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Tough Interview Questions for a Manager

To help you prepare for your Tough Managerial interview, here are 30 interview questions and answer examples.

Tough Managerial was written by and published on April 2nd, 2021. Learn more here.

Question 1 of 30

Tell us about your proudest moment as a manager.

How to Answer

There might be many career moments that make you proud; however, choose an example relevant to this new role. For instance, if this management role requires notable skills in leading a team of sales professionals, then provide an example of when your leadership skills resulted in a significant sales success or client-related win.

The story that you provide does not need to be a colossal tale of overcoming a massive hurdle. Even if you have a story that highlights a simple accomplishment that you achieved through strategy and hard work, this can be a fantastic and memorable response.

Written by Rachelle Enns on April 2nd, 2021

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30 Tough Interview Questions for a Manager

  • Accomplishment

    1. Tell us about your proudest moment as a manager.

      How to Answer

      There might be many career moments that make you proud; however, choose an example relevant to this new role. For instance, if this management role requires notable skills in leading a team of sales professionals, then provide an example of when your leadership skills resulted in a significant sales success or client-related win.

      The story that you provide does not need to be a colossal tale of overcoming a massive hurdle. Even if you have a story that highlights a simple accomplishment that you achieved through strategy and hard work, this can be a fantastic and memorable response.

      Written by Rachelle Enns on April 2nd, 2021

      1st Answer Example

      "My proudest moment as a manager was when my team and I completed an overhaul of the company's sales process, resulting in a significant quote-to-close ratio for the organization. For quite some time, we were losing sales, and talented sales reps, to our competitors. During exit interviews, there was a common theme that our system was antiquated and that our company was not competitive enough to keep competitive sales reps engaged and interested. One of the most significant issues was that our company still relied solely on cold calling to start relationships, and we tried to move too quickly to close on the initial call. Our sales team had become known as pushy in our industry and not relationship-focused. Over the course of a few months, I collected the feedback that our department received. Then, my team and I created a pitch to present to the leadership team. We suggested introducing 'new school' sales systems that focused on helping the customer and putting them first. It took 8 months to build out a new sales program, and we officially launched the new method 3 months ago. This project was a significant undertaking but entirely worth the effort. Our surveys have shown a major boost in client satisfaction, and our closing percentage has already increased by 14 points. Next up is to finalize our sales training and onboarding process. I am currently working with our HR department to shift how we attract new sales talent, ensuring that any new hires will fit well with the customer-first culture we are working hard to cultivate. By working on this project, I felt very proud of the hard work my team put in. We looked critically at the feedback we received and persuaded the leadership team to move away from 'how it's always been done.' This experience has taught me that a company should always be agile in it its sales methods, keeping an ear for what their customers and their team members are saying."

      Written by Rachelle Enns on April 2nd, 2021

  • Ask The Interviewer

    2. What questions do you have for me about the team you would be leading?

      How to Answer

      Enter your interview ready to ask questions that are compelling and unique. If you ask the same questions that other candidates ask, you will not stand out as a critical thinker and can quickly put yourself in the same box as your competition.

      Take your time to craft engaging questions that are custom to the interviewing company. Ask meaningful questions regarding how the team members prefer to be led and what challenges the former manager faced. With a critical eye, look at the company's job posting and see if you can draw out what you believe to be their biggest pain point. Ask yourself what the hiring company wants you to solve as their new manager, and direct your questions from those starting points.

      Written by Rachelle Enns on April 2nd, 2021

      1st Answer Example

      "Thank you for asking. While preparing for this interview and performing extensive research on the organization, I thought of a few questions that I look forward to discussing. First, could you share with me the biggest challenge the most recent manager faced in this role? Can you describe the team's preferred leadership style? Last, what personal and professional development and growth opportunities are present for me as a manager and made available for the team?"

      Written by Rachelle Enns on April 2nd, 2021

  • Behavioral

    3. How do you react when a team member presents an innovative idea to you?

      How to Answer

      As a manager and a mindful leader, you must show your team members that you value their input and ideas. The interviewer wants to know how you respond to new ideas, foster creativity in your team members, and nurture new ideas from your team members. Perhaps you hold brainstorming sessions with your team members or encourage mind-mapping techniques. Discuss your approach to recognizing others' innovative ideas. Express that, although you understand that not every idea is a winner, you still respect your team members' thoughts and value their efforts.

      Written by Rachelle Enns on April 2nd, 2021

      1st Answer Example

      "Quite some time ago, I learned the POINt technique, developed by Bob Moore, a former Pfizer executive. POINt is an acronym for Pluses, Opportunities, Issues, and New thinking. First, I praise the idea and look for the value that the idea brings. Next, I consider the opportunities or benefits that could come to fruition if we implemented the idea. Part of being a discerning manager is to still 'poke holes' in ideas but with respect, of course. A company still needs to be profitable and take a calculated risk, so I will consider some challenges we could face when implementing the idea. Through new thinking, the team and I can approach these challenges and find solutions. It may even turn out that although the original idea may not be a go, it can be a catalyst to an entirely new concept that we can successfully implement."

      Written by Rachelle Enns on April 2nd, 2021

  • Communication

    4. How do you show your direct reports the importance of communicating clearly with you and their fellow team members?

      How to Answer

      When there is a breakdown of communication in a team setting, it can have dire effects on efficiency, workplace culture, and profitability. As a manager, you must understand how communication should be taught and approached in the workplace.

      The interviewer wants evidence that you lead by example when it comes to your workplace communication approach. Describe what you believe to be proper and effective communication, and discuss how you support these beliefs.

      Written by Rachelle Enns on April 2nd, 2021

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  • Compatibility

    5. If we hire you for this Manager role, what do you believe will be your biggest initial challenge?

      How to Answer

      When joining a new company and team, even the most seasoned manager will face a unique set of challenges. The interviewer wants you to openly share what you believe will be the biggest initial challenge for you in this particular position.

      Some of the initial challenges you might face include:

      - Your new team generating decreased performance, which can occur after a change in management.
      - Reframing communication expectations if the previous manager was not strong in their role.
      - Pressure to perform and make an immediate splash as the new manager.
      - Creating a new workflow structure that meets the vision you have for your new team.

      To answer this question with meaning, it will be important to draw on the job description and show that you have a solid understanding of the position requirements and the pain points you need to solve. With this knowledge, you can customize your response to show that you understand the hiring company's needs. Discuss the most significant initial challenge you believe you will face. Then, focus most of your response on the actions you will take to meet these demands.

      Written by Rachelle Enns on April 2nd, 2021

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  • Compatibility

    6. Do you think a chain of command is essential in the workplace?

      How to Answer

      The interviewer wants to know if you believe that a chain of command is necessary for organizational effectiveness. The way you approach this question can impact how the interviewer interprets your willingness to be a good team player who respects the company's organizational makeup. Understanding the critical nature of a chain of command shows maturity and the fact that you recognize that lucrative companies require a precise distribution of accountability, responsibilities, and tasks.

      Written by Rachelle Enns on April 2nd, 2021

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  • Creative Thinking

    7. Tell us about the last time you implemented change. Describe the issue, what you did, and the impact you made.

      How to Answer

      This question is an excellent opportunity to highlight your skills as an innovative leader and change maker. Since the interviewer is looking for a specific story-based example of a time when you implemented change, try delivering your story using the STAR answer method. STAR is an acronym for Situation, Task, Action, Result, and this framework can help you craft a response that is easy for the interviewer to understand and follow.

      Think of an example that will resonate with the hiring company. For instance, if the company faces a challenge attracting new talent, consider giving an example of a time when you improved your company's talent attraction process to be more enticing and competitive. This approach will help the hiring company to see a fit between their needs and your skills.

      Written by Rachelle Enns on April 2nd, 2021

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  • Critical Thinking

    8. Walk us through your decision-making process when facing a challenging management decision.

      How to Answer

      The interviewer wants to see evidence that you are a critical thinker. The hiring company wants a manager who can take a challenging situation and make a calculated decision that considers all potential outcomes. Show the interviewer that you approach decisions by considering the company's needs while balancing the expectations of stakeholders, employees, and customers/clients.

      Effective problem solving and decision-making requires you to think rationally and creatively at the same time. A simple framework for problem-solving includes:

      1. Identifying the core issue.
      2. Looking for alternatives to the issue.
      3. Considering the alternatives (pros vs. cons).
      4. Making a decision.
      5. Implementing the decision.
      6. Reviewing the results to ensure your choice is validated.
      7. Beginning again if your initial choice is not validated.

      Think of a recent situation where you needed to make a challenging management decision. Walk the interviewer through your process, and be sure to describe the result you were able to achieve.

      Written by Rachelle Enns on April 2nd, 2021

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  • Diligence

    9. How do you measure the success of your team members?

      How to Answer

      There are many metrics for measuring employee success. The interviewer would like to know your preference, which will tell them more about your management and leadership style. As a manager, you know that it's important to track the performance of your team members. These metrics help you understand where to give praise, what areas to provide additional training, and which team members you may need to put on an individual performance plan. When discussing how you measure your team members' success, you can also mention which tools you use to keep your metrics and reporting in order.

      Written by Rachelle Enns on April 2nd, 2021

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  • Diligence

    10. When hiring, what qualities do you look for in a candidate, and what do you consider red flags?

      How to Answer

      If this management position requires you to attract new talent and make hiring decisions, you must know how to make a good hire! The interviewer wants to know which qualities you value the most when hiring new team members. Many people will respond with 'a positive personality' or 'honest' and 'enthusiastic.' Challenge yourself to stand apart from the rest by providing a more thoughtful answer. Show the interviewer that you understand which qualities would work best for their organizational values and company mission.

      There are many red flags that you can look out for as a manager and hiring authority. When interviewing candidates, some of the most obvious red flags include lack of eye contact, jumping around on their resume, or appearing unprepared for their job interview. Again, when you answer this part of the question, try to dig deeper and provide red flags that show you are mindful and discerning when making hiring decisions.

      Written by Rachelle Enns on April 2nd, 2021

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  • Direct

    11. What is the #1 attribute a manager should possess? Discuss how you emulate this characteristic.

      How to Answer

      When approaching this question, consider that there is a difference between attributes and skills. An attribute is a quality you naturally have where skills are learned through your education, training, and experiences. When the interviewer asks about important attributes, they want to know more about the qualities and characteristics you consider most important rather than the 'hard skills' of a manager.

      There are many attributes that a manager should possess. Choose one that you believe to be most important, and be ready to discuss how you emulate this characteristic. Give a story-based example that supports your claim.

      Some attributes to consider:

      - Enthusiasm
      - Drive
      - Initiative
      - Competency
      - Positive mindset

      Written by Rachelle Enns on April 2nd, 2021

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  • Direct

    12. What is your biggest weakness as a manager?

      How to Answer

      The interviewer is looking for red flags, gaps in your knowledge, and how you carry yourself as a leader on the job. When discussing your weakness, genuine vulnerability is essential, but be sure to include what you are doing to improve on the weakness. The interviewer wants you to be honest about your shortcomings. At the same time, they want to see that you are proactive and dedicated to professional growth.

      It's important to maintain a positive tone, show confidence, and display a desire for growth. Choose a weakness that is not a core skill for this management position. Be sure to have an action plan in place for improving on this weakness. Avoid cliche answers such as 'I work too hard,' or 'I am loyal to a fault.' These are sugarcoated weaknesses that candidates use when they are unprepared. Interviewers never appreciate this approach.

      Written by Rachelle Enns on April 2nd, 2021

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  • Discovery

    13. Choose any leader you admire. What do you admire about their platform, and how have you implemented their work into your leadership style?

      How to Answer

      The hiring company wants to know what type of leaders you admire and who you desire to emulate in your approach as a manager and leader. Many intelligent and inspiring thought leaders are available to teach us about leadership, workplace culture, people management, and more.

      Notable voices on leadership today include people like Simon Sinek, Sir Richard Branson, and Arianna Huffington. If you like being inspired on social justice topics, perhaps you closely follow people like Chad Griffin, Founder of American Foundation for Equal Rights, or Opal Tometi, Co-founder of Black Lives Matter. Whatever the source of your inspiration and admiration, discuss the person's impact and influence on you.

      Written by Rachelle Enns on April 2nd, 2021

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  • Diversity

    14. How do you approach diversity and inclusion issues within your team?

      How to Answer

      There are many strategies available today to address diversity issues in the workplace. Significant diversity issues that a company can face may include a lack of acceptance or respect between employees, gender equality, little accommodation for varying beliefs, lack of accommodation for physical disabilities, and generational gaps.

      The interviewer would like to know if you have ever deployed strategies to address any workplace diversity issues. If you are an experienced manager in a larger organization, you may have more experience in this area; however, any management level can take actions - big or small - to improve company diversity efforts. When you answer this question, be as direct and specific as possible. Questions surrounding diversity and inclusion are no time to give a vague or wishy-washy response.

      Written by Rachelle Enns on April 2nd, 2021

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  • Diversity

    15. Have you ever mistakenly said something offensive to a direct report? If so, how did you mend the relationship? What did you learn?

      How to Answer

      Saying something unintentionally offensive at work is a terrible feeling and an act that can be very challenging to repair. When you are hired into a management position, there are significant (and justified!) expectations for you to be hyper-aware of others' feelings while protecting each unique member of your team.

      When responding to a behavioral or situational-based question, it's best to give a specific story-based example rather than responding with a general statement. You can form this type of response using the STAR method, an acronym for Situation, Task, Action, Result. Focus on the positive action you took once you realized your error. Show the interviewer that you were accountable for your actions and that you took the time to repair trust with this individual.

      Written by Rachelle Enns on April 2nd, 2021

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  • Job Satisfaction

    16. Why do you want to leave your current management position, and how will moving to our organization be a better fit for your needs?

      How to Answer

      This interview question is direct and can be challenging to answer if you have not given deep thought to why you seek an employment change. The interviewer wants to understand the circumstances surrounding your desired exit. They also want assurance that your reason for exiting the role will not happen again with their organization.

      Prepare a rehearsed statement that includes honest reasoning. 'My current role is no longer a fit' is not an answer that will bode well with a discerning interviewer. Neither is a vague reply like, 'There is no room to grow.'

      Whatever is motivating you to leave your current position, be sure to keep your overall response positive. For instance, you don't want to say that the company's industry is 'dying' or the organization is terrible to work for. Even if it may be true - keep that information to yourself and focus on the future!

      1) Start with a positive comment about your current role.
      2) Mention the challenges you face and what you have done to overcome them.
      3) Outline the transferable skills you have developed between your current role and this new opportunity.
      4) Talk about how you can take this skill set and use it to excel in this new role.

      Written by Rachelle Enns on April 2nd, 2021

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  • Job Satisfaction

    17. If we hire you as our next manager, what do you need from us in order to succeed?

      How to Answer

      If you are asked questions about the tools you need to succeed at work, it's a good sign that you have landed an interview with a mindful company that values its employees. Congratulations! Give this query the thought it deserves. That means answering beyond the physical tools you need, like a computer and a CRM.

      Remember that a great manager is focused on the logistics of managing people, projects, and more while also focusing on the soft skills required to lead effectively. Some resources that a manager may need to succeed include:

      - Access to a mentorship program. Managers need to grow and learn from their leaders, as well!
      - Autonomy on the job and trust that they will make the right decisions.
      - Resources to provide their team members to encourage knowledge building.
      - An innovative leadership team steering the ship.

      First, consider the resources you believe a manager needs to succeed. Then, think about what you specifically need to excel in your role. When you express your needs, be as specific as possible. At the end of your response, if the vibe of the interview allows, think about asking a direct question regarding the tools and resources that will be made available to you.

      Written by Rachelle Enns on April 2nd, 2021

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  • Leadership

    18. Discuss the last professional development opportunity you provided to your team members. Why did you choose this approach to development, and what were the results?

      How to Answer

      As a manager, there are many ways you can support the career advancement of your team members. Depending on allowances from your company, the provisions may vary.

      Some of the ways you can provide professional development opportunities to your team members include:

      - Promoting opportunities for online learning and training.
      - Offering a mentorship program.
      - Facilitating participation in professional organizations.
      - Providing credits or tuition toward continuing education.
      - Sending employees to industry events and conferences.
      - Providing up-to-date technology, resources, and tools.

      When you take a professional interest in your employees, everyone benefits! Speak with enthusiasm about the latest professional development opportunity you provided to your team. Discuss why you chose this particular avenue, and be sure to include details of how this choice made a positive impact on your team.

      Written by Rachelle Enns on April 2nd, 2021

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  • Leadership

    19. We are looking for a manager who brings empathy to their team but also knows when to draw a professional line. How do you know when to be firm with a team member?

      How to Answer

      When approaching questions around disciplinary action and being firm, it's important to know that a great manager and leader knows the difference between being assertive and acting aggressively. The interviewer wants to see evidence that you are not a bully in the workplace and that you aren't a pushover either. Assertiveness means being an effective communicator who respects others while also standing firm on your point of view.

      Describe how you bring a balance of empathy and professional assertiveness to the workplace. Provide examples of times when you have had to draw the line away from too much empathy and be firm with a team member. Talk about the red flags, warning signs, and scenarios you look for to ensure you lead with impact and not being pushed over.

      Written by Rachelle Enns on April 2nd, 2021

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  • Leadership

    20. How do you come up with new leadership approaches?

      How to Answer

      When your interviewer asks about leadership approaches, it's a good idea to start with a clear understanding of the difference between management and leadership. In short, management is more about controlling, and leadership is about influencing. As a leader, you work toward getting people to buy into your vision. As a manager (who should always act as a leader), you must also ensure that daily targets are met. Anyone can be a manager, but the question is, can you be an effective leader who can motivate the hiring company's team members.

      Some leadership approaches you may be embracing include:

      - Showing your team flexibility and adaptability in how they work.
      - Communicating with full transparency so that your team knows what to expect in most situations.
      - Displaying empathy and being a helpful leader who brings a human touch to the workplace.
      - Expressing an interest in the success and growth of each team member and investing in them

      Now, it's time for you to express how you develop modern and effective leadership approaches. Perhaps you follow a specific influencer in the leadership space. Maybe you dedicate time to reading books, listening to leadership podcasts, or taking coursework to strengthen your leadership approaches.

      Written by Rachelle Enns on April 2nd, 2021

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  • Leadership

    21. Walk us through a time when you provided honest feedback to a direct report.

      How to Answer

      There is an art to giving honest feedback, and the interviewer would like to know that you are capable of this tedious task. Excellent feedback means that:

      - You are specific.
      - You make the feedback actionable.
      - You provide a clear timeline for change.

      Discuss any formal training you have received on giving feedback or a book you have read on the topic. Perhaps you use a particular methodology to delivering feedback that generates positive results the majority of the time! If you have a specific story-based example of a time when you provided honest feedback to a direct report with a positive result, be sure to weave in the details of this real-life example.

      Written by Rachelle Enns on April 2nd, 2021

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  • Leadership

    22. We believe that a great manager has more than the ability to lead; they also have the passion. Why do you want to lead others?

      How to Answer

      Management is focused on bringing order to a situation (the ability), and leadership is about bringing meaning and conviction to a situation (passion). The interviewer wants assurance that you will bring a blend of ability and passion to the workplace. First, carve out what you believe to be characteristics of a passionate leader, and be prepared to discuss the characteristics you genuinely emulate as a manager. When you have a passion for leading, you will likely:

      - Bring contagious excitement and enthusiasm to your team members.
      - Make decisions with integrity, always choosing to do the right thing, not the easiest thing.
      - Think ahead in most situations, ready to guide your team into their next win.
      - Love to explore options, scenarios, and new ways of approaching your work and the work of your team.

      Discuss what you believe to be the difference between managing and possessing a passion for leadership. Then, provide evidence that you possess the passion required to be an impactful leader.

      Written by Rachelle Enns on April 2nd, 2021

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  • Performance

    23. What is the kindest thing a direct report has said about you? How did the compliment make you feel, and did you agree with the praise?

      How to Answer

      The interviewer wants to learn more about your greatest strengths as a leader while gaining insight into what your team members see as your best management qualities. The final part of this question will help the interviewer see if you can accept compliments while remaining humble. Show the interviewer that you recognize your strengths and greatness while also showing that you are open to hearing feedback and improving your management skills.

      Written by Rachelle Enns on April 2nd, 2021

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  • Problem Solving

    24. What is the biggest challenge you face as a manager today? How do you overcome this challenge?

      How to Answer

      Managers have always faced significant challenges. These demands became more apparent with the 2020/2021 COVID-19 pandemic changing the landscape of work dramatically. At the same time, new challenges presented themselves. Some of the most significant issues a manager might face today include:

      - Managing a remote or distributed team of employees, ensuring optimal productivity.
      - Creating camaraderie among remote employees, despite the social loss of traditional office environments.
      - Making smart hiring and termination decisions and following through correctly in a remote environment.
      - Driving teams of people and projects in a new environment demanding flexibility, adaptability, and agility.
      - Remaining highly knowledgeable of social justice issues and how they impact businesses and teams.

      Choose what you believe to be your most significant challenge as a manager today. Discuss the matter, and focus the bulk of your response on the actions you take to ensure a positive outcome.

      Written by Rachelle Enns on April 2nd, 2021

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  • Salary

    25. Is compensation the most important factor for you when taking a new job?

      How to Answer

      The interviewer would like to know how much emphasis you put on financial compensation when considering a new position. In addition to compensation, there are many other factors to a fulfilling career. These other factors may include:

      - Balance between your work and personal life
      - Percentage of travel time required
      - Medical and health benefits
      - Perks such as a car or cell phone allowance
      - Paid vacation days
      - Location of the office you may be traveling to
      - Career trajectory and pace of growth opportunities
      - Overall workplace culture and company reputation

      Talk about the most important factors to you when considering a new job, aside from a base salary or an hourly wage. If you are unsure of the compensation details offered for this role, you can certainly ask!

      Written by Rachelle Enns on April 2nd, 2021

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  • Scenario Based

    26. Talk about the last disagreement you had with a team member.

      How to Answer

      Disagreements in the workplace are not ideal; however, conflict can arise regardless of your management style and leadership talents. The interviewer wants to see that you can handle conflict professionally and deal with it swiftly, to avoid further damage to your team or the workplace culture.

      The question is phrased as 'talk about...,' which means that the interviewer wants to assess a real-lift conflict and how you got through the situation. For this scenario-based interview question, you can use the STAR framework (Situation, Task, Action, Result) to form your reply. This answer method will help you deliver a well-structured response that is easy for your interviewer to follow.

      Written by Rachelle Enns on April 2nd, 2021

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  • Scenario Based

    27. One of your team members asks for a compensation raise. What do you do?

      How to Answer

      If you work in a structured, corporate environment, you will likely encounter 'review season' where compensation increases and promotion requests are expected. If you aren't expecting a promotion request or compensation raise request from your team member, it's easy to be caught off guard. Being unarmed and without a plan can result in committing to something unintentionally or reacting in a way that damages your relationship with your team member.

      When a team member asks for a compensation raise or a promotion, there are many factors to consider before giving a definitive response. The interviewer wants to know that you would respect your team member while also considering company processes and policies. For instance, there may be a pay band, or the employee may not be eligible because of low performance. If you have faced this situation in the past, lean on your experiences when forming a response. If you have not been in this situation, describe what you believe to be the best course of action.

      Written by Rachelle Enns on April 2nd, 2021

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  • Teamwork

    28. As a skilled manager, how do you deal with conflict on your team?

      How to Answer

      Your conflict resolution skills are a vital part of being an effective manager. The interviewer wants evidence of your ability to communicate with your team swiftly and professionally when conflict arises. You must show that you are unafraid to handle sensitive issues when they arise. An effective conflict management process includes:

      1. Talking openly with the people involved.
      2. Focusing on the events and facts rather than personality differences.
      3. Listen carefully to all parties, allowing everyone to get their grievances out big and small.
      4. Carve out the primary points of disagreement.
      5. Carve out the primary points of agreement.
      6. Create a collective plan of action to improve each area of conflict.
      7. Review and follow up on the plan regularly.

      Rather than delivering a general response of how you deal with conflict, try giving a real-life example of when you worked closely with your team to resolve a conflict. Show the interviewer that you can deal with conflict in a manner that aligns with the company's core values and leadership approach. When providing your story-based example, use the STAR answer framework to ensure that your story is clear, concise, and easy for the interviewer to follow. STAR is an acronym for Situation, Task, Action, Result.

      Written by Rachelle Enns on April 2nd, 2021

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  • Tough

    29. Why are you the best manager for us?

      How to Answer

      This question is another way for the interviewer to ask why they should choose to hire you. When making hiring decisions, a company will choose the person they believe will help them solve critical problems or significant pain points. By clearly discussing how you will solve the hiring company's biggest needs, you are positioning yourself as the top choice candidate.

      Stay on track with the purpose of the question! It's common for a job seeker to answer in a way that shifts the benefit from the hiring company back onto the candidate. One example of this happening (and the distinction is very subtle!) is to deliver a response like, 'I believe I am the best manager for you because I am passionate about sales. This job is exactly what I have been looking for, and I will work hard to deliver results for your company.' Notice how this answer quickly became about the job seeker and not about solving the hiring company's biggest concerns.

      Carefully review the job posting for clues of what the hiring company needs. Zero in on the greatest (and proven) skills you possess that will meet the company's needs. Then, clearly highlight the benefits of hiring you. Make sure that your answer is unique and one that no other candidate will also deliver. Now is your time to stand out and shine!

      Written by Rachelle Enns on April 2nd, 2021

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  • Tough

    30. Talk about the last person you terminated. What was the situation and how did you approach the conversation?

      How to Answer

      Employee termination can be a difficult part of being a manager; however, it's often an unavoidable situation. The interviewer wants to know that you can handle the challenging task of terminating a team member. Show that you know how to correctly facilitate a termination to avoid putting the company at risk legally or in reputation. Express that you have correctly directed empathy for the employee in this situation and understand how to handle a delicate situation like termination with professionalism and poise.

      Since the interviewer wants you to talk about a particular situation, try using the STAR framework when delivering this response. STAR is an acronym for Situation, Task, Action, Result, and this framework can help you craft a response that is well structured.

      Written by Rachelle Enns on April 2nd, 2021

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