This particular book focuses on why some teams pull together and why some do not. I plan to take what I learn and implement it in my classrooms, encouraging my students to pull together."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"The Tipping Point" by Malcolm Gladwell."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
A must read for any leader! If you can, add in a tidbit about what you learned.
"I recently read The Tipping Point by Malcolm Gladwell and learned more about how small actions and goals can amount to a significant change."
25. As a leader, how will you measure the success of your team members?
How to Answer
A successful leader focuses' on leading their team members to success, but they must also remember to measure that success. By measuring success, you can show your team how far they have come towards reaching their goals or how much harder they need to work if they miss targets.
Employees are often more responsive in an environment where they know how their performance stacks up again others. Some ways that you can measure the success of your team may include:
- Note their attendance, punctuality, or number of sick days. You can then draw a correlation between the employee's performance and their overall engagement levels.
- Taking note of how often they help their colleagues to succeed. When their coworkers are winning, so are they!
- Looking at the timing between team member performance and how quickly each person completes everyday tasks. If a job that used to take a team member 2 hours, is now taking up the entire day, this is a sign that they are highly demotivated.
- Notice the number of times a team member takes the initiative. The more proactive everyone is, the more often goals will be achieved.
- Measuring the quality of your team members' work is a significant success metric. You can analyze this through customer reviews or co-worker feedback.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"My favorite way to measure the success of my team members is to view individual and group productivity reports, and compare the data month after month. Then, I share the results in their monthly performance reviews. When an employee knows that I notice even a small uptick in their productivity, they are more likely to perform at their peak ability."
Written by Rachelle Enns on June 11th, 2020
Admin
"I plan to measure the success of my team members by how engaged they are. I will look at how often they are early for work, how many times they stay late to meet a deadline, or how often they go above and beyond their regular 9-5 to help a client."
Written by Rachelle Enns
Manager
"My favorite way to measure success is by noting how many times an employee has helped a coworker. This kindness metric is one that I address in my team's performance reviews as well."
Written by Rachelle Enns on June 11th, 2020
Marketing
"I measure the success of my team members by how quickly and efficiently a project is completed. After we deliver a project, we all meet in the boardroom and discuss our success, and what we could have done better. I like to equip my team with the information they need to grow professionally."
Written by Rachelle Enns on June 11th, 2020
Retail
"Successes are important to measure. I like to measure proactive activities and praise my team every time I see them taking action without being asked. This initiative could mean going above and beyond for a customer, cleaning areas of the store that receive less attention, or finding new efficiencies to benefit the company."
Written by Rachelle Enns
Sales
"My favorite way to measure the success of my team members is through fun competitions that show graph comparisons of each person's performance through a variety of KPI's. This approach is an excellent way to make each person aware of their overall performance while keeping things as encouraging as possible."
Written by Rachelle Enns on June 11th, 2020
Teacher
"As a teacher, it's important that my students, and their guardians, are aware of their progress. I start the year by creating an individual learning plan with each student. Every month we review the plan together, and the student is responsible for rating their performance from 1-5. This approach keeps students accountable for their achievements and successes."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I meet with each manager weekly and set weekly goals. I also do quarterly review meetings and review the team goals that were set and set new ones."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
It sounds like you are highly organized when it comes to measuring team performance, which the interviewer will be happy to hear.
26. How do you present bad, or disappointing news, to your team members?
How to Answer
The interviewer is interested in knowing your leadership and management style when it comes to delivering less than pleasant news. Some people have trouble facilitating difficult conversations, so you must display your ability to be uncomfortable while maintaining a position of authority.
If possible, give an example of a time when you had a challenging conversation. Explain how you were able to deliver the news professionally.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I don't believe anyone enjoys delivering bad news; however, as a leader, it is part of what I need to do - sometimes on a weekly or even daily basis. When I have news to share that I know will disappoint someone, I will sit down with them, one-on-one, and express that I know how much the situation meant to them. I will then highlight to my team member what they did very well and make a plan with them to either try again or come up with an alternate plan."
Written by Rachelle Enns on June 11th, 2020
Admin
"Before I deliver bad news, I like to prepare my self for every possible reaction from the person to whom I am delivering the news. I will make sure to have a reply ready for someone who reacts angrily, someone who becomes emotional, and someone who may have a disengaged reaction. By having a variety of conversation approaches prepared, I can enter an uncomfortable conversation with confidence."
Written by Rachelle Enns on June 11th, 2020
Manager
"I learned early on in my management career that I should never joke around or make light of a situation when I am delivering unpleasant news. When I need to have an uncomfortable conversation, I approach the situation as though it were me receiving the news. I am kind, patient, and understanding of their reaction."
Written by Rachelle Enns on June 11th, 2020
Marketing
"It's important to remember when delivering bad news, that I am having a conversation with a person who has a range of feelings. I directly deliver the news and then allow the team member to speak their mind. They can vent and get everything off their chest before they return to their desk. If the situation is dire, I will invite them to go for a walk to the coffee shop down the road to get some fresh air and blow off some steam."
Written by Rachelle Enns on June 11th, 2020
Retail
"When delivering bad news, I make sure to give it to the person straight and never beat around the bush. That's as bad as receiving the 'we need to talk' text from your significant other! I will talk to the person as soon as possible and fill them in on the situation. I am always empathetic in my delivery."
Written by Rachelle Enns on June 11th, 2020
Sales
"Salespeople often have particularly strong and competitive personality types, which means they want to get to the point. When I have to deliver unsavory news, I avoid being vague. This approach means collecting as much data as possible before having the conversation. If someone missed their monthly target, for instance, I sit them down with the monthly numbers and analytics so they can create a vision of where things went awry. We can then make a plan of action together to avoid the situation from repeating itself."
Written by Rachelle Enns on June 11th, 2020
Teacher
"As an educator, I approach all difficult conversations with the utmost empathy. I know that no student goes out and tries to fail. Everyone wants to succeed; it's just that some people may not have the tools to do that. I will deliver the bad news, a low grade, for example, and then sit down to make a plan with the student on how we can avoid that from happening again. Before ending the conversation, I will give the student one example of what I enjoy or like about them. I aim always to leave a conversation with a student on an encouraging note."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"I sit down with my team individually and then as a group and explain to them what we have done well and where we missed the mark. I explain what we can do in the future to succeed. I present the news in a patient and compassionate manner."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Your leadership qualities are on point!
27. How do you react when your team misses a deadline?
How to Answer
Missed deadlines are never a good situation and can reflect poorly on you as a leader. The interviewer would like to understand better how you react to disappointment when plans do not go your way.
Rather than just telling the interviewer how you react, consider giving a story example of a time when your team missed a deadline and walk the interviewer through the action that you took.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"My team is highly efficient, and we rarely miss a deadline. When we do, it's surprising. We had a very challenging client last year who made a significant amount of changes throughout the entire project. These changes caused us to miss our deadline. I took action after that to ensure a better client onboarding process. This new process made sure we dug deeper with each client at the start, which has resulted in fewer mid-project changes."
Written by Rachelle Enns on June 11th, 2020
Admin
"When my team misses a deadline, it is disappointing. On the odd occasion that this has happened, I first ask my team for feedback. I want to know what I could have done better, as a leader, to make sure we hit our goal. Then, I ask them to look internally and tell me what they honestly feel they could have done differently. I prefer a collaborative approach to these types of conversations."
Written by Rachelle Enns on June 11th, 2020
Manager
"We reach deadlines as a team, and we miss deadlines as a team. I truly believe that. When a deadline passes, I look at how we could have moved better as a machine, to make the delivery happen on time. I do not react negatively to my team members, but I do use situations like this as learning and coaching opportunities."
Written by Rachelle Enns on June 11th, 2020
Marketing
"Our office is highly collaborative so, when we miss a deadline, we all take accountability. As the leader, I need to be accountable for the project as a whole, and for that reason, I always call the client to let them know of any hiccups we are having along the way."
Written by Rachelle Enns on June 11th, 2020
Retail
"There are very few deadlines that my team has missed. We are a great mix of personalities, and we will all stay late, if needed, to support each other. I do recall a situation last year when we did not get our annual inventory count submitted on time. There were technical glitches with a few of the scanners, so employees had to share scanners. We worked at a fast pace, but also supported each other, yet we still missed the target. I congratulated my team on pulling together, and then we made a plan to ensure full preparation, should that situation happen again."
Written by Rachelle Enns on June 11th, 2020
Sales
"My sales team takes it pretty hard when they miss a deadline, mainly because they are a group of highly competitive individuals. I don't need to be hard on them because they are hard enough on themselves. What I will do is take the situation as an opportunity to better myself as a leader, and strengthen them as a team, through a lesson or professional development opportunity."
Written by Rachelle Enns on June 11th, 2020
Teacher
"As a teacher, it is important that I never place blame on my students for a deadline that I missed, or a deadline that I missed because I was rushing through a module, for instance. Education is a team effort, but I am the class leader. For that reason, if a deadline is missed I will always reflect internally, first."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"Stay calm, and thank the team for their time. The next step is for me to identify what caused the delay and to fix it in the near future."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
This is the answer of a great leader! Nice job.
28. What do you look for, before giving someone on your team a promotion?
How to Answer
The interviewer would like to know that you are discerning when it comes to the types of people you further promote on your team. Share with the interviewer the kinds of skills, characteristics, and attitudes that you look for when rewarding employees.
Some things you may like to see:
- Self-motivation
- Reliable & dependable
- Strong work ethic
- Great customer service
- Goal-setting
- Consistency
- Helpful to others
- Positive attitude
- Needs little direction
- Team-oriented and collaborative
- Clear & effective communicator
- Flexible & willing to adapt
- Interested in professional development
Written by Rachelle Enns on June 11th, 2020
Answer Example
"Before promoting someone on my team, I will read through all of the employee's performance reviews and ask for references from former managers. As far as skills go, I look for someone collaborative and reliable."
Written by Rachelle Enns on June 11th, 2020
Admin
"I believe it's important to look at someone's level of collaboration and helpfulness. If the employee has shown leadership skills without a management title, I can be sure they will pull through as a solid leader and solid manager, once promoted."
Written by Rachelle Enns on June 11th, 2020
Manager
"Management and leadership roles are too often given to people who are not true leaders. Many are promoted simply out of tenure, and I do not believe in this practice. What I look for when I promote a team member is a history of professional and self-development activities. I would rather promote someone who reads regularly, and wants to learn as opposed to someone who has been cushy in their role for many years without any growth initiative."
Written by Rachelle Enns
Marketing
"In marketing, we often promote those who will show self-motivation and take the initiative without being asked. Much of what we do is independent project work remotely. Before promoting someone, I would ensure the person could handle the balance between working independently and collaborating with a team of creatives."
Written by Rachelle Enns on June 11th, 2020
Retail
"It can be a challenge to find a reliable staff member in the retail industry. For that reason, I would first assess the person's track record when it comes to showing up on time, staying for their entire shift, and calling in sick. If they proved to be reliable, I would consider a promotion should they be interested."
Written by Rachelle Enns
Sales
"Sales organizations and departments require organized leaders, great motivators, and competitively minded managers. If I had a team member seeking a promotion, I would look for those qualities. Also, I would want to see a history of success and achievement."
Written by Rachelle Enns on June 11th, 2020
Teacher
"A promotion would rarely be up to me, as an educator; however, if I were hiring a teacher or promoting someone to a Principal role, I would look for consistency in behavior and higher education. Also, someone that the students respect and listen to."
Written by Rachelle Enns
User-Submitted Answer
"The characteristics and attitudes I would look for in before promoting someone on my team are self-motivated, Reliable & dependable, Strong work ethic with consistent individual contributions, and achieving personal goals.
Helpful to others with a positive attitude
Needs little direction
Team-oriented and collaborative, Clear & effective communicator"
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Fantastic insight! These are all very important qualities to look for before making a promotion.
29. Do you prefer group discussions or one-on-one meetings?
How to Answer
Show the interviewer that you are capable of facilitating group discussions or one-on-one meetings, based on what is most appropriate for the situation. There is no real right or wrong answer to this question, but be sure to back up your personal preference when you provide it. If possible, avoid firmly leaning one way versus another.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"I believe that group discussions and one-on-one meetings should be facilitated, according to the situation at hand. I prefer to have group meetings because they can turn into amazing brain-storm sessions, but I do understand the importance of more intimate conversations as well."
Written by Rachelle Enns on June 11th, 2020
Admin
"I prefer one-on-one meetings when corrective action is required. Group discussions are best when making plans for a project. I believe both types of communication are essential, but each approach must occur in their appropriate timing."
Written by Rachelle Enns on June 11th, 2020
Manager
"I am more of a one-on-one person in my personal life, an approach I tend to lean towards in my management style as well. I prefer making a genuine connection with each of my team members individually. Group discussions need close moderation, so they remain on track, but there are great advantages to group discussions as well. Ideas tend to flow better, and they can foster an environment of camaraderie."
Written by Rachelle Enns on June 11th, 2020
Marketing
"Among my marketing team, we are all about group discussions. It's important to us that we have great discussions where we can brainstorm, make progress on projects, and be creative. I am comfortable having one-on-one discussions when necessary. For instance, I will choose a private conversation when corrective action is in order."
Written by Rachelle Enns on June 11th, 2020
Retail
"There are a time and place for all discussion types, which is why I would say that I do not lean one way or another; rather, I am discerning about the type of meetings that I call. As a leader, I am comfortable in a group or one-on-one setting."
Written by Rachelle Enns on June 11th, 2020
Sales
"As a manager of a sales team, I prefer group discussions or 'team huddles,' as we call them. In these group meetings, we can make plans for upcoming months while also discussing ideas on how we will meet our targets. I like to reserve one-on-one sessions for individual performance plans or taking corrective action with underperforming team members."
Written by Rachelle Enns on June 11th, 2020
Teacher
"Group discussions have their value, but I know the importance of connecting with my students on an individual basis as much as possible. I can comfortably facilitate either approach."
Written by Rachelle Enns on June 11th, 2020
User-Submitted Answer
"It's important to have group discussions as well as one-on-one meetings when necessary."
Written by an Anonymous User

Our Professional Interview Coach
Rachelle Enns Reviewed the Above Answer
Try breaking down when you believe each approach to be the most appropriate.
"It is important to have group discussions as well as one-on-one meetings. I reserve one-on-ones for conversations surrounding professional development and performance. Group conversations are best for motivating, brainstorming, and celebrating achievements."
30. What does micromanagement mean to you?
How to Answer
Micromanagement is the practice of carefully observing or controlling the work of your employees or team members. Overall, the term 'micromanagement' can mean something different from manager to manager. Discuss what the word 'micromanagement' means to you. Be sure to mention whether or not you deploy a micromanagement approach.
Written by Rachelle Enns on June 11th, 2020
Answer Example
"To me, micromanaging is giving unnecessary supervision to team members, telling them how to do their job or controlling the smallest of their moves. I have been micro-managed by bosses in the past, and it's truly demotivating. I like to give my team the benefit of the doubt and let them work their magic in peace, giving them the space required to do their job."
Written by Rachelle Enns on June 11th, 2020
Admin
"To me, micromanagement is when a manager unnecessarily tell their employees what to do. I believe that if someone needs to be micromanaged to perform, they should not be in the role the first place. It's important to give employees space to move and trust them to do their job with care."
Written by Rachelle Enns on June 11th, 2020
Manager
"I define micromanagement as the practice of towering over your employees' every move. I believe this to be a waste of time. If I cannot trust my team members to do a great job, why are they on my team? Instead, I like to give clear guidance from the start and have an open-door policy for all questions an employee may have."
Written by Rachelle Enns on June 11th, 2020
Marketing
"In marketing, there is rarely time to watch over each team members' progress every minute of the day. I do not micromanage. Instead, I show trust to those on my team. I give many opportunities for growth and learning, and check in regularly to ensure understanding along each project stage."
Written by Rachelle Enns
Retail
"When I was a junior retail sales representative, I experienced a floor manager who watched my every move and micromanaged me. It was unnerving and did not help my performance. I will never do that to a staff member. Instead, I coach and mentor and make myself openly available for help and learning opportunities."
Written by Rachelle Enns on June 11th, 2020
Sales
"Many sales organizations are known for micromanaging numbers and KPIs. I keep a close eye on my team members' performance. I look at their sales daily and check how close they are to target. I like to keep this close eye so that I can pivot them to succeed if their results are sliding for the month. In my mind, this is not micromanaging because it is an effective action versus a controlling act."
Written by Rachelle Enns on June 11th, 2020
Teacher
"Teachers are often known for pushing their students to work harder, and for squeezing the best grades that they can out of their students. I do not consider this micromanaging - more, I think of this as continual encouragement. When I know that a student has more in them than they are giving, I will push and encourage them to do better."
Written by Rachelle Enns
User-Submitted Answer
"Micromanagement means a lack of trust in the individual to get the job done. It can be highly de-motivating."
Written by an Anonymous User

Our Professional Interview Coach
Lauren McCabe Reviewed the Above Answer
This is a very good response. I would add language around your work style and how to avoid use of micromanagement.
"Micromanagement is lack of trust in an employee to get a job done. A micromanager hovers over the employee, which can result in lack of motivation, resentment, and feelings of humiliation. I avoid micromanagement by providing clear instructions and expectations. I also monitor progress and check-in with employees routinely so that we are meeting goals and working at an acceptable standard."