The interviewer would like to know if you have experience in terminations. If you do not have experience in terminations, share a time when you had to let someone down. If the answer is yes, discuss the situation and explain why it was necessary to let them go. Retention of your staff is essential. You want to show the interviewer the strides you take to support your team and keep them around. When you have exhausted your options, what steps did you take?
"It was difficult having to let go of the basketball coach a couple of years ago. He was with the school for five years, but we had some issues with attendance in his last year. I met with him two times the first month we started to notice tardiness, and he shared some of his issues. I let him know I am an advocate for him and want to support him but I also need to support our teams and our administration. We put him on a performance plan, and I checked in with him twice a month. Unfortunately, he couldn't meet our expectations, so I had my final meeting with him and let him go."
"I have not yet needed to fire a coach, but if that situation came up, I would follow the procedures put forth by your school. I understand that it would be a tough situation to handle, but if a coach is not performing, then they need to go."
"In my current role, I had a coach that was underperforming, and I was getting unfavorable feedback from the participants. Initially, I laid out a short-term performance plan in hopes of bringing her skills up to standard, but she was not able to meet the goals we set. It was tough, but I was committed to the integrity of our athletic program and let this coach go."