Tell me about one of your worst supervisors you have had. What character flaws did they possess that made them a poor leader?

"When I worked in a restaurant in high school, a new manager came in and seemed to think that to be taken seriously, she needed to be especially rough with the staff. I believe her tactic was intended to be hard at first, gain respect, then ease up. However, she was so off-putting that most of the staff quit. As a new manager now, I can appreciate her dilemma with being taken seriously. However, I quickly learned that being rude is not necessary. I believe there are efficient ways to gain the respect of my team while still letting my friendly personality shine."

"I once worked with a new VP of Sales hired to bring clarity and unity to the team. He ended up being a busybody who was more interested in making friends than learning the industry and leading a successful team. This situation was frustrating as I felt it inhibited my growth potential as a salesperson. It seemed he was so busy making friends and being liked that he forgot his team members were looking to him for guidance and mentorship. This situation taught me always to be friendly and kind, but to be ready to lead my team and act as a mentor and influence rather than just a surface-level friend."

"Earlier in my career, I had a boss who yelled all day long. When he wasn't driving the office's mood down in person, he would send rude emails. It was like a situation out of a movie! This boss believed we respected him, but really we all feared him. I learned very early on in my career that a leader should be kind and approachable. Fear and respect are two very different things."

"I have not had a bad boss, but I did have a professor who was challenging. He was always late, would rarely hand assignments back in time, and left many students hanging. It was my first taste of relying on someone who never delivered. I operate completely differently than that - many thanks to this particular example I had early on."

"I have worked with many great teachers in my career; however, when I was first teaching, I was the TA for an educator who was ready to retire. She had one foot out the door, and everyone knew it. I did not appreciate her style because I felt that she should have retired and spared the kids that year of frustration if she was ready to go. I swore to myself that I would always remain engaged until the day I fully retire. My students deserve the best from me every day."

The interviewer would like to know about your personal experience with poor leadership. As a manager, it is essential that you can recognize poor leadership and learn from the experience rather than adopt poor habits. Discuss with the interviewer how you can identify a weak leader versus a talented one. This question is an opportunity to discuss lessons learned, so be sure to avoid naming people specifically and degrading them professionally.

"When I was just 15, I took a job as a salesperson in an athletic shoe store. The manager we had was not well trained and thought he needed to demand respect to be a good leader. This attitude created high employee turnover and low productivity. Even though I was very young, I learned a great deal from this experience. As a leader, one should never demand respect but should earn it."

Community answers are written by other candidates practicing this set. Reading how others frame the same question is one of the fastest ways to sharpen your own.