Learning Director Mock Interview

Excel in your Learning Director interview with 35 questions covering curriculum strategy, L&D leadership, and organizational impact.

Question 23 of 35

Have you ever received negative feedback after facilitating an employee training session? If so, how did you respond?

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M Cheryl Harkins

Maria Cheryl Harkins is a Talent Development Consultant with over a decade of experience in sourcing, qualifying, interviewing, testing, onboarding, and training.

After a busy day of facilitation, the last thing a training professional wants to hear is negative feedback. Show the interviewer that you can process negative feedback to your benefit. As a Learning Director, you will want to demonstrate that you can utilize learner feedback to improve training efficiency. Talk about the methods through which you assess feedback and the different training factors that can be improved by feedback. The interviewer will want to learn that you have a positive outlook when it comes to constructive criticism.

M Cheryl Harkins

Maria Cheryl Harkins is a Talent Development Consultant with over a decade of experience in sourcing, qualifying, interviewing, testing, onboarding, and training.

"To me, learner feedback is essential. In fact, I welcome it, and I encourage my training managers to welcome it themselves.
From feedback, we can glean pieces of information that could not only help us design better courses and help in making better decisions as a training organization. For example, one of the largest learning and development programs we rolled out over the last year was on cybersecurity. It was rolled out to the entire company in 30-minute sessions. After each session, we sent out feedback surveys to the attendees. The feedback on the first four sessions was dismal. Employees expressed that the training was boring and the content itself was outdated and generic. At that point, we decided to pause everything. We then went over the verbatim responses and defined what the learners found boring, outdated, and generic. We spoke to some of them to expound, and we revised the content and delivery. We went with a more practical approach and added role-play techniques to involve them during the session and help them see real value in the training."

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35Learning Director Interview Questions & Answers

Behavioral

1.Talk about a time when you had to mediate between training leaders. How did you handle the conflict and what was the outcome?

Competency

2.What learning program that you developed are you most proud of? Talk about what makes it impactful for you.

Leadership

3.Have you ever managed training managers? Walk me through your management style and why it works for you.

Leadership

4.It's your first day as the Learning Director at a new company. What would your day look like?

Strategy

5.Why is it necessary to conduct a training needs analysis? Provide reasons and examples.

Strategy

6.How do you decide what instructional design methodology to follow? Talk about your process.

Competency

7.What is your preferred Learning Management System? Talk about its pros and cons.

Competency

8.What experience or credentials set you apart as a Learning Director?

Leadership

9.What is your experience in working cross-functionally with other departments? Talk about how you collaborated with other leaders.

Behavioral

10.You have the opportunity to pick a training program and revise it. What would you pick and how would you improve it?

Leadership

11.When hiring new trainers or training specialists, what competencies and qualities do you look for?

Leadership

12.How would your subordinates describe you?

Leadership

13.Talk about your favorite manager. What qualities did they have that stood out to you the most?

Strategy

14.Describe a time when you had to sell an idea or change someone's mind.

Strategy

15.You're tasked to create a new training program by the executive leadership team. What pieces of information would you ask for first?

Strategy

16.Why do training programs fail? Walk me through a few different reasons.

Competency

17.Provide examples of problems in the workplace that training would not be able to solve. Talk about the different reasons behind your examples.

Competency

18.Describe your experience in human resource management or managing the employee lifecycle. Specifically, talk about your involvement with recruitment, compensation and benefits, employee relations, or employee engagement.

Training And Development Manager

19.How do you adapt when you need to make last-minute changes to a training program?

Behavioral

20.What challenges do you anticipate in this Learning Director role? How will you meet those challenges?

Behavioral

21.How do you manage stress in the workplace?

Competency

22.How do you track and monitor the effectiveness of training sessions?

Behavioral