15 Training and Development Manager Answer Examples with User Answers
1.
Tell me about an area of your life that you have been working to improve over the past month.
When an interviewer asks about self-improvement, it shows they seek to hire someone who takes initiative and wants to grow. Think about a goal you are actively working towards and explain what you are doing to help you reach that goal. If it is something ongoing, like being a good leader or maintaining your health, explain how your actions will help you in the short and long term. Since you are interviewing for a management position, you can talk about improving your ability to lead, train or coach others. Focus less on any weakness you want to improve, and more so on the steps or actions, you are taking to improve.
"I just went to a leadership conference to help me cultivate some of my skills and learn how to be a more effective leader on my team. I prioritize attending meetings like this at least once a month. Surrounding myself with other leaders who also want to challenge themselves motivates me and helps me grow as a person."
"I recently undertook a course for Restorative Practices facilitation for conflict management.
I am also a runner and have put together a new training plan for a race that I, at present, is beyond my ability. I want to do this race, so I've set out a schedule that is the whole body-oriented and in preparation."
Great answer! This shows your commitment to both professional and personal development.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"I recently have been working on my leadership skills. For example, leading by example by leading team huddles, being the first to volunteer during team activities, and reading books that help improve leadership skills."
Your answer is thorough and well defined. You are working hard to boost your leadership skills; an effort that any interviewer should greatly appreciate.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
2.
Tell me about your teaching experience.
Since training and development managers spend quite a bit of time instructing others, it's important to feel confident in your teaching ability. Think about a recent presentation or training you led. Talk about how you enjoyed the challenge of answering questions on the spot and sharing what you learned about the topic.
"I have facilitated workshops and presented at international professional conferences. I have taught in a L&D capacity to a variety of groups from financial, manufacturing, police, government, and schools that include both teachers and students. In particular, I enjoy interacting with my audience inviting questions for knowledge co-creation as I find information is internalized when the learner is involved."
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"I've had the pleasure of mentoring new colleagues and teaching them how to drive the system and have quality coaching skills. I've been told that I break down the material in a simplistic way that is easy to understand. I am also mindful of listening so I could fully help the new colleagues."
Agreed - simplicity is often the key to an effective approach. Try also touching on how long you have been coaching, and any other experience you have leading others. The interviewer will want you to bring the depth of your experience to life for them.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
3.
Why do you want a career in training and development?
If you love teaching and seeing results, training and development is a great career path! You will have the opportunity to instruct others about interesting topics that will help drive productivity and company profits! You get to work behind the scenes, researching and planning as well as collaborating with a team. Share what you enjoy so far from your career and what you are looking forward to learning!
"This is a field where I can bring all my skills and talents together. I am comfortable speaking in front of large groups and facilitating workshops. I have an artistic eye, so I can bring some visual pop to my presentations, keeping my audience engaged. And I enjoy research, so I keep up with best practice and the latest trends with ease."
This is a great answer. This shows both your skills as well as your personal interest.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"I find it rewarding when someone transitions from not knowing what to do when they start a job to be successful in their position. I've had the opportunity to mentor new employees who are now successful in their position, and it's a great feeling knowing that I've helped them with that success. Along with that, I want to grow in my career and continue to help this company grow."
It's a great feeling, indeed! Try touching a bit further on how you want to grow in your career, as well.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
4.
What are the key factors that should be addressed in the design, conduct, and evaluation of training programs?
All learning programs should be centered around employee needs. If you are designing a program to help improve employee performance or boost productivity, you need to understand what's missing. If employees are not motivated, find out why. Explain to the interviewer how you investigate to understand any problems or obstacles the team is facing. Also, share how you evaluate these factors in order to determine the scope of the training program you need to create.
"First: determine objectives, design contents to suit, define the methodology, develop a curriculum, evaluate participant knowledge level to develop program accordingly, and define evaluation method.
Basically: planning, organizing, evaluation, initiatives, motivation, follow up, and goal setting."
Great answer! This shows that you've thought through the whole execution of a training program.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"First, understanding what is going to be most beneficial for the employee. It is important to structure the program in a way that's easy to understand and focuses on quality job performance. It's also important to identify what hasn't worked in the past when developing programs and figure out how we can learn from that situation. Overall the program should be engaging, comprehensive, and knowledgeable at the same time."
This answer shows your ability to look at both sides of the coin...what is working and what is not working in an employee training program. If you have had experience forming training programs, it would be great to mention the scope of the project and your level of involvement.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
5.
How would you ensure the training was effective for the employee?
Start by defining what an effective training would look like. Explain how you would assess how much the employees learned.
"A training is effective when the information is easy to digest and retainable. When employees walk away feeling more confident in their knowledge and willing to put it into action, I know that they learned from the training. Since I can't talk to every employee afterward to hear about their experience, I have them complete a survey after the initial training and then again a month later to see if there was anything missing that they wished they would have learned more about."
"After training that is easy and digestible, undertake qualifying means to test knowledge retention of the trainee in the form of a questionnaire, assignment or project, discussion, evaluations, etc. Additional evaluations can be undertaken a week later (or whatever predetermined time) to assure knowledge and increased performance, have an increase in or show innovative ideas or they are better able to meet departmental goals, assessing whichever benchmark was chosen."
Great answer! If I were the interviewer, I would follow up by asking what would you do if you found that a training was not effective for a single employee? Or a full group of employees?
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"Training is effective when the material is easy to digest and comprehensive. Knowing that new hires are confident to start there job and knowledgeable about the information would ensure me that the training was effective."
Would you take steps such as a test at the end of the training, or an anonymous survey, for instance? How would you formally measure the impact of the training?
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
6.
What was your most successful training session?
Paint a picture for your interviewer of the best training you ever facilitated. Talk about the highlights, giving the interviewer some context and detail about the training. Finally, explain how you were able to measure your success!
"I facilitated a training on time management and productivity by guiding everyone through writing exercises and making graphs. We started by identifying how they were currently using their time and then evaluating what needs to change and where there is room for improvement. I provided resources they could take with them to help them manage their time more efficiently. Productivity went up by 10% within a month after this training!"
"My most successful training session was actually as a Personal Trainer. I designed a program for one of my clients, which allowed her to lose 30 lbs and win the Transformation contest. I contribute that success with setting a vision, small goals that aligned with that vision and having a precise plan on how we were going to lose a certain amount of weight each week."
Excellent! You both must have been beaming with pride :) Try touching a bit further on steps such as how often you met with her for coaching sessions, what you would do if there were a setback, etc.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
7.
How do you keep employees engaged during a training?
Training and development managers are skilled at taking information that could be extremely complex and simplifying the content. Share some tips that have helped you keep the crowd interested, regardless of the topic!
"I have been told that my enthusiasm is contagious! I try to be as entertaining as possible, even when I'm teaching on a technical topic. I keep it interactive by involving my students in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."
"I make efforts to fluctuate my voice rather than speaking in flat or low tones. I walk around, and I gesture, I interact with the group by asking them questions, facilitate group discussions, and use interactive activities. I use color and videos in my screen presentations, providing visual variety."
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"I keep employees engaged during training by making the training interactive and hands-on. I would put the employees through situations in which they may experience on the phone. This is beneficial because it is good practice, and it keeps the training exciting."
Interactive, specifically, how? IE: do you have hands-on activities, table talks, special guest speakers, info-graphics, multimedia, etc.?
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
8.
How do you build relationships when you join a new team?
When you start a new job, making connections with your co-workers can be tough. It can be as intimidating as it was to make new friends on the first day of middle school. But even thinking back on those awkward school days, what were the tools you used to feel like you were a part of the group? Typically it's finding common ground, being friendly and willing to try new things. Let them know you are flexible and teachable to show that you can adapt to working with any team.
"I've learned to adapt to working with all kinds of people on my team. I like to get to know everyone and learn as much as I can from them about the job and expectations so that I can do my best in my new role."
"Get involved. I think getting involved is a great way to illustrate I am a team player.
I also make an effort to introduce myself to everyone and spend a little extra time getting to know the people I will be working with directly better, building relationships there."
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
"Through my years at my employment, there have been different people that have joined our team. It's important to build rapport, and as a new member of a team, I would learn as much as I can from the colleagues that have been here for a while. Also, I would inquire about the expectations of my role and how I can do my job efficiently."
By taking responsibility for your role and showcasing your professionalism, you can build great relationships fast. Wonderful approach!
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
9.
How do you adapt to changes at work?
The training and development manager often works closely with the human resources department. When there are changes like mergers or acquisitions, your job will be to adapt training materials to meet the needs of the new employees joining the team. It's important to be able to embrace change so that you too can keep up in the workplace! Give an example that shows you can stay positive and motivated when adapting to changes in the workplace.
"As a training and development manager, I am always looking for new ideas and ways of improving employee performance. I want to improve programs so that they meet the needs of my team. When I was working for a tech company we were acquired by a larger company and experienced some major growing pains! I had to develop training materials for the new team members, and I had to move quickly to get it done. I worked closely with the new members of the training team to identify what needed to be changed through using online assessments and hosting meetings."
"With my experience, there have been situations where I've had to learn a completely different software. First, I believe the more open you're willing to learn; then you will be able to adapt better."
Try personalizing the last part of your answer a bit further by avoiding 'you' statements. I have provided an example below.
"While working at my current employer, I had to adapt by learning new software programs in a short amount of time. For instance, the company changed our CRM without notice, and I was asked to be proficient in the system within ten business days. I believe that I can adapt to any situation when I approach it with a winning and positive attitude."
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
10.
What challenges do you anticipate in this new role?
Every new role will give you the opportunity to learn new skills and overcome challenges you haven't faced before. Identify a couple of responsibilities where you anticipate a little bit of a learning curve. You may be switching to a different industry that will require you to train chemical engineers instead of call center employees. You may be doing the exact same job, but you will be applying your experience in a completely different industry. It's okay to not know everything! Be honest about the challenges and be brave enough to ask questions. Do a little research before the interview on any task, software or system you are unfamiliar with. Be sure to have a clear understanding of the industry and the mission of the organization.
"My main challenge with this role for me will be the documentation. Although I am a good teacher and trainer and can also write good training packs, I do not have much experience in writing documentation, such as the Needs assessment report to be shared with management."
This answer is nice and honest. Now, to finish up your response, be sure to share what you plan to do to meet these challenges.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
11.
How do you manage stress?
Offer a specific example with some tools that have helped you navigate the stress of a busy work environment.
"Yes! I have learned how to deal with everyday stress and the pressure of a fast-paced environment. When I was working for a software start-up company, I dealt with a wide variety personalities. We were always hiring new engineers because we were growing so rapidly, so there were many days intensive training where I didn't get a break. I managed by using any down time to relax and prepare for the next training. I also practice yoga when I'm not in the office, which really helps me to handle stress."
12.
How do you monitor your team's performance?
There are many different ways you can monitor a team's performance. You can use online assessments and features within a software program that is tailored to the needs of your team. You can also host weekly meetings where you discuss what is working and what needs improvement. Share some tools and ideas that you have found the most helpful and explain why.
"I host weekly meetings, undertake touch-bases, and one-on-ones to provide as many opportunities to discuss what is working and what isn't. I recognize that not everyone is comfortable in the same settings, I offer as many opportunities to suit personalities.
I have also used assessments, which depending on the setting, are conducted quarterly. If I'm working with a team for three months only, the assessments are more casual and are undertaken monthly to keep my finger on the pulse."
This answer comes across more on how you monitor your team's feedback. I recommend clarifying if your assessments are performance assessments?
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
13.
How do you motivate your team?
It's your job to keep your team excited about what they're doing, even on those tough days. Share what you are doing to keep the team morale high.
"I encourage others by reminding them of their strengths and reminding them of their goals. It can be easy to get discouraged when you're working in a demanding, stressful work environment. I keep my team engaged and focused through praising their good work and offering incentives, like half-days and organizing fun team events."
14.
Have you ever trained one of your superiors? How did you handle it?
Even though it can be intimidating to train managers or supervisors, the more you prepare, the more confident you will feel. Describe a situation that gives examples of how you prepared and explain how the managers responded to the training.
"Our company was switching to a new software, and I was put in charge of training the rest of the management team after I learned how to use it. I prepared a presentation and printed out handouts for everyone to follow along. I tried to make the information easy to understand by using terminology that was informative but not too technical. I also had everyone divide into groups to try out what they were learning first hand. Even though I was training some managers who had more experience than I do, I came so well prepared that I wasn't nervous! I received compliments and was even asked to facilitate the next training!"
"When undertaking a Ph.D., in the last year, you are considered an expert in your field (at least in the UK as the process is a bit different). To earn a Ph.D., one must contribute new knowledge. Part of the process is presenting your new knowledge to the other experts in the room; these experts aren't doctoral researchers, rather professional academics, but all of a sudden, you are gauged at their level because of this new knowledge bit. It was a very stressful situation, but I was very confident in my findings and what I knew they didn't. So I prepared extensively for questions at the expert level and taught them my research. I was prepared, didn't get flustered; consequently, they respected me, and listened with interest. I was approached after to do a joint study with someone from Oxford, even though I was still a doctoral candidate."
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
15.
How do you respond to negative feedback?
After a busy day of meetings, presentations and answering employee questions, the last thing you want to hear is negative feedback. However, negative feedback can be constructive if you learn how to use it! You can make improvements on training materials, assessments, and programs through applying this new information. Sometimes negative feedback is a good thing!
"I use negative feedback as an opportunity to improve. I've learned not to take anything personally in the workplace. Instead, I ask questions to understand more about how I could do something better. I'm proactive about implementing changes in my training programs and identifying weaknesses so that the programs are the most effective in meeting the needs of my employees."
"I begin by listening, ask questions on how I can improve, and thank them for the constructive input. I don't take things personally at work; instead I see this as an opportunity for growth and improvement.
I appreciate the feedback on my training programs, positive and negative, as the negative identify weaknesses upon which I improve to meet better and serve the needs of those I train."
Great answer. This answer communicates your openness and your desire for professional development.
Was this answer helpful?
or
Thank you, your vote helps us display the best answers.
View All 30 Training and Development Manager Questions and Answers
Sign up to access our library of 50,000+ Q&As,
plus coaches for one-on-one support, so you can interview more confidently.
More Interview Q&As
Explore expert tips and resources to be more confident in your next interview.
Disclaimer
Our interview questions and answers are created by experienced recruiters and interviewers. These questions and answers do not represent any organization, school, or company on our site. Interview questions and answer examples and any other content may be used else where on the site. We do not claim our questions will be asked in any interview you may have. Our goal is to create interview questions and answers that will best prepare you for your interview, and that means we do not want you to memorize our answers. You must create your own answers, and be prepared for any interview question in any interview.
