List of 30 Training and Development Manager Interview Questions & Answers
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1.
Why do you want to work for our company as our next Training and Development Manager?
How to Answer
'Why do you want to work here' is a question asked in nearly every structured job interview. When you craft your response, keep in mind that the interviewer wants to see evidence of a few factors:
- You have enthusiasm and interest in the role and company.
- You believe in the company's mission and values.
- You are ready to make a specific contribution.
- You see a strong match between the job and your career goals.
This question is often confused with, 'Why should we hire you.' The difference between these two questions is very subtle; however, an answer to 'Why should we hire you' tends to be more self-focused. A response to 'Why do you want to work here' tends to be more company-focused. Be sure to carefully listen to the question and answer it directly and distinctly.
Before your interview, do ample research on the company. Take notes while you review their website. Watch videos and learn about their history and their mission. Impress the interviewer by sharing how impressed you were by a recent award they won or discuss how great it is to give back to the community through service projects.
Rachelle's Answer
"I want to be your Training and Development Manager for many reasons. The most personal and compelling are that your organization is top-rated in the USA when it comes to presenting ongoing learning opportunities for your employees. I have spent a lot of time researching and getting to know your organization. I found that your leaders focus on immersing employees in tech-based learning tools to keep them engaged in their roles and continue growing into new career opportunities. This partnership would be mutually beneficial, as my teaching passions include learning through the joy of growth and teamwork. I advocate for employee mental health, and I believe that tech-based learning is the cornerstone of modern workplace education. Should you choose to hire me, I plan to contribute to your training program by being an active member of the work community. I will continue to build my knowledge of modern education and the tech-based learning tools that are so prominent in your organization."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I have accomplished my goals at my current organization, and I am ready to apply what I've learned with a company that has a broad spectrum of client needs, with projects that will further expand my skill set. I am looking forward to a new challenge, and I know that your company hires the best in the industry. I am excited about the opportunity to learn from them."
Rachelle's Feedback for the Answer Above
These are important reasons for moving to a new organization. I recommend providing more specifics that will resonate with the hiring company. If you'd like to review some notes on how to answer, 'Why do you want to work here?' we have a guide that you may find helpful: https://www.mockquestions.com/articles/How to Answer: Why Do You Want to Work Here?/
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I am looking forward to a new challenge. I have accomplished my goals at my current organization, and I am ready to apply what I've learned with a company that has a broad spectrum of organizational needs, with projects that will further expand my skill set. The most personal and compelling are that your organization aligns my passion for people and education with a purpose. I believe in making a better world for pets as they make a better world for us. Their well-being comes first! I have seen the impact that pets had on my life and want to be a part of a mission that promotes their well-being and the healing that their unconditional love brings. In this next chapter of my career, I am very intentional with pursuing opportunities that provide the ability to make an impact and expand my influence in the organization and community. I have spent a lot of time researching and getting to know your organization and inherently align with your core values. I am customer-centric and believe that we have a responsibility to our consumers to provide the quality and service that they seek and deserve. I understand that you have recently migrated to Workday and am familiar with some of the capabilities that are offered for providing the opportunity for employees to stretch and grow in ways that promote better employee engagement. I believe our partnership will be mutually beneficial in providing me an opportunity to pursue my goals while helping your organization achieve yours."
Stephanie's Feedback for the Answer Above
This is a very thorough, well-crafted response! It is evident that you have done your research on this company, understand the role you are applying for, and have given thought and consideration to why this time is the right time to make a switch.
How would you rate Stephanie's Feedback?
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2.
Walk me through your experience in facilitating adult education.
How to Answer
Since Training and Development Managers spend quite a bit of time instructing others, the interviewer would like to get a better idea of your hands-on teaching experience. Briefly describe your work history using the Past, Present, Future framework.
- Past: Provide an overview of your education and early experience in facilitating adult education.
- Present: Discuss your current work as it relates to adult education.
- Future: Talk about your career aspirations in career education and how this future opportunity is a fit.
When you frame your response using the Past, Present, Future method, it helps you keep your thoughts on track, allowing you to deliver a well-organized answer with impact. If it feels more natural to you, you can also frame your answer as Present, Past, Future.
Rachelle's Answer
"After graduating with my bachelor's degree in Human Resources, I joined a community center on contract, as an adult educator. There, I taught life skills classes to disabled adults through local community centers. These classes taught computer literacy, resume writing, and other career-related skills. Over the last eight years, I worked for a variety of companies on contract, delivering training sessions that focus on improving diversity and inclusion in the workplace. Most recently, I have been developing a program from scratch for a company's HR department. This program focuses on making an impact on full-cycle recruitment and onboarding processes. Once my management team approves the final program, it will be delivered both in-person and virtually to human resource professionals across their company. Now, as I wrap up this project, I am looking for a new opportunity to continue teaching and instructing adults in a business setting."
4 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I facilitated a group of foremen on skills development in the workplace. The topic consisted more of legislation, how to implement that legislation, the benefits, and challenges of the legislation, etc. I enjoyed doing that presentation because it was for a group of supervisory personnel who did not know what the Skills Development Act was. They did not have a clue about NQF levels. At the end of the presentation, they could identify where they were in terms of their skills and what they needed to learn to go further. Furthermore, they understood how to develop their subordinates to make their work more effective and injury-free."
Rachelle's Feedback for the Answer Above
This example is excellent! I have reworded it a bit, to help with flow.
"I taught groups of foremen on skills development in the workplace, including topics on legislation, how to implement legislation, and legislative benefits and challenges. I really enjoyed doing that presentation because it was for a group of supervisory personnel who did not understand the legislation or know about NQF levels. At the end of the presentation, they could identify where they were in terms of their skills and how they needed to be developed further. Furthermore, they then understood how to develop their subordinates, resulting in more injury-free workdays."
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I have facilitated workshops and presented at international professional conferences. I have taught in an 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."
Alexandra's Feedback for the Answer Above
Great answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"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."
Rachelle's Feedback for the Answer Above
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.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Upon graduating with my MBA I joined a six sigma project team that was responsible for the development, training, and support of a new claims system. I facilitated technical system training as well as system enhancements that provided efficiency gains for the user in collecting information needed to find customer resolutions. I also facilitated customer service training in providing business scenarios that pointed the learner back to resources and tools available in the learning kit to find applicable solutions to handle challenges or obstacles. The training also incorporated tailored communication approaches that provide associates with the ability to properly communicate the identified solution and supervisors with the ability to coach customer interactions effectively, resulting in a 33% reduction in the department of insurance complaints and achieving #1 customer satisfaction surveys. Currently, I am partnering with HR to develop a leadership series comprised of team-based learning scenarios that utilize the enneagram and DEI concepts to provide opportunities to stretch and grow in developing self-awareness of how to cultivate an inclusive environment. As our learning environment continues to change and grow in what learners need and want, I am excited to continue to expand my knowledge and skillset in adaptive learning and the trends that emerge."
Stephanie's Feedback for the Answer Above
You have some impressive experience in the area of facilitating adult education! You also do a great job of quantifying the impact that you've made. There are two specific details you could include to make your response even stronger. First, I suggest referencing your approach/strategy to engaging multiple learning styles, which is critical to adult learning. Additionally, I suggest identifying if you've had experience facilitating in both in-person and virtual spaces.
How would you rate Stephanie's Feedback?
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3.
Tell me about a time when you had to modify and improve a training program. What was the impact?
How to Answer
The interviewer is assessing your ability to make impactful changes to a training session. Think of a time when you put your spin on existing training materials to improve the content delivery, the overall content messaging, or how the attendees received the content. Be sure to include details of how your modifications improved the program overall.
Rachelle's Answer
"Last year, I was asked to improve and then perform a training session with our frontline workers on the signs of PTSD and available treatments. Frontline workers face trauma every day, and it can take a toll on their well-being. I knew the existing material was heavy, and I wanted to find ways to lighten up the delivery while still keeping the right tone regarding the serious topic of PTSD. I decided to add a few team-building exercises and improv exercises where the attendees would get a hypothetical situation, and they needed to act out how they would approach the issue. It was amazing to see how quickly the attendees jumped into the role play and how they supported each other when one person felt 'stuck' with what to do or how to respond. In the end, my leadership team was impressed with how I added my style to the existing material. When the subject matter is serious, it's okay to add a lighter component to put the attendees at ease and help them feel more comfortable with opening up during the sessions."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"When I was working with the police, after conducting interviews and surveys both with them and vulnerable community groups to determine each side's issues, I tailored their existing program to incorporate what the community needed. They had not connected their training with their community."
Alexandra's Feedback for the Answer Above
Good start to your answer. I recommend expanding on the details - how exactly did you tailor the existing programs? What changes did you make & were they successful?
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"When I first started building our training program, one of the first things I noticed was that it did not convey foundational knowledge of the industry. The training addressed internal company processes, but agents didn't really understand the language of the industry we were in. I created a slide show of photo and video content that thoroughly explored the industry and gave them a foundational understanding. Then we built a digital scavenger hunt and a group discussion component so that agents could work to find more information and get acclimated to the industry. This helped build their confidence."
Rachelle's Feedback for the Answer Above
This is a brilliant idea, and it sounds as though it was beneficial to the reps. In addition to building confidence, do you have any other tangible or measurable success to share from this situation?
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"When time is of the essence, the first place is to cut practice, this is where the learner retains. VOA indicated that we were spending too much time discussing topics that they were not encountered in their day-to-day function and had a missed opportunity to provide more insight/practice the common scenarios they encounter. VOC indicated that our customers wanted to be heard and have their issues resolved efficiently. Restructured application exercises to focus on meaningful scenarios that VOA indicated were the top 10 scenarios that they struggle with. Intentional with presenting a case study, providing an opportunity to learn how to navigate resources to identify viable solutions, and how to communicate those solutions to the customer to deliver service in the way our customers expect. Resulted in improved proficiency of roughly 20% and engagement in the 97th percentile"
Stephanie's Feedback for the Answer Above
Excellent response! You do a stellar job of quantifying the impact of your modifications.
How would you rate Stephanie's Feedback?
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4.
Tell me about a time that you had an issue with an employee during training. How did you approach and resolve the problem?
How to Answer
As a Training and Development Manager, you may encounter an employee or trainee who is unwilling to cooperate. The interviewer wants to see how you handle disputes and conflict in the workplace. Demonstrate that you can address issues as they arise without getting emotional or being disruptive to others. Show off your ability to keep your reactions professional while also honoring the policies and procedures of the company for whom you work.
Rachelle's Answer
"Last month, I was delivering an employee workshop related to diversity and inclusion. One of the attendees was very rude to me and even interrupted my class multiple times to crack inappropriate jokes. I stopped the class and asked all of the attendees to take a 10-minute break. I requested that the disruptive individual stay behind, along with the HR Partner who was present. We told the individual that they would be written up for insubordination and that the formal report would be submitted to their direct supervisor later that day. Then, we sent this person home for the day. The remainder of the workshop went perfectly. After the training, a few group members even thanked us for recognizing the issue and nipping it in the bud. They let us know that this person's negativity impacted their ability to absorb the information I was providing. It was not easy for me to remove the individual from the situation, as I always want to give people the benefit of the doubt. However, given that the company had been struggling with toxic behavior in the workplace, I felt my response was appropriate."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I approached them to have a conversation. I asked why they were having a problem or how I might have offended them. I try to find common ground, unpack a situation to uncover the underlying reasons. I also asked that, should they have any further concerns, please talk with me. I mostly found issues were easily remedied as long as communication channels were and remained open."
Alexandra's Feedback for the Answer Above
This is a good start for your answer. You do a great job of describing the action you took. I recommend opening your response by describing the situation. I also recommend revising your last sentence to describe the result of this specific example you gave. Did the relationship improve? Was the issue resolved?
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"During a group training for our graphic design department, one of the designers made cynical and rude remarks. I told the group to take a 15-minute break and asked if I could talk to him privately. I also asked one of the graphic design managers to sit with me while I asked him about his remarks and whether he was upset about something."
Rachelle's Feedback for the Answer Above
The fact that you handled the situation immediately and with total professionalism says a lot about your confidence level. In the end, did your approach work? Was there a resolution?
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I had an associate that was being disruptive in providing irrelevant chat comments, examples, and questions. I met with the associate 1 on 1 to discuss my observations and provided specific examples of how his behavior could be distracting for other learners. I offered alternative solutions and got his commitment for how he could channel his energy and direct his questions in a productive manner."
Stephanie's Feedback for the Answer Above
This is a compelling specific example, but I suggest adding a concluding sentence to show the. impact of the conversation that you had with this associate. What happened as a result of this conversation? How did he react? Was there an improvement in behavior?
How would you rate Stephanie's Feedback?
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5.
Have you ever received negative feedback after an employee training session? If so, how did you respond?
How to Answer
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 beneficial if you learn how to implement the information correctly. As a Training and Development Manager, you know it's essential to regularly improve training materials. By applying the information you receive in constructive feedback, you can be on top of your program offerings. Discuss with the interviewer how you sort through any criticism and how you apply it to improve your work performance.
Rachelle's Answer
"I have had negative feedback in the past where I feel a little sting of hurt. It's never easy to receive negative comments; however, I will always consider it if the input is helpful and honest. I have learned to filter through feedback, listen to what is constructive, and then remove the rest so that I do not develop any emotion towards it. I use feedback as an opportunity to improve. Rather than taking feedback personally, I ask questions to understand further how I could do improve. I'm proactive about implementing changes in my training programs and am happy to identifying weaknesses so that the programs are as impactful as possible."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I begin by listening, asking questions on improving, 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."
Alexandra's Feedback for the Answer Above
Great answer. This answer communicates your openness and your desire for professional development.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"In a feedback session I conducted, several students expressed frustration around the trainer's ability to control the classroom and how that was affecting their ability to stay engaged in their learning. I thanked them for their feedback and advised them I would work with the trainer on effective ways to manage their questions. I conducted observations of the trainer and provided coaching around effective facilitation techniques. I followed up with the students a few weeks later to ensure they were being heard and that the techniques being utilized were meeting their learning needs."
Stephanie's Feedback for the Answer Above
This is a well-rounded response that takes your interviewer carefully through the exact steps of what happened, how you addressed the issue, and how you worked to create a positive solution.
How would you rate Stephanie's Feedback?
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6.
How do you adapt when you need to make last-minute changes to a training program?
How to Answer
As a Training and Development Manager, you will work closely with a company's greatest asset, which is their people! As you know, people require flexibility. When unexpected changes or events occur in an organization, you must be willing to pivot your training or materials to meet current needs.
Show the interviewer that you can embrace change. If possible, give an example of a time when you adapted and made last-minute changes to a program or session. Highlight the fact that you can stay positive and motivated while adapting.
Rachelle's Answer
"I adapt well in last-minute situations. Working with people means that there are no promises on how my day will go. This reality is one that I learned early on in my career. My job is about the programs that I develop, but it's also about responding in a humanistic manner to the people that I teach. Sometimes this approach means taking a new direction. For instance, last month, I was due to facilitate a training session on stress management in the workplace. The evening before, there was an unexpected death in the company. The team experienced a tough emotional blow. I changed the training session last minute to focus on grief, loss, and bereavement. I turned the session into a support group because it was more important to deal with the loss of a colleague and friend than it was to follow the schedule that I previously had in mind. The session was helpful, and it's what the team needed. The job of a Training and Development Manager is also about supporting people, which means that I need to meet them where their needs are, rather than always sticking to a plan. I must show that I can accommodate others, which sets a good example of authentic leadership."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"With my experience, there have been situations where I've had to learn completely different software. First, I believe the more open you're willing to learn, the better you will be able to adapt."
Rachelle's Feedback for the Answer Above
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."
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"The role of a Training and Development Manager requires you to be nimble as it is about supporting people, which means that I need to meet them where their needs are, rather than always sticking to a plan. I must show that I can accommodate others, which sets a good example of authentic leadership. Working with people means that there are no promises on how my day will go. This reality is one that I learned early on in my career. My job is about the programs that I develop, but it's also about responding in a humanistic manner to the people that I teach. Sometimes this approach means taking a new direction. For instance, last month I had an agenda for a team meeting to discuss our next year's strategy but noticed morale seemed low as many were burnt out. I decided to switch gears to open dialogue about how they were feeling and focus on team bonding in that moment rather than an agenda. This allowed everyone to feel heard and receptive to discussing business plans."
Stephanie's Feedback for the Answer Above
Great response! This is very well-detailed and the specific example you provide really makes this impactful and memorable.
How would you rate Stephanie's Feedback?
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7.
What factors do you believe are most valuable when it comes to training program design?
How to Answer
As a Training and Development Manager, you know that your programs must be useful and impact the employee and the company you support. The interviewer would like to see how you approach achieving these goals. Perhaps you work carefully to assess the core needs of the company and the desired outcome before building your program. Maybe creativity and learning based on positive reinforcement are at the core of your program design. Whatever your preferred approach, be ready to discuss how you implement best practices into your training and development programs.
Rachelle's Answer
"I believe many valuable factors contribute to training program design with organization and preparation being the most important. I am sure to plan enough activities to keep the attendees interested, and I prepare for any questions that may arise during the session. Another critical factor is to have a lot of visuals and hands-on activities built into the program. There are many moving parts for me as a Training and Development Manager, and I must have backup plans in the event of a technical hiccup or unexpected problem with participation. I must also be very familiar with the material so that if issues occur, I can continue delivering the message without interruption."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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."
Alexandra's Feedback for the Answer Above
Great answer! This shows that you've thought through the whole execution of a training program.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"First, understanding what is going to be most beneficial for the employee. It is important to structure the program to be easy to understand and focus on quality job performance. It's also important to identify what hasn't worked in the past when developing programs and figure out how to learn from that situation. Overall the program should be engaging, comprehensive, and knowledgeable at the same time."
Rachelle's Feedback for the Answer Above
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.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Ensuring that the program is engaging, relevant, and meets the needs of the learner and business objectives are the most valuable in developing a design strategy. It is important to understand what our employees desire and what the business needs to determine an appropriate strategy that will engage our workforce to achieve our goals. I regularly solicit the voice of our associates through surveys and focus groups to identify opportunities to better meet their needs or provide other means to engage them in their learning. This in conjunction with my weekly department meetings has allowed me to design a blended learning program that has resulted in employee engagement in the 97th percentile."
Stephanie's Feedback for the Answer Above
This is a strong response, but I suggest taking it a step further by providing specific examples of strategies or platforms that you use to engage your audience.
How would you rate Stephanie's Feedback?
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8.
Tell me about your most impactful training session.
How to Answer
The interviewer would like to see your passion for delivering impactful training sessions. Paint a picture for your interviewer of the best training you have ever facilitated. Talk about the highlights of the session and what you did to ensure it was a success. Be sure to give the interviewer a lot of context and detail around the overall situation. Lastly, explain how you were able to measure your success in the end.
Rachelle's Answer
"In November, I was asked by Company ABC to lead a training session on diversity in the workplace. It was to be a series of classes offered to a variety of departments. I was a bit nervous as this was my first time leading multiple sessions on diversity and inclusion. As I planned the training session, I was also aware that most of the people in attendance were business professionals who were very passionate about the material. I decided to make the sessions very interactive and hands-on since I knew that these groups had a significant interest in the topics. I found the sensitivity of the subject matter to generate a lot of interest, and I facilitated the sessions with a lot of passion and personalization because I am very involved in human rights in my personal life and as a volunteer. I knew that this session was very impactful because the feedback I received in person and through my exit survey was very positive. The sessions went so well that I will be presenting the material to another group later this year."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 to that success by setting a vision, setting small goals that aligned with that vision, and having a precise plan on how we would lose a certain amount of weight each week."
Rachelle's Feedback for the Answer Above
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.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Ticket wait times and customer feedback demonstrated that some agents lacked empathy and urgency when handling customer issues. As a result, I developed training to help them really see the issue from the customer's point of view. I used real customer examples and testimonials and a role play that allowed agents to put themselves in the customer's shoes. It really helped to improve how our agents handled customer issues because they had to humanize with them during the training. This helped to continue the culture of empathy that we strive for."
Rachelle's Feedback for the Answer Above
Real-life examples can certainly have an impact. It's great that you could utilize these testimonials as a resource to make a lasting impact on employee approach and company culture.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"With the decline of our customer satisfaction results, we conducted an analysis of our surveys to identify our missed opportunities for meeting our customer's needs and focus groups with our associates to determine the friction points they were experiencing in delivering service the way the customer deserved. Our analysis led to the development of a customer service training that educated associates on different customer types and how to tailor communication to provide service based on what that customer values. I led highly interactive sessions that provided collaborative learning opportunities by presenting intentional case studies that empowered associates to identify viable solutions for the friction points they encountered and discussing how we communicate those decisions to deliver service in the way our customers expect. Following the training session, I had their supervisors certify observations of their associates handling the various scenarios as trained, resulting in a 33% reduction in the department of insurance complaints and #1 customer satisfaction results."
Stephanie's Feedback for the Answer Above
Excellent response!
How would you rate Stephanie's Feedback?
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9.
What are your favourite tools to use when it comes to delivering employee training?
How to Answer
As a Training and Development Manager, you will likely have many tools of the trade that you lean on to build and deliver impactful programs. The interviewer would like to know which tools you utilize the most and why you rely on them for your work. Discuss your top choices, and explain how you use these tools and their impact on the delivery of your training. If you are unsure which resources will have access to while working in this particular role, be sure to ask. If you know the tools and resources used in this role, it's a good idea to discuss your level of familiarity.
Rachelle's Answer
"I have recently focused my attention on web-based learning by utilizing the Rise platform. This program is useful for delivering online training to employees and helps me to ensure that the learning materials are accessible in one place. Rise allows me to perform webinars, build programs, and clearly outline learning objectives. I find this resource incredibly easy to manage, and it allows me to make edits that the attendees can see in real-time. I understand from the job posting that your organization also uses Rise, and I would love to learn more about the ways that your organization leverages this robust platform."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"Interactive methods in a classroom format. I enjoy most the face-to-face, and when trainees are up and out of their chairs, interacting with each other. I find they internalize the material better while creating a fun environment."
Alexandra's Feedback for the Answer Above
Great answer! You do a good job explaining why this format works well.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"I have recently focused my attention on web-based learning by utilizing WebEx and the Rise platform. WebEx allows us to still engage learners virtually through polls, chats, and breakout sessions. These functions allow us to check for understanding, conduct role-plays or group exercises and encourage class participation. The Rise platform is useful for delivering online training to employees and helps me to ensure that the learning materials are accessible in one place. Rise also allows the incorporation of interactive videos, scenario-based learning, and simulations. I find Rise helpful as we are able to make edits that the attendees can see in real-time to ensure they have the most up-to-date information at all times."
Stephanie's Feedback for the Answer Above
You do a great job of identifying specific tools that you use to deliver training, along with the advantages of each platform.
How would you rate Stephanie's Feedback?
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10.
Tell me about a recent training program you created. Why was it so special, and what did you learn in the process?
How to Answer
The interviewer wants to hear you discuss a successful training program that you designed and implemented. Explain the purpose of the training program, how you built the training, and what made the experience so enjoyable. Be sure to show enthusiasm for your work as a Training and Development Manager by sharing details of the results you achieved and discussing what you learned during the process.
Rachelle's Answer
"Last quarter, I developed an onboarding program from start to finish for all new sales-department employees. The program was delivered 100% online, where before, it was a combination of online and in-person training. The modules were on the company, policies, sales expectations, and sales materials. The company asked me to use Bridge as the course development platform. Bridge is a robust program that allowed me to input the training information along with built-in multimedia, making it straightforward for instructors and attendees to use. The Human Resources team helped me create engaging videos and activities to make learning exciting for our new hires. After the first new hire training was complete, I asked the attendees to fill out a feedback form. There was an overwhelmingly positive response. It seemed the new hires enjoyed the training because they could learn interactively while feeling a warm welcome from the company, despite the training taking place online. My greatest takeaway was what I learned about online learning and its effectiveness. It's exciting to see that high levels of engagement can still happen even outside of traditional classroom-style training."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I designed a sensitivity program for the police as part of my leadership and development program. The program was a combination of in-person and online training. I worked with their training specialists to create videos and activities that made the training on point and relevant. Female police officers were 'actors' in these videos. We had a great time creating them, and because their officers were in the videos, the topic became more personal and real for the male officers. This contributed to their learning both as interactive opportunities but connecting to real people."
Alexandra's Feedback for the Answer Above
Great answer! The only thing I recommend including is what the goal/purpose of the training was. I like how you describe the result of the training and its impact on the male officers.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"At the beginning of the pandemic, our company had to make a lot of adjustments. We had to quickly add new reps and abide by new restrictions. I worked with my team to revise our new hire training program to do everything remotely. This meant converting face-to-face follow-up activities to work remotely, and it also meant using technology creatively so we could remain connected. It also meant changing how I monitor progress and how I keep everyone motivated. The transition ended up working out really well because we were able to add efficiencies."
Rachelle's Feedback for the Answer Above
Great example! These changes would have been significant! It seems like you learned a lot in the process and gained some important new skills.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Currently, I am partnering with HR to develop a leadership series based on the enneagram, emotional intelligence, and diversity and inclusion concepts. This training will be facilitated by myself and the HR manager and is designed to be a series of interactive team-building sessions that provide opportunities to develop self-awareness and effective communication and foster an inclusive environment. Each session will have key assignments and observations that follow for the continued development of blind spots between sessions. This particular training is special as these concepts promote personal as well as professional growth. While communication, emotional intelligence, and inclusion are considered soft skills they can often be the hardest skills to learn. Through this process, I learned how providing associates with a platform for engaging in these types of training is critical to our long-term strategy and promotion of associate development."
Stephanie's Feedback for the Answer Above
This is a thoughtful, well-crafted response. You mentioned learning the importance of this training for long-term strategy. I am curious how this training has helped to inform the strategy and promotion of associate development going forward? Adding a closing sentence to address this would take your response up a notch!
How would you rate Stephanie's Feedback?
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11.
What qualities do you believe make an excellent Training and Development Manager?
How to Answer
Take some time to think of the top three to five characteristics you believe a Training and Development Manager should possess. Think of some industry peers that you admire and the traits they possess. Or, think of the top characteristics that you have worked hard to develop. A talented Training and Development Manager will be proactive, a clear communicator, and have the innate ability to make others feel comfortable in a variety of learning environments. They are educators who can effectively motivate and inspire others. Share a few of the traits you believe to be most important and explain how you possess these essential characteristics.
Rachelle's Answer
"There are many qualities and skills that a successful Training and Development Manager should bring. These include being well-organized, enjoying research, and possessing the ability to multi-task. This takes organization and a great deal of discipline, which I have proven to have in my current position. A Training and Development Manager must always show empathy and be patient with others while actively listening to their learning needs. They should also be strong communicators who are direct and honest. This open communication includes being able to give and receive feedback freely. I work hard always to give solid direction with clear expectations."
1 Community Answer
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"Being proactive, forward-thinking, and well-organized. Excellent communication skills to provide clear direction, expectations, and vision. Demonstrating a growth mindset, we are all learners and need to be willing to learn if we want to be our best and at the forefront of L&D strategies. Actively listening while soliciting, providing, and receiving feedback is critical in identifying opportunities for meaningful change. Each week have a Feedback Friday to ensure that our strategy is relevant and meeting the growing needs of our associates and business objectives."
Stephanie's Feedback for the Answer Above
You name a number of qualities that are closely aligned with being an excellent Training and Development Manager. My only suggestion for improving this response is to add a concluding sentence; you mention the Feedback Friday you've implemented. What has the result of this been? How have you been able to implement the important qualities you've shared into these weekly sessions?
How would you rate Stephanie's Feedback?
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12.
How do you ensure that your employee training sessions are effective?
How to Answer
For a Training and Development Manager, the success of your sessions is often attached to the improvements that you can help deliver. Your training sessions should focus on how well you can improve a company's pain point or provide a much-needed impact. Considering that a lot of your work is measurable, the interviewer would like to know how you ensure that you are making an impact. Explain how you assess your influence, whether it be by asking for feedback, providing surveys, or attending follow-up meetings with your leadership team.
Rachelle's Answer
"To ensure that a training session is effective, I begin by setting goals for each training session. For instance, if my company would like to improve the workplace environment, I would first meet with the leadership team to discover the greatest pain points and their expectations from the training. After each session, I gather feedback from the attendees and their supervisors, when applicable. I have various feedback forms to follow up and ask if there are any areas where the materials could be improved. I also perform staggered follow-ups to ensure that the training has made a longer-term impact on the attendees. This impact might include improvements to their job performance or a transformation in the workplace environment. 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."
4 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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."
Alexandra's Feedback for the Answer Above
Great answer! If I were the interviewer, I would follow up by asking what you would do if you found that a training was ineffective for a single employee? Or a full group of employees?
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"Training is effective when the material is easy to digest and comprehend. Knowing that new hires are confident to start their job and knowledgeable about the information would ensure me that the training was effective."
Rachelle's Feedback for the Answer Above
For instance, would you take steps such as a test at the end of the training or an anonymous survey? How would you formally measure the impact of the training?
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Following the training, we always have a quiz which gives us an indication of the employees' knowledge and so the effectiveness of the training. I will also be in close contact with the community leaders and the mentors to receive feedback. I am also a great believer in the open door policy, and so Health coaches will be welcome to give me feedback or ask for extra help as needed."
Rachelle's Feedback for the Answer Above
You have a solid plan in place, which the hiring authority should be very happy to hear. Excellent!
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I usually meet with the leadership team first to set goals and identify their greatest friction points, and expectations. I may conduct focus groups with associates to determine what obstacles they currently face in relation to the business need at hand that may be contributing to the lack of execution. I work with my team to design a training delivery strategy that specifically targets the needs identified. We develop opportunities for the learner to demonstrate their comprehension and ability to execute the expected behaviors throughout training. After each session, I gather feedback from the attendees and their supervisors in the form of surveys and feedback sessions regarding the relevancy of content, improvements in material, and effectiveness of facilitation. I meet with the leadership team weekly for a defined period of time post-training to review performance trend analysis and modifications that are needed to the program. I continue to have intermittent feedback sessions with the associates and their supervisors to continue to solicit opportunities for improvement and ensure that the training has provided a longer-term impact in providing the deliverables identified by the leadership team. I meet with my team weekly to discuss any feedback we receive and to collaborate on innovative solutions that we can implement to meet our needs."
Stephanie's Feedback for the Answer Above
Excellent response!
How would you rate Stephanie's Feedback?
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13.
Give me an example of an effective employee training method that you like to use.
How to Answer
Training sessions certainly do not need to be boring! Show the interviewer that you can think outside of the box and get creative in your training sessions. When you create an exciting learning environment, the attendees will connect with you as an instructor, and they are more likely to absorb the information you are delivering. Give an example of an employee training you provided that made an impact. Discuss the factors that caused your delivery to succeed, allowing the interviewer to picture your work in action.
Rachelle's Answer
"When I worked with Company ABC, I delivered a full-day session on the topic of eliminating workplace bullying and harassment. At the beginning of my session, I began with a team-building exercise. I had this large group of 100 attendees form small groups of 10, where they completed a variety of game-based learning objectives. Once the team building was accomplished and the attendees were more comfortable, I asked people to start responding to various questions that addressed acceptable and unacceptable workplace behavior. I dove into the content with a multimedia approach and used eye-catching visuals, told stories, and presented interesting statistics. I also offered snacks, beverages, and frequent breaks to avoid fatigue or disinterest. I created a safe and interesting environment where each team member could learn, connect, and grow. The team was highly engaged by using positive and encouraging teaching methods, and the company noticed a marked improvement in workplace inclusivity in the weeks following the sessions."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I worked with the public bus transport system in the city on gender safety protocol. The training program I developed taught bus drivers what to look for and how to handle an assault situation. I put together a presentation that was very hands-on with role-playing. This assisted with illustrating real situations and had them practice how to interact, prevent, and (most importantly) when to not intervene due to safety issues but call the police immediately."
Alexandra's Feedback for the Answer Above
Great answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"One of my favorite training methods is to use simulations and case studies. They are interactive and allow me the ability to train on multiple components at once. They also provide a good way to let agents apply their knowledge in a more life-like setting. It usually requires more than just memorization to do well. I see the value of these methods when people can practice their skills more analytically than just answering a question or filling in a blank."
Rachelle's Feedback for the Answer Above
Good! Practicing their new skills in action is an excellent way to ensure the information is learned and retained. If you have any measurable results to share from a training where you took this approach, it would be a beneficial addition to your answer.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"One of my favorite training methods is to use simulations and case studies. They are interactive and allow me the ability to train on multiple components at once. They also provide a good way to let learners apply critical thinking skills and demonstrate their knowledge in a more life-like setting. Having a debrief after each promotes peer learning in sharing so others can benefit and learn from their peer's experiences. Finally following that up with e-learning or an instructor providing learning objectives or highlights of the critical concepts is an example of how I have implemented the 70-20-10 strategy that according to 2022 trending is becoming what is now known as the 55-25-20 strategy."
Stephanie's Feedback for the Answer Above
This is a solid response, but I suggest adding an additional sentence that specifically highlights the effectiveness of this approach.
How would you rate Stephanie's Feedback?
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14.
How do you keep employees engaged during a training?
How to Answer
The interviewer wants to see that you are the type of Training and Development Manager skilled at taking potentially dull material and bringing it to life for the attendees. Part of keeping employees engaged during a training session could also mean that you can take complex information and simplify it to make the attendees want to pay attention to you and learn. Share some tips that have helped you keep the crowd interested, regardless of the topic!
Rachelle's Answer
"I have developed a good sense of humor and can level with people quickly. I like to quickly sort the group dynamics and get to know the different personalities in the group so that I can lead the class with ease. I try to be as entertaining as possible, even when I'm teaching a technical topic. I keep my sessions interactive by involving everyone in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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."
Alexandra's Feedback for the Answer Above
Good answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"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."
Rachelle's Feedback for the Answer Above
Interactive, specifically, how? IE: do you have hands-on activities, table talks, special guest speakers, info-graphics, multimedia, etc.?
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"To start, exuding passion and energy is important to engage others throughout training. Having some type of team bonding exercise for learners to get to know each other. Conveying the objectives of the training and disseminating information in a way that is relatable and digestible to how it pertains to their role and success. Inviting others into the discussion by exercising the 80-20 rule of having the participants drive 80% of the dialogue. I usually do this through open-ended questions, group activities, and having learners share their experiences. Delivering the training through a variety of modalities to cater to all adult learning styles. I have found incorporating simulations, case studies, group discussion, self-study, and visually appealing presentations to be effective in meeting the various learning needs."
Stephanie's Feedback for the Answer Above
Excellent response! This is very thorough and well-rounded.
How would you rate Stephanie's Feedback?
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15.
What steps do you take to prepare for a training session?
How to Answer
Explain the steps you take to ensure that your training session covers all the required material and meets company stakeholder expectations. The first step to preparing could be researching the topic or using assessments to understand current knowledge gaps. You might take some time to evaluate and outline the objectives of your training session. Walk the interviewer through your process of discovery and organization, being as specific as possible.
Rachelle's Answer
"Any training session begins with planning and research. This foundation usually means a lot of time on my computer researching job functions, industry trends, and new approaches to corporate training. I use questionnaires and checklists from department managers and supervisors to gather all of the learning objectives before I begin to craft a curriculum. When I prepare for a training session, I also consider the training budget, session location, and class size. I figure out which tech tools will be available to me, such as projectors, computers, and sound equipment. Once the stakeholders approve the training materials, I do a final round of edits and create visual materials for the attendees. In my current role, I have a part-time assistant who helps with other activities such as catering and other provisions."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"Before I begin any training session, I make sure that I have established the knowledge or skills gap that requires training. I also work with my management and leadership team to make sure we are all on the same page with what those training needs are. For example, we may have a group session where we discuss issues while reviewing current KPI or performance feedback. Next, I will work to develop the appropriate training based on those needs. This can vary depending on what type of training is required. For example, if it's a change in a process or system, it may be as simple as a video or PowerPoint with follow-up questions. However, if it's something more developmental in nature, then it may require additional tools such as case studies, role-playing, and one-on-one mentoring. The key step is always understanding the goal, developing how you will get there, and defining how you measure success."
Rachelle's Feedback for the Answer Above
This answer is a great start! The details you provide will be helpful to the interviewer. I recommend some slight changes, including changing the 'you' language to 'I' language so that the processes you mention remain attached to you vs. becoming general statements. I have provided an example for you below.
"Before I begin any training session, I clarify and establish the knowledge or skills gap that requires training. I also work with my management and leadership team to ensure we are all on the same page with those training needs. For instance, we may have a group session to discuss issues while reviewing current KPI or performance feedback. Next, I will work to develop the appropriate training based on those needs. This approach can vary depending on what type of training is required. For example, if it's a change in a process or system, it may be as simple as a video or PowerPoint with follow-up questions. However, if the gap is more developmental in nature, the training may require additional tools such as case studies, role-playing, and one-on-one mentoring. The key is that I always understand the goal of the training, outline my path to reaching those goals, and define how I will measure the success of the training."
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"First, I conduct research to ensure I have a thorough understanding of the knowledge or skill gap that requires training. I may conduct a skill assessment, review KPIs, and/or solicit feedback on current friction points. From there I work with my leadership team to make sure we are aligned on the training need and objectives. Once our training objectives are determined, my team and I will collaborate to design curriculum and training modalities to deliver the training needed effectively. We review our training strategy with our leadership team and determine our post-training support structure to ensure we are providing accountability and support to drive the desired behavior or skill that is trained. Finally, we follow up all of our training sessions to solicit feedback from associates and leadership as well as review performance indicators to evaluate the effectiveness of the training."
Stephanie's Feedback for the Answer Above
This is a very thorough response and will leave your interviewers feeling confident in your ability to adequately prepare for a training session!
How would you rate Stephanie's Feedback?
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16.
Why do you want a career as a Training and Development Manager?
How to Answer
If you love teaching and seeing results, the career path of a Training and Development Manager could be perfect for you! You will have the opportunity to instruct others on many career-optimizing topics that will help drive productivity, company profits, and employee success. You get to work behind the scenes, researching and planning, and then share your findings to benefit the performance of others. Share what you enjoy the most from your career, being sure to let your enthusiasm shine.
Rachelle's Answer
"I thoroughly enjoy teaching and instructing. I thrive on finding new ideas and creative ways to present the learning material. I also enjoy being in a leadership role, helping other individuals to grow and improve. I like the challenges that come with each new training and development program. Overall, one of the most enjoyable factors for me is planning, researching, and learning. Once I find out what the company stakeholders are looking for from me as an instructor and the results they are looking for the employees to achieve from my training, I see it as a challenge to exceed all expectations. When I can have fun, learn, develop team-building skills, and help people with their communication strategies, it's gratifying. My career as a Training and Development Manager has been incredibly rewarding."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 practices and the latest trends with ease."
Alexandra's Feedback for the Answer Above
This is a great answer. This shows both your skills as well as your personal interest.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"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."
Rachelle's Feedback for the Answer Above
It's a great feeling, indeed! Try touching a bit further on how you want to grow in your career, as well.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I am a huge advocate for the employee and customer experience and enjoy being able to make a positive impact. L&D gives me an opportunity to transfer knowledge, learn, and help others grow to succeed. I thrive on finding new ideas and creative ways to present the learning material. Overall, one of the most enjoyable factors for me is planning, researching, and learning. I like the challenges that come with each new training and development program. Once I find out what the company stakeholders are looking for from me as an instructor and the results they are looking for the employees to achieve from my training, I see it as a challenge to exceed all expectations. When I can have fun while learning, developing teams, and our business success through providing training that delivers the quality and service our customers desire, it's gratifying. My career as a Training and Development Manager has been incredibly rewarding."
Stephanie's Feedback for the Answer Above
You provide a really compelling reason as to why you have pursued a career in Learning & Development. It sounds like any company or organization would be lucky to have you on their team!
How would you rate Stephanie's Feedback?
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17.
How do you know what teaching methods to use to ensure the best learning experience?
How to Answer
As a Training and Development Manager, you will need to design learning materials that appeal to a wide range of learning styles. Perhaps you get to know who the attendees are to know which learning modalities work best. The group may be hands-on, getting the most out of the interactive training sessions you prepare. Or maybe the group learns well through independent online training sessions where they take quizzes at the end of each module. Share how you adapt your training programs to individuals with varied learning styles and needs.
Rachelle's Answer
"Typically, I take a student-centered approach to training because this approach almost always leads to a very positive experience for the attendee. Of course, my approach may change based on my leadership team's learning objectives and goals. If the sessions are delivered online, the best learning experience will come from a wide range of multimedia to ensure the information is appealing and informative while moving at a visually interesting pace. If the training is in a classroom or seminar setting, I will use visual aids and physical activities such as role-playing and team-building challenges. I take into consideration if the work is primarily solo or more interactive. Overall, my approach to teaching is interactive, encouraging, and human-centered."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"It's important to consider several factors when determining teaching methods for the best learning experience. One of the factors I look at is the type of training and whether it's process-based or development-based training. Other important factors include the group size, the skill level of the audience, and to what extent feedback can play into its effectiveness."
Rachelle's Feedback for the Answer Above
Wonderful! It sounds as though you are very mindful of your approach when forming/delivering a learning session.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Preparation and research. Having a thorough understanding of what the training need or objectives help to determine the most effective teaching method. You would not want to design a training that requires associates to invest a significant amount of time away from their daily duties if there is a more efficient means to deliver the training or information needed. It's important to consider several factors when determining teaching methods for the best learning experience. One of the factors I look at is the type of training and whether it's process-based or development-based training. Other important factors I include are group size, the skill level of the audience, and the delivery forum. I am a proponent of incorporating multimedia or mixed modalities whenever possible to keep the learning interactive, engaging, and relatable."
Stephanie's Feedback for the Answer Above
This is an excellent start, but I suggest also including a sentence about how you determine if training has been successful by providing participants with a positive learning experience. How is this gauged?
How would you rate Stephanie's Feedback?
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18.
How will your training and development skills positively impact our company and employees?
How to Answer
To answer this question with an impact, you must understand the pain points of the hiring organization. Think about the ways you can positively impact the company and its employees through your training sessions.
Take a moment to reflect on the qualities that have helped you be a successful Training and Development Manager. Show that you are observant and ready to deliver the training material they need the most. Highlight the fact that you are strategic in your planning and that you design programs that help the company and the employees accomplish these essential goals in tandem. Discuss your most important related strengths and how they will help you add value should you be hired.
Rachelle's Answer
"From my understanding, your company is expanding its number of remote workers, and one of your greatest needs is to build a virtual employee learning portal. I have built and delivered several programs online, both in the form of pre-recorded webinars and self-guided online curriculums. I also understand that your industry is very high-stress, and your employees are under a great amount of pressure. I believe it's critical to address topics such as stress management. I have delivered training sessions during employee retreats focused on mindfulness and dealing with stress in the workplace. I will be able to build a fantastic program for your employees focused on building better ongoing support when it comes to mental health, stress management, and mindfulness practices. My background in HR and communications make me a unique asset in the sense that I have a full understanding of what it takes to support employee needs while aligning them with company goals."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I am a communicator and collaborator. I am creative and not afraid to try out new ideas. And I am hardworking, making every effort to match the workload and meet the responsibilities of this position and the team quickly."
Alexandra's Feedback for the Answer Above
Good answer.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"I understand that this is a new role, and client services and call centers are a new focus for the company. My experience in building training programs from the ground up, my ability to build relationships inside and outside of the company, and my overall flexibility and ability to adapt will make me a strong asset in this role. I am also very knowledgeable about training and management at multiple levels, so I can approach any challenge with the confidence that I can handle it."
Rachelle's Feedback for the Answer Above
This is a fantastic start! If possible, I recommend giving more details on the impact that you believe your work will have. For instance, further break down how your experience with building training programs from the ground up, building relationships inside and outside of the company, and your overall flexibility and ability to adapt will create measurable benefits to the hiring company. Think about their specific pain points, and address them.
How would you rate Rachelle's Feedback?
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19.
What do you enjoy most about leading employee training and development efforts?
How to Answer
For those who love to teach and train others, it is inspiring to be involved in employee training and development efforts. As a Training and Development Manager, you likely have a passion for Human Resources and Adult Education. Discuss the fact that you enjoy working with people and helping them cultivate their strengths. Perhaps you love using your analytical skills when designing new training programs. Maybe your favorite focus is on team building and encouraging others. Share what you find to be the most fulfilling when leading employee training and development efforts. Be sure to express your excitement for this particular role as well!
Rachelle's Answer
"There are so many challenges that come with being a Training and Development Manager, and I love that no day is the same. I am passionate about my work and the fact that I get to teach, impact others, and learn new topics every day. I may be the teacher, but the attendees of my sessions also teach me regularly. I love facilitating an environment where people are inspired to grow and flourish. I like to mentor staff and help them to develop their leadership and communication styles. Supporting others is very exciting, and I get to do so by coming up with new ideas to approach a significant range of subjects. I am ready and eager to support your staff in any capacity that I can."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"This is an exciting industry. I love training and teaching people and seeing their ah-ha moments. When I have connected with trainees is extra rewarding. I can use my creative and analytical skills in developing training; I can interact with everyone in the corporation where otherwise, I may have fewer opportunities. I have an impact on how people can best do their jobs."
Alexandra's Feedback for the Answer Above
Great answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"I love being able to have a positive impact on the employee and customer experience through offering effective learning programs that provide the tools, resources, and skills that they need to improve their success. I enjoy cultivating a mutually beneficial learning environment that leverages everyone's experience to strengthen the skill set of the group. I love facilitating an environment where people are inspired to grow and flourish. I like to mentor staff and help them to develop their leadership and communication styles. Supporting others is very exciting, and I get to do so by coming up with new ideas and creatively solving problems."
Stephanie's Feedback for the Answer Above
Your passion and enthusiasm for this work really shine through--good for you!
How would you rate Stephanie's Feedback?
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20.
What is your greatest work-related accomplishment?
How to Answer
The interviewer would like to see that you are proud of your career as a Training and Development Manager. Looking back, you have already accomplished a great deal in your life! You have educated yourself and dedicated your career to helping others boost their performance through continuous learning. Think of the highlights you have experienced throughout your career and be ready to discuss which achievement makes you feel the proudest.
Rachelle's Answer
"My greatest feelings of accomplishment come from the collective difference that I have been able to make in the lives of others. Each time I have a successful training session or develop a program that makes a difference, I feel that I have added to my overall success as a Training and Development Manager. When I can make employees happier and more productive, it's a significant win. When I can help facilitate a work environment based on equality and mindfulness, it's rewarding. Each time an attendee approaches me and thanks me for broadening their perspective or tells me that they feel encouraged, I feel accomplished. My reputation as a talented Training and Development Manager is my overall greatest accomplishment, and I continue to feel encouraged to do my job with absolute pride and enthusiasm."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"My Ph.D., my work on the law on making misogyny a hate crime, living in a different country, having a huge impact on how the city viewed gender safety, working with students on inclusion, and most importantly, my son."
Alexandra's Feedback for the Answer Above
Great answers!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"My greatest accomplishment has been creating an onboarding structure and new hire experience that has enhanced our employee engagement to the 97th percentile, improved new hire proficiency by 20%, and accelerated time to promotion by 3 months. I accomplished this through implementing associate feedback to design programs that promote their development and success. Actively listening has allowed me to create a more inclusive environment that provides a sense of belonging by understanding what our employees' needs, wants, dreams, aspirations, and goals are."
Stephanie's Feedback for the Answer Above
You do a great job of sharing a specific professional accomplishment and quantifying the impact that you made. You come across as confident and competent!
How would you rate Stephanie's Feedback?
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21.
If you had to improve in one area of instruction or communication, what would it be?
How to Answer
When it comes to self-improvement, the interviewer wants to know that you desire professional growth and betterment. Think about one area of improvement you are actively working towards and explain what you are doing to achieve this goal. Since you are interviewing for the role of Training and Development Manager, it's wise to avoid any areas of improvement that could disqualify you for the position, such as being someone who finds it challenging to listen actively. Be sure to focus less on the weakness you want to improve and more on the steps or actions you take to improve.
Rachelle's Answer
"I am currently working on my ability to be a stronger leader. A lot of my training sessions focus on improving the performance of our corporate-level executives, so powerful leaders often surround me. I recently attended a leadership conference to help me cultivate some of my bolder leadership traits. Here, I learned how to be a more effective leader by taking the initiative in larger groups. I value these learning opportunities and look forward to surrounding myself with other leaders who also want to challenge themselves to grow professionally."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 plan that is whole body-oriented to prepare for the event."
Alexandra's Feedback for the Answer Above
Great answer! This shows your commitment to both professional and personal development.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"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."
Rachelle's Feedback for the Answer Above
Your answer is thorough and well defined. You are working hard to boost your leadership skills, an effort that any interviewer should greatly appreciate.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"At times it can be easy for organizations and associates to fall into the status quo. I am very interested in and have been working to expand my knowledge on how other industries around the globe approach learning and development. Understanding what others are doing is helpful in preparing to avoid projected pitfalls and partnering with others to determine creative solutions that can be incorporated to advance our L&D strategy. I have attended various L&D webinars around L&D trends and am registered to attend a multi-day conference this March."
Stephanie's Feedback for the Answer Above
This is a good start, but I suggest being more specific about an area where YOU currently have a growth edge and are hoping to improve. Personalizing your response a bit will improve its' impact.
How would you rate Stephanie's Feedback?
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22.
What kind of training materials have you developed from scratch? What was the content, and how was the content delivered?
How to Answer
Training and Development Managers create training materials to help employees boost their workplace performance while developing new skills to help them in their careers. They may produce online modules or work alongside their company's Human Resources team to develop handbooks or in-class training for onboarding new employees. Talk about the training materials you have created, whether they were online programs or PowerPoint presentations delivered in-person. You could discuss your favored formats and some of the most impactful training you have provided in the past.
Rachelle's Answer
"I have developed training modules from scratch on topics such as workplace performance, stress-management in the workplace, new employee onboarding programs, and diversity and inclusion programs. Most recently, I created a program on workplace stress and stress management. The program was a four-part series that touched on work/life balance, how to schedule time effectively, how to use a variety of time-management tools, and how to deal with stress professionally. I am especially proud of this program because it teaches healthy communication skills that the attendees can implement at work and in their personal life. The program also addresses career goals and how they should match professional goals. The majority of the program is delivered inside the classroom setting with some virtual exercises that the participants can keep confidential. The modules are available online if the participant is unable to attend the in-person training. Developing a course of this nature takes a lot of research and planning. I am very please with how it turned out, and I have received a great deal of positive feedback, which makes me proud."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I have developed several types of training materials from scratch. The majority is process, knowledge, or skills-based, requiring slide or video presentations, interactive simulations, or role-playing. Most of this is done using PPT, Photoshop, or in-house training software. I also utilize telephonic, email, and face-to-face training methods. I have also created training materials for managers and other trainers because a large part of my responsibility is overseeing others and developing their training abilities."
Rachelle's Feedback for the Answer Above
You provide excellent details in your answer, and this reply will give your interviewer a strong idea of the depth of experience you bring.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I have developed several types of training materials from scratch. The majority is process, knowledge, or skills-based, requiring slide or video presentations, interactive simulations, or role-playing. Most of this is done using PPT, Photoshop, or in-house training software. Currently, I am partnering with HR to develop a leadership series based on the enneagram, emotional intelligence, and diversity and inclusion concepts. Participants will complete an online module that incorporates videos and simulations followed by an in-person team session. This training is designed to be a series of interactive team-building sessions that provide opportunities to develop self-awareness and effective communication and foster an inclusive environment. Each session will have key assignments and observations that follow for the continued development of blind spots between sessions."
Stephanie's Feedback for the Answer Above
Excellent! My only suggestion for deepening your response is to include a sentence or two about how you approach the process of planning content. If you were given a new topic to develop, how would you go about doing this? What does your planning process look like?
How would you rate Stephanie's Feedback?
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23.
How do you keep up with new developments and trends in employee training and development?
How to Answer
Your job is to maintain and increase productivity through employee development. As a leader, you have the opportunity to influence teams from the inside, using your expertise to implement and change programs to help employees do their jobs and meet company expectations. Share what you are doing to continue learning and growing in your industry knowledge.
Rachelle's Answer
"I keep up with trends and new developments by keeping in close contact with other Training and Development Managers that I know and trust. Together, we discuss current trends and creative ideas that will help us to accomplish our goals as instructors. The world of instruction and adult education is always improving. For that reason, I lean on a variety of online resources such as blogs and podcasts. I also follow Forbes Magazine and subscribe to LinkedIn Learning, which allows me to remain in the know while also training myself on new skills related to teaching and educating others. I am always open to learning new resources if you have any specific recommendations."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I do a lot of research, participate in training to enhance my skills, and network within the industry to learn about the latest trends. I appreciate hearing what others have found successful, and in turn, I also like sharing for the latest industry knowledge."
Alexandra's Feedback for the Answer Above
Good answer.
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"The world of instruction and adult education is always improving. For that reason, I lean on a variety of online resources such as LinkedIn Learning, Udemy, and cross-industry webinars which allows me to remain in the know while also training myself on new skills related to teaching and educating others. The pandemic has changed what learners and organizations need and desire. L&D has become more important than ever in organizations needing to have the ability to cross-train employee skill sets to expand their flexibility with changing business needs. It has become a major partner in developing personalized, adaptive learning experiences based on desired skill sets. Staying up to date on current L&D trends is helpful in gathering ideas of other ways to partner or leverage our training platforms to provide a dynamic learning experience that aligns with associate and organizational goals."
Stephanie's Feedback for the Answer Above
Excellent response! It's evident that you are deeply committed to keeping up with new developments and trends and are continually improving in your work.
How would you rate Stephanie's Feedback?
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24.
Have you ever trained a group of your superiors? If so, how did you approach the situation?
How to Answer
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.
Rachelle's Answer
"Our company was switching to new enterprise software, and I asked to train the management team after learning how to use the system. I prepared a presentation and printed out handouts for everyone to follow along. I tried to make the information easy to understand by using informative but not too technical terminology. I also had everyone divide into groups to try out what they were learning firsthand. Even though I was training some more experienced managers, I came so well prepared that I wasn't nervous about delivering the training. I received compliments on my approach, and the leadership team asked me to facilitate the next training."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 suddenly, 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."
Alexandra's Feedback for the Answer Above
Great answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"Our company was switching to new enterprise software, and I was asked to train the management team after learning how to use the system. I prepared a presentation and developed printed and electronic resources for everyone to reference. Similar to any other training, knowing the experience, skillset, and needs of your intended audience drives the training delivery plan. I began the session by discussing my training objectives, had them share the challenges they encounter, then explained how the enhancements would help tackle their largest friction points while driving efficiency. This approach was particularly helpful in increasing receptiveness to partnering with us to drive this large change throughout the department. I tailored the information to be digestible, targeted what interests them the most, and provided opportunities to discuss how to effectively support the associates through the change."
Stephanie's Feedback for the Answer Above
There is sometimes a challenging perceived power dynamic that exists when training a group of executives (or any superiors) but it sounds like you handled this opportunity with ease! This is a thorough response that really captures your ability to engage a wide variety of audiences.
How would you rate Stephanie's Feedback?
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25.
What are your favorite approaches for motivating others?
How to Answer
As a Training and Development Manager, a significant part of your job is to keep your trainees excited about the material you are delivering. In this role, you will spend a lot of time motivating people to improve their work performance and reach their optimum performance levels. Share the ways that you increase motivation and boost morale. Be sure to show a lot of enthusiasm for the critical role that you play as a Training and Development Manager.
Rachelle's Answer
"Positive reinforcement is my favorite way of motivating others. I try to find out at least one great thing about each person in my class and encourage them on that particular positive trait. I can find out this information by meeting with the employee's direct manager to get a sense of which skills are strong and which skills need further development. Seeing the good in others is a safe way to help them feel comfortable and to build trust. It's also important that I understand their goals to have a target in mind when we begin our training. I enjoy encouraging others by reminding them of their strengths and their goals. It can be easy to get discouraged when you're working in a demanding, stressful work environment. I keep my trainees engaged and focused by praising their good work."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I like to take a positive approach to motivate others by making their work purposeful and making them feel valued. I like to paint a picture of how their work is valuable, even if it's just for a few minutes. Furthermore, I really like to highlight their strengths and give them recognition. I also help them identify their weaknesses and try to turn them into strengths."
Rachelle's Feedback for the Answer Above
These are wonderful ways to motivate others and encourage them in the workplace. If you have specific examples of times when these approaches worked (praise and leveraging weaknesses), I recommend providing story-based examples to bring your answer to life even further.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Positive reinforcement is my favorite way of motivating others by making their work purposeful and making them feel valued. I highlight their strengths, give them recognition, and provide feedback in areas they are looking to develop. Understanding their goals is important to provide meaningful feedback and partner with them to devise a game plan for development that will allow them to achieve their aspirations. An example of this is pairing with a purpose. I had an associate that was innovative and thrived on creating new ideas but was working with a partner that was not receptive to change. I knew that the partner aspired to eventually become a supervisor so I met with the partner to provide some observational feedback and discuss how we could leverage this opportunity to help develop communication skills that foster a safe and inclusive environment with others to better prepare her for a supervisor role. She was very grateful for the opportunity and we met each week to continue to discuss what she was learning through the interaction and refine her skill set."
Stephanie's Feedback for the Answer Above
It sounds like you are skilled at delivering positive reinforcement, and you have successfully used this skill to motivate others! My only suggestion for deepening this response is to consider how you go about motivating different learning and working styles. After all, not everyone values positive verbal reinforcement in the same way. How do you motivate folks who respond best to a different approach? This is a great opportunity to show your understanding of different working styles!
How would you rate Stephanie's Feedback?
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26.
How do you track and monitor the impact of your training sessions?
How to Answer
There are many different ways you can monitor your performance and impact as a Training and Development Manager. You can use online assessments and features within a software program tailored to the goals of your training or program. You can host weekly meetings where you discuss what is working and what needs improvement. You could also ask for feedback in the form of a survey. Share some of the tools and methods that you have found the most helpful for tracking and monitoring the impact of your training sessions.
Rachelle's Answer
"When I create online programs, I set them up in a software program that performs a great deal of automated tracking. This software keeps detailed records of each students' progress, including where they power through the content and where they seem to slow down and struggle. With these tracking capabilities, I can see when student progress slows, allowing me to encourage them when needed. When I teach in-class workshops or sessions, I use feedback forms to check in with the students periodically. These forms allow me to receive feedback and adjust the material as needed. I will always follow up with a student post-session and support them if they need additional coaching. Another way of tracking the impact of my training sessions is to meet with the employees' manager to discuss if the goals and expectations of the training were met, exceeded, or fell short."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 many opportunities to suit personalities. I have also used assessments, which depending on the setting, are conducted quarterly. Working with a team for three months only, the assessments are more casual and are undertaken monthly to keep my finger on the pulse."
Alexandra's Feedback for the Answer Above
This answer comes across more on how you monitor your team's feedback. I recommend clarifying if your assessments are performance assessments?
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"Some methods that I have found the most helpful for tracking and monitoring the impact of our training sessions is having a weekly calibration session with department managers to discuss performance and if the goals and expectations of the training were met, exceeded, or fell short. I also host periodic feedback sessions and administer training surveys to solicit feedback on opportunities to modify material, facilitation, or practical application. Evaluating KPIs post-training is also very helpful in determining if the training content delivered provided a foundation for participants to meet the organizational objectives."
Stephanie's Feedback for the Answer Above
Great response! It sounds like you've done a great job of monitoring the impact of your sessions, and using those results to inform future sessions.
How would you rate Stephanie's Feedback?
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27.
How do you manage stress in the workplace?
How to Answer
As a Training and Development Manager, part of your role may focus on helping employees develop needed skills for the workplace, such as healthy stress management. The interviewer would like to know that you handle stress well and practice the foundations you teach others. Discuss the tools and resources that you lean on to help navigate stress in your work environment.
Rachelle's Answer
"I instruct courses on handling stress in the workplace, so I must practice the principles that I instruct. I keep a journal of my stressors, and then I plan to deal with each situation. This journaling approach helps me prepare a response ahead of time when I find myself in a stressful situation. If something new arises in the workplace, I add it to my stressor journal and then research ways to handle the situation. I am highly analytical, so I like to evaluate, rationalize, and then develop healthy ways to solve the problem. I also use mindfulness apps such as Calm, which offers guided meditations that I can utilize when I have a few moments to myself."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"It's essential to understand where stress comes from. Most of the time, I see it as a culmination of not feeling confident in abilities, feeling like the workload is too heavy, or feeling overwhelmed, in general. I like to pinpoint where the stress is coming from, whether it is individual or on a group level, then figure out what I can do to alleviate it. Sometimes it's a process issue. Sometimes it stems from not feeling confident about how to handle situations. These are all things I would provide training for. In some cases, agents and managers feel overwhelmed in general, and I find that a one-on-one, frank discussion is a good place to start troubleshooting."
Rachelle's Feedback for the Answer Above
It sounds like you are accommodating and encouraging in the workplace - any company/manager/team member would benefit from your thoughtful approach :) When it comes to managing your own stress - do you take the same approach?
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"I try to exercise regularly. I find that when I'm feeling overwhelmed or stressed it is important for me to walk away, take a break, or have some dedicated me time after work to help gain distance from the problem to process and reflect on why I feel that way and game plan how to accomplish what I need to."
Stephanie's Feedback for the Answer Above
It sounds like you are intentional about the need for self-care and you know what you need in order to re-charge. Good for you! When you're able to exercise, have dedicated time to yourself, and step away for a bit, what is the result? How does re-charging positively impact your work? I suggest adding one additional sentence to conclude your response, showing a positive impact on your work.
How would you rate Stephanie's Feedback?
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28.
What challenges do you anticipate in this Training and Development Manager role? How will you meet those challenges?
How to Answer
New challenges will always be present when starting a new job. A career move can be challenging and exciting as it allows you to learn new skills and overcome challenges you haven't faced before. Discuss a couple of responsibilities present in this new role that will present a learning curve. Perhaps this new role requires you to learn the details of a new industry, and you know that it will take some time to adjust. Be honest with the interviewer about the challenges you expect to face; however, focus the bulk of your response on what you plan to do to meet these challenges.
Rachelle's Answer
"I have worked with management teams as large as 15, and I understand that your leadership team has 25 members. For that reason, I anticipate that the most significant initial challenge will be learning the unique leadership styles of your entire management team. As with any HR-related position, people-related challenges are the most difficult to navigate because everyone has unique character and personality traits. Leading leaders is difficult, but I will meet the challenge by reminding them that we need support and opportunities to grow no matter who we are. The purpose of my role as a Training and Development Manager is to challenge the development and growth of others and help leaders to optimize their job performance. I will provide the encouragement that they need while presenting them with engaging and meaningful continued learning opportunities."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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 writing documentation, such as the Needs assessment report to be shared with management."
Rachelle's Feedback for the Answer Above
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.
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"Acclimating to the organizational climate and systems you use. However, I am very confident that I have the ability to acclimate quickly as my values align with your organizational vision. Taking the initiative to build relationships with my team and peers early on will help me adjust to the tools and resources I need to succeed. I am very observant, resourceful, and seek to understand so that I can make sound decisions that are aligned with organizational expectations. I am excited to learn new skills and overcome challenges I haven't faced before in a new industry."
Stephanie's Feedback for the Answer Above
From this response, it sounds like you're well aware of the challenges you'll face in this role, and you are realistic about how you'll step up to meet these challenges.
How would you rate Stephanie's Feedback?
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29.
How do you plan to build stable relationships with your new team members?
How to Answer
Making connections with new team members can be challenging. It can be an intimidating task; however, as a Training and Development Manager, your success often hinges on the healthy connections you can create. Talk to the interviewer about how you find common ground with others in the workplace. Show that you have strong leadership skills and that you appreciate the fact that you must make genuine connections to deliver impact.
Rachelle's Answer
"I plan to build stable relationships by being authentic and showing genuine excitement when it comes to getting to know everyone on the team. When meeting a new group, I go slow and earn their trust. I focus on delivering respect to others, and I offer them the chance to get to know me on a deeper level. As an experienced Training and Development Manager, I have met hundreds of professionals throughout my career. Over this time, I've learned to adapt and work harmoniously with all kinds of personalities. I like to get to know everyone and learn as much as I can from them about the job and their expectations. This way, I can do my best to personalize their experience in my training sessions."
3 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"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."
Alexandra's Feedback for the Answer Above
Good answer!
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"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."
Rachelle's Feedback for the Answer Above
By taking responsibility for your role and showcasing your professionalism, you can build great relationships fast. Wonderful approach!
How would you rate Rachelle's Feedback?
Anonymous Interview Answer
"You must make genuine connections to deliver an impact. I am authentic and show a genuine interest in getting to know people. I offer people a chance to get to know me and spend time getting to know them as a person when meeting someone for the first time such as their interests, talents, family, and background. I also take the time to understand their goals, what is currently working for them, and what obstacles they face in feeling successful in their role. This allows me to create a safe space and advocate for them to remove any obstacles I can, develop a plan to help them achieve their goals, and create trust in knowing I'm invested in their success."
Stephanie's Feedback for the Answer Above
You clearly have excellent interpersonal skills, and you do a good job of building meaningful relationships with others in the context of your work. My only suggestion for deepening your response is to consider how you interact with individuals who are challenging to connect with. What do you do if colleagues aren't open to you getting to know them?
How would you rate Stephanie's Feedback?
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30.
Tell me about a time when you had to learn something new. What is your learning style?
How to Answer
As a Training and Development Manager, you like to challenge yourself and others to grow and continue learning. Think back to a time when you learned a helpful new skill. Perhaps you mastered a program that had been previously challenging your technical abilities. Maybe you took an online course to extend your post-secondary credentials. Think about how you adapted to the new material and what learning style you deployed to reach your goal.
Rachelle's Answer
"I learn by researching and collecting information. Then, I practice my new skill through repetitive performance. For instance, I have begun creating training modules in an online learning portal for my current team. I have also taught myself how to do live webinars, which allows me to reach and educate more team members without location-based limitations. To make this happen, I attended virtual classes and learned the programs required to organize and build these online offerings. As a Training and Development Manager, I am thrilled that I get to learn new skills every day. I tackle each opportunity from a 'student' point of view and not as an expert. By approaching life as a learner, I open myself up to new perspectives and opportunities every day."
2 Community Answers
Anonymous interview answers with our interview experts feedback
Anonymous Interview Answer
"I am a constant learner, so I welcome every opportunity to learn something new. I went back to school for my graduate degrees, with my Ph.D. completed in 2018. I worked with organizations in the UK with different work styles and methods than the US, which I had to learn and adjust to. I do online courses in training and program development to learn new ideas and skills."
Alexandra's Feedback for the Answer Above
Great answer. I recommend expanding your experience working with organizations in the UK. How did you go about learning and adjusting to those different work styles and methods?
How would you rate Alexandra's Feedback?
Anonymous Interview Answer
"As a Training and Development Manager, I like to challenge myself and others to grow and continue learning. I am a kinesthetic learner so after researching and learning a topic, I look for opportunities for practical application. For instance, I watched a tutorial on how to create pivot tables in excel. Upon completing the tutorial I found practice exercises I could do to practice those skills and was able to apply that knowledge to the report I distributed that week."
Stephanie's Feedback for the Answer Above
Good work! You use a great specific example here.
How would you rate Stephanie's Feedback?