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Leadership Interview
Questions

30 Questions and Answers by Rachelle Enns
Updated June 11th, 2020 | Rachelle is a job search expert, career coach, and headhunter
who helps everyone from students to fortune executives find success in their career.
Job Interviews     Topics    

Question 1 of 30

Have you ever had to give an employee a poor performance review? How did you feel about that responsibility?

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Interview Questions

1.

Have you ever had to give an employee a poor performance review? How did you feel about that responsibility?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous 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."

Rachelle's 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.

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Anonymous Answer

"I have to give feedback, good or bad. Giving positive feedback is good. However, negative feedback is also essential when appropriate when it enables further employee growth."

Lauren's Answer

Good response, but be sure to answer both parts of the question.

"As a manager, it is my responsibility to provide positive and negative feedback. Although providing negative feedback is more difficult, it is an essential way to be an effective leader. Providing negative feedback in a performance review is part of my Best Practices. I take the responsibility as a challenge, because I want to be constructive in order for the employee to grow and be aware of deficiencies."

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2.

How do you present bad, or disappointing news, to your team members?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous 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."

Rachelle's Answer

Your leadership qualities are on point!

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Anonymous Answer

"I have had to present disappointing news, such as not receiving a bonus. I did this is a sensitive way to keep the team engaged as well as implementing company policy."

Lauren's Answer

This is a good start. I would add more depth about how you approach and disseminate the news.

"There was a time when I had to deliver rather disappointing new to my team about not reaching a goal that would have resulted in a bonus. I facilitated a team meeting and delivered the information sensitively. I engaged the group by being optimistic about reaching future goals, and ways we can improve our performance. When delivering difficult information, I think it is best to provide feedback, encouragement, and ways to improve. This is done with without harsh criticism."

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3.

What does micromanagement mean to you?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"Micromanagement enables managers to make decisions, by controlling every move or decision people make."

Rachelle's Answer

The sentence structure is a bit rough but the idea is there. I have reworded, below :)

"Micromanagement is when a manager tries to control every move or every decision made, making it difficult to get a job done."

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Anonymous Answer

"Micromanagement means a lack of trust in the individual to get the job done. It can be highly de-motivating."

Lauren's 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."

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4.

If you were hired for this position, what are the first changes you would implement?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous 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."

Rachelle's Answer

Wonderful response! This is perfect.

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Anonymous Answer

"I would not implement any changes initially. Unless there was a clear directive from my superior that changes were required immediately. I would assess the situation first to determine if changes were required."

Mary's Answer

Great response! It is important to come in with fresh perspective and objectivity when adapting to a new company/position. See edits.

"I would not initially implement changes unless there were clear directives from my superiors to do so. Instead, I would begin by assessing the current situation through observation and information gathering. From there, I would evaluate what direction or changes are needed."

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5.

Which leadership book have you most recently read?

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

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"I have read Managing Successful teams by John Humpries."

Lauren's Answer

Great! Minor edits made. It would be helpful to add what you got out the book.

"I have read, “Managing Successful Teams” by John Humphries. The book allowed me to implement more ways to motivate my team by setting clear expectations, leading with confidence, and more on training and continued education."

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Anonymous Answer

"The Tipping Point" by Malcolm Gladwell."

Rachelle's 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."

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6.

As a leader, how will you measure the success of your team members?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous 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."

Rachelle's Answer

It sounds like you are highly organized when it comes to measuring team performance, which the interviewer will be happy to hear.

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Anonymous Answer

"I will measure the success of team members by the achievements of the teams' targets and the achievement of their development plans."

Lauren's Answer

encouragement, and ways to improve. This is done with without harsh criticism. Great response. It is important to explain that you use developmental plans because that is a clear way to track progress.

"I will measure team success by the use of departmental development plans as well as individual development plans. Goals are more easily measured when there is a clear metric to monitor progress."

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7.

Tell me about a time when you effectively delegated tasks.

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.

Rachelle's Answer #1

"(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."

Rachelle's Answer #2

"(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!"

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Anonymous Answer

"I delegated the task of producing safe systems of work to my deputy. Before assigning this task to him, I reviewed the time that he would have and the skills required to do the job. I also discussed the requirements in detail with him so that he knew exactly what to do. It was also a development opportunity for him because it was a task that he had not done before."

Lauren's Answer

This is a great example. You provided a well-rounded explanation of the task and the way you delegated the task. Great job! I made spelling and grammar edits.

"I once delegated the task of producing safety systems of work to a deputy employee. This particular employee did not have prior experience with this task, so we had a training session prior to their implementation. We reviewed the time and skills requirement, as well as the process step-by-step. The deputy was able to ask clarifying questions and feel comfortable about taking on a new skill. This attention to training detail was beneficial for the employee and myself, as it would ensure correct implementation. Spending time on the onset to train and explain new things saves time for everyone involved."

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Anonymous 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."

Rachelle's 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.

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8.

How will you guide your team in terms of personal development?

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

Rachelle's Answer #1

"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?"

Rachelle's Answer #2

"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."

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Anonymous Answer

"I would develop a professional growth plan customized for each team member. Each year we will set learning goals for new skills. Conferences and other off-site learning opportunities Lunch and learns with exciting topics - legal, operations, marketing, sales. Online learning portal or subscriptions to Udemy Mentorship partners"

Rachelle's Answer

It seems you have some incredible ideas in store! The interviewer should really appreciate your enthusiasm.

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Anonymous Answer

"I guide my team by through a 1:1 meeting where we review how they are doing and how I can help them."

Lauren's Answer

Great response! You can follow-up with describing how 1:1s help improve morale and productivity.

"I guide my team by facilitating weekly 1:1 meetings where we review progress goals, and I provide feedback and suggestions. In my experience, 1:1s builds higher rapport, enhanced individual and team morale, and increased productivity. Setting clear goals and providing ways to achieve those goals, make everyone happier and more successful."

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9.

Tell me about a time when you tried to encourage a fellow team member. Was the encouragement well received?

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.

Rachelle's Answer #1

"(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."

Rachelle's Answer #2

"(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."

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Anonymous Answer

"I tried to encourage the Health and Safety Manager to implement new safety procedures which were not popular but were necessary. The encouragement went well because the new methods were implemented successfully."

Lauren's Answer

Good example. I assisted with spelling, grammar, and sentence structure. Be sure you are ready to provide the exact safety procedures in case you are asked in an interview.

"I once encouraged a Health and Safety Manager to implement new safety procedures. The new procedures were not popular, but necessary however. I provide context as to why the new procedures would be beneficial, and the changes were made successfully due to the discussion."

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Anonymous 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."

Rachelle's 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."

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10.

Give me an example of a time when your communication style helped you to be a more effective leader.

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.

Rachelle's Answer #1

"(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."

Rachelle's Answer #2

"(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."

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Anonymous Answer

"I usually define communication strategy at the planning phase of the project, and that helps to eliminate various communication-related issues for my team and me. My communication style is a mix of professional and casual, and I try to be extremely transparent with my team and release full information. That helps me to convey the message and at the same increasing morale and trust within the group."

Rachelle's Answer

Your communication style sounds thoughtful and systematic. Any interviewer should appreciate hearing that you begin with clear communication from the start, which helps to eliminate many problems as a project progresses.

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Anonymous Answer

"In my last role, I always ensured that my team was well informed about the needs of the business. I did this by having weekly meetings where I conveyed the various business needs, and my team was then able to ask questions and get immediate feedback. It kept me engaged with the business requirements."

Lauren's Answer

This is a very strong, well-rounded response. You provided specific examples. I would conclude with noting a positive outcome of your efforts.

"In my last role, I ensured my team was well-informed of goals, deadlines, and requirements. I did so by conducting weekly meetings and continuous communication and feedback loops. By doing so, my team was well-versed on my expectations and could better meet target goals."

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11.

Tell me your favorite part of being a leader.

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"Being a leader gives me the opportunity to grow someone's life or career path by mentoring them, teaching them what I know."

Rachelle's Answer

You are very right! I have reworded it a touch, to help with flow.

"I appreciate that, as a leader, I have the opportunity to help other people grow in their career by mentoring them, and teaching them what I know."

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Anonymous Answer

"My favorite part of being a leader is to be able to influence events which are beneficial to both the team and the individual."

Lauren's Answer

Great answer. I assisted with broadening your response to include vital traits a leader should evoke.

"My favorite part of being a leader is the ability to influence positive productivity within a staff group. I am constantly looking for ways to motive others, improve quality of services, and event that can be beneficial on a team level as well as individual level. The ability to look at the department on an overhead scale to influence positive change is extremely rewarding."

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12.

Tell me about a time when you took charge of a situation but the outcome was disappointing.

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.

Rachelle's Answer #1

"(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."

Rachelle's Answer #2

"(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."

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Anonymous Answer

"As the coordinator of the Teacher of the Year program, there was an error with the awards. The spelling of a recipient's name was misspelled. I apologized and assured her that it would be corrected."

Rachelle's Answer

Oops! It happens to the best of us, and what is most important is that you owned the error and made the necessary corrections.

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Anonymous Answer

"I took charge of the machine shop in a previous role. The aim was to improve the output. The method was to use OEE as the driver. The shop was not ready for using a tool such as OEE, and the outcome was disappointing."

Lauren's Answer

It is great that provided a specific answer. It would be more-rounded if you explained why it was disappointing. Please fill in the blank below.

"In a previous role, I was charged with improving output in a machine shop. I believed using OEE as a driver would enhance output, but disappointingly, it was not. The shop was not ready to implement a tool such as OEE because __________________."

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13.

Do you prefer group discussions or one-on-one meetings?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"Both are required. Group meetings to ensure all of the team hear the same message and one on ones for personal development."

Lauren's Answer

Good response. I assisted with sentence structure.

"I believe both are required in order to lead a strong department. Group meetings are essential for disseminating information concisely with everyone present, whereas one-on-one meetings are vital for individual development."

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Anonymous Answer

"I think one-on-one meetings and group discussions are both useful. I meet one-on-one one with my managers to set weekly goals and talk about what they do right and wrong. For group discussions or brainstorming meetings, I will bring up broader subjects."

Rachelle's Answer

Excellent response!

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14.

How can we motivate you as a leader?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"The potential to grow within a company is motivational. I value recognition, appreciation of myself and the team, and loyalty."

Rachelle's Answer

Concise and well thought out. Great work!

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Anonymous Answer

"To see my direct reports working as a team."

Rachelle's 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."

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15.

Have you had the opportunity to teach an important skill to a co-worker?

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.

Rachelle's Answer #1

"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."

Rachelle's Answer #2

"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."

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Anonymous Answer

"I served as a trainer of classroom management for new teachers. With this training, I was able to demonstrate the importance of managing a classroom."

Rachelle's Answer

This must have been good exposure to facilitating training experiences. If possible, add some more details on the opportunity, what you learned, and what the overall feedback was in regards to your training style.

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Anonymous Answer

"I recently had the opportunity to teach my co-worker how to do safety risk assessments."

Lauren's Answer

This is a great and specific answer. Great job! Be ready to answer follow-up questions based on your answer.

"Be prepared to answer questions like, “What specific way did you teach your coworker?” “How did it make you feel to be able to teach a coworker a new skill?” “What was the outcome of the scenario?”"

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