leadership essay interview questions

By Mike Simpson

UPDATED 8/31/2022

Many candidates assume that only managers have to face off against leadership interview questions. But, in reality, anyone may actually find themselves staring down leadership questions.

Because leadership is a ridiculously valuable soft skill , particularly in a landscape where companies are facing a leadership skills gap . Those who know how to lead often step up during a crisis, and they are willing to guide others, sharing their expertise to help others thrive. It’s a great quality, and hiring managers are chopping at the bit to find it.

That means call candidates need to be ready to put their leadership capabilities on display. Let’s look at how you can make that happen.

What Is Leadership?

Alright, before you dig into the details about leadership interview questions, let’s take a step back and examine what leadership really is. Like many soft skills, the idea of leadership is a bit ambiguous.

To make matters worse, even the Merriam-Webster Dictionary isn’t much help. All it gives is definitions like “capacity to lead.”

Well, luckily, you have us, and we can tell you what it usually means in the eyes of hiring managers.

In the simplest term, leadership is the ability to guide, support, and nurture others. Leaders are adept at finding ways for others to be at their best.

Typically, self-motivation is part of the equation. A leader doesn’t have to be told to step up; they just do it when it’s necessary. It’s automatic.

Other traits can also factor into leadership capabilities. Communication , organization , accountability , critical thinking , and decision-making are essential components, for example. In fact, any supporting skill can showcase whether you have leadership potential.

How to Answer Leadership Interview Questions

Now that you have a better idea of what leadership actually is, it’s time to shift the discussion. Knowing how to answer interview questions about leadership is crucial to your success. Without a sound strategy, you might fumble your answer, and that could keep you from landing a job.

So, how do you develop a great strategy? By following a few tips, that’s how.

First, if a hiring manager wants to find out about your capabilities as a leader, they are probably going to use behavioral interview questions to make that happen. Behavioral interview questions let them figure out how you will likely act on the job. And, since leadership is usually all about what you do, it’s really the best approach.

Answering behavioral interview questions can be a bit tricky. Usually, there isn’t a strict right or wrong answer. Instead, the hiring manager will present you with a scenario. You have to tell them how you would navigate it, either based on your past experience or how you think you’d respond.

If you want to make your answers stand out, then you need to use a two-fold approach. First, embrace the STAR method . This storytelling technique makes crafting compelling answers a breeze. Plus, it keeps your replies focused, reducing the odds that you’ll ramble.

But you don’t want to stop with the STAR method. Instead, use the Tailoring Method to take an engaging response and go up a notch with it. The technique is all about customizing your answer based on the hiring manager’s needs. It enhances relevancy, increasing the odds you’ll speak the hiring manager’s language.

How do you make your answers unquestionably relevant? By doing a little research. Devour the job description to see exactly what the hiring manager is looking for. Then, make sure your answers speak to those priorities.

You can also review the company’s mission and values statements for more helpful clues. Any guiding principle or goal it lists is an organizational priority. By talking about those, you are incorporating the big picture into your responses, and that can be incredibly effective, too.

In fact we we wanted to let you know that we created an amazing free cheat sheet that will give you word-for-word answers for some of the toughest interview questions you are going to face in your upcoming interview. After all, hiring managers will often ask you more generalized interview questions!

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1. Can you tell me about a time when you demonstrated leadership capabilities on the job?

When it comes to quintessential leadership questions, this is definitely one of them. It’s about as open-ended as possible and gives you the ability to discuss any example from your experience. There are no boundaries, so the options are near-endless.

This question allows the hiring manager to learn more about how you’ve put your leadership skills to work. It gives them a better indication of how you may be able to wield those abilities in the future since the question specifically focuses on a past work experience.

EXAMPLE ANSWER:

“While I was working for my last employer, I was given a special project to oversee. Ensuring the project was a success was my responsibility, so I knew I had to step up. Along with coordinating the work of a diverse team, I set up weekly strategy meetings to keep everything on target. I delegated tasks, set the timeline, and followed up regularly to ensure everyone was achieving their goals. Additionally, I coached team members who fell behind, preventing small challenges from derailing the project. Ultimately, we finished on time, and every deliverable met or exceeded expectations.”

2. Which supporting skills do you think are most important when it comes to leadership?

As mentioned above, being a great leader doesn’t just involve one skill. Several have to come together. Otherwise, guiding a team effectively is essentially impossible.

Ideally, you want to tap on at least a few of the critical supporting capabilities. However, when you answer this question, don’t merely rattle off a list. That’s the dullest approach you could use and, while it does answer the question, it isn’t an impressive answer.

Instead, you want to use this as an opportunity to do one thing: share another example. Remember, when you show the hiring manager instead of just telling them, your reply will have a stronger impact.

“In the world of leadership, you can’t ignore the power of active listening and communication skills. Ensuring team members feel heard makes a difference. Along with being a sign of respect, active listening demonstrates that I value their perspective, which is essential. Couple that with clear communication, and you increase the team’s odds of success. In my last job, I took over a project that was failing. When speaking with team members, it was clear that they had long had concerns about the project’s directions, but their worries were ignored. As a result, obstacles they saw on the horizon became genuine hindrances, putting the project behind schedule and harming output quality. When I took over, I spent time diving into their concerns, as well as gathering insights about solutions they believed were worthwhile. It allowed me to show them respect and tap into their expertise. Then, we worked together to set new, clear targets, ensuring all team members were well-informed. In the end, we brought the project back from the brink.”

3. When there is a disagreement on your team, how do you handle it?

If you are trying to secure a management role, conflict resolution is going to be a core part of your job. At some point, a disagreement will happen. If it gets out of hand, you’ll need to diffuse it.

The hiring manager wants to know that you aren’t afraid to manage conflict and that you have the skills to pull it off.

“If I notice signs of conflict on a team, the first step I take is to schedule one-on-one meetings with each person. That allows me to create a safe space and get their perspective on the matter, ensuring everyone feels they can speak freely. Along the way, I ask probing questions to get additional clarity. Once I have a solid understanding, I work to find resolutions, relying on a calm, metered, collaborative approach involving all parties that leads to a suitable compromise. That way, everyone feels valued, respected, and involved, leading to better outcomes.”

4. If a team member is underperforming, what steps do you take to improve their performance?

As a leader in an organization, it’s common to have to address performance issues. This question can either be situational or behavioral, so you can either outline what you’d like you’d do in this situation or discuss an example from your past.

“In my last role as a manager, there was a team member that began falling short of expectations, though they had previously exceeded them in the past. I approached the situation knowing that something must have changed and that it was impacting how they were handling their duties. First, I scheduled a meeting with them to discuss the issue. I used a fact-based approach, outlining both their previous ability to exceed expectations and the various struggles with work quality that had developed. Next, I asked them if anything had occurred that altered their performance. During the discussion, they revealed an issue with a process that involved getting information from a colleague in another department. That colleague was a recent hire, and it turned out the problem correlated with their arrival, and they seemed to be struggling to fulfill this duty. After the meeting, I spoke with the new hire’s manager about the obstacle we’d encountered involving the information my team member needed to handle their tasks. At that time, the manager was unaware of this issue, though they now had an opportunity to address it. We arranged a group meeting with myself, my team member, the new hire, and the new hire’s manager. This allowed us to discuss the importance of this duty, as well as work together to find a resolution that ensured the new hire could handle the task and my team member would be able to manage their responsibilities. Ultimately, it became a breakthrough moment. My team member was able to get the information they required, restoring their performance, and the new hire had a chance to improve in this area, too, leading to greater productivity all around.”

5. Tell me about your approach to delegation.

Delegation is critical for leadership roles, so hiring managers often want to know how candidates approach it. If you have an example from past positions, share it. If not, discuss your overall delegation philosophy and outline how you’d handle it if hired into the role.

“I view delegation as a critical part of the broader success equation. When I have tasks to divvy out, I use a two-fold approach. First, I consider which team members either have the needed skills or could acquire valuable skills by taking on the duty. Next, I examine workloads to determine if other adjustments are necessary to make handling that responsibility manageable. Once I have a preferred team member in mind, I meet with them to discuss the task. Along with outlining what’s required, I discuss expectations. Additionally, I ask if there’s anything in their current workload that would prevent them from meeting those expectations. By using that approach, I can clarify the requirements without accidentally overburdening a team member. Plus, it allows me to address any questions they may have, allowing them to get started on the right foot.”

6. When a member of your team presents you with an idea, how do you respond?

While leading involves a lot of decision-making, remaining open-minded is also essential. Even if you think your approach is a solid one, that doesn’t mean a team member may not have an idea worth pursuing.

Here, the hiring manager wants to know how you act when presented with an idea from someone else. Outline a clear example and discuss why you think your strategy is effective.

“When a team member introduces an idea, I use active listening to ensure I fully understand what they’re presenting. That includes paraphrasing to ensure I grasp what they’re discussing, as well as clarifying questions as necessary. How I proceed from there depends on the nature of the idea. In some cases, it may require further thought or research on my part. If that’s the case, I let the employee know what steps I plan on taking to vet their idea. If the idea isn’t currently a fit, I’ll express appreciation for their contribution and clearly outline why we need to use another direction. If the idea is viable, then we’ll discuss potential implementations and impacts, allowing us to see what may be necessary to make it happen.”

7. When starting with a new team, how do you evaluate the current state of their capabilities?

If you’re about to lead a new team, spending time evaluating the employees’ capabilities is essential. The hiring manager simply wants an overview of your approach, either based on past experience or addressing it as a hypothetical.

“After starting with a new team, my first step to evaluate their capabilities is to explore any past work and performance evaluations that can help me gather insights about their abilities. Additionally, I’d review their current duties and responsibilities to learn more about what they’re taking on currently. Next, I’d schedule one-on-one meetings. Along with asking about their skill levels and discussing their past work, I can gauge their level of enthusiasm regarding various abilities. That helps me determine what they’re capable of handling, as well as what ignites their passion.”

8. Tell me about a time when you declined an opportunity to lead. Why did you choose not to step into the leadership role?

This leadership question can feel a little tricky. However, leaders don’t just need to know when to step forward; they need to understand when stepping back is wise, too. That’s why the hiring manager asks this question. Essentially, they want to see that you can exercise good judgment.

“In my last position, I was asked to oversee a project because I had prior experience leading project teams. However, the project wasn’t aligned with my area of expertise. Additionally, I was currently overseeing two other projects, both of which were long-term and of high value to the organization. I told my manager that I would like to decline the opportunity. I not only explained how it could hinder my performance on the two other projects but also stated that I felt a colleague’s area of expertise was a better match to the new project’s requirements. Additionally, I said that I had great respect for my coworker’s capabilities and, while they hadn’t led a project previously, they were an exceptional team member in past projects we did together, often exuding leadership traits. Ultimately, my manager understood my position and also appreciated my insights into my colleague’s abilities. They later offered the project to my coworker, and I’m happy to say that their project – as well as the two I was overseeing – succeeded.”

9. What do you think is most important in creating a positive culture?

Here’s a question where there are easily multiple right answers. It’s based on your perspective, so you want to discuss the factor that you feel is most critical, as well as why you think it’s essential.

“In my opinion, the most important factor when you want to create a positive culture is recognition. Ideally, gratitude shouldn’t just come from managers but from every level of the department. Everyone likes to feel valued and appreciated for their efforts, so it has a positive impact on morale. Plus, it encourages beneficial behaviors while creating a culture of respect. Together, that creates an enthusiastic environment where positive mindsets are common, leading to better results overall.”

10. How has your leadership style changed over time?

If you’re looking at a higher-level leadership role, there’s a good chance you’ll encounter this question. It lets the hiring manager see how not just whether you’re willing to change when needed but how you’ve grown as you gained experience.

Ideally, you want to touch briefly on your initial leadership style. Then, provide some details about how your approach shifted over time.

“Initially, I relied heavily on set processes and procedures to make decisions regarding overseeing my team. Essentially, I was highly methodical and systematic, which created a sense of consistency. However, over time, I learned that continuing to do what was always done wasn’t universally ideal, as it could mean missing opportunities to improve by adopting new approaches. As a result, I became more open-minded and began gathering insights from my team about what we could potentially change to improve the completion of tasks and the environment. Along the way, I began integrating a lot of other styles. I adopted a servant leadership style to remove roadblocks and provide support, integrated democratic strategies when appropriate to the situation, and got comfortable with transformational leadership approaches. Today, I blend aspects of all of those styles together, which makes more a more effective leader overall.”

25 More Leadership Interview Questions

Here are 25 more leadership interview questions candidates could encounter during their meeting:

Tell me about the hardest decision you’ve ever made as a leader. How did you decide which course of action was best?
What steps do you take to make sure that projects are completed on time, on budget, and to the proper standard?
How would you describe your leadership style? How would your colleagues describe it?
Can you tell me about a time when you faced a leadership challenge? What did you do to overcome it?
Have you ever taken on a leadership role voluntarily? If so, can you tell me about it?
Can you describe a time when you lead by example?
Have you ever served in a coach or mentor role? How were you able to help the other person achieve success?
How do you monitor a team’s performance?
If a team is struggling to stay motivated, what steps would you take to boost engagement?
Which of your past managers was your favorite leader, and why?
Are there any leaders that inspire you?
How do you respond to constructive criticism?
What approach do you use when you need to deliver constructive criticism?
What steps do you take to measure your personal performance at work?
During your first days in the job, are there any changes that you try to implement immediately?
How do you determine who gets access to professional development or training?
If your project became unexpectedly shorthanded, what would you do to ensure it stayed on target?
Which of your past experiences best prepared you for a leadership role?
Have you ever been removed from a position of leadership? If so, what happened and how did you move forward?
How do you think your colleagues would describe your management style? What about the employees you’ve led previously?
If two team members present different – but viable – solutions to a problem, how do you choose the one to pursue?
If you could change one thing about your leadership style, what would it be and why?
Is there any area of leadership where you struggle? How does it impact your performance?
Tell me about a time when you misjudged a team member you oversaw.
Have you ever acted as a mentor? What was that experience like?

Putting It All Together

Ultimately, whether you are applying for a management role or an entry-level job, there’s always a chance you’ll have to answer some leadership interview questions. Luckily, with the tips above, you can do so with confidence. You’re an exceptional candidate and, with the right preparation, you can make sure that the hiring manager knows exactly how much value you bring to the table.

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What Is Your Greatest Weakness?
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Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com.

His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others.

Learn more about The Interview Guys on our About Us page .

About The Author

Mike simpson.

Co-Founder and CEO of TheInterviewGuys.com. Mike is a job interview and career expert and the head writer at TheInterviewGuys.com. His advice and insights have been shared and featured by publications such as Forbes , Entrepreneur , CNBC and more as well as educational institutions such as the University of Michigan , Penn State , Northeastern and others. Learn more about The Interview Guys on our About Us page .

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Comprehensive Interview Guide: 60+ Professions Explored in Detail

How To Answer “What Is Your Leadership Style?” (Interview Question)

By Biron Clark

Published: November 20, 2023

If you’re job searching, the interviewer is likely to ask about your leadership style. I’m going to walk you through exactly how to give an impressive answer to the interview question: “What is your leadership style?” so you can get hired. And I’ll cover a few “traps” and mistakes you want to avoid to get the job offer.

Let’s get started…

How To Answer “What Is Your Leadership Style?” In Job Interviews

If they’re asking you this question in an interview, it means they care about your leadership ability and are likely using it as a factor in deciding who to hire. This doesn’t have to be direct leadership. You don’t need to have managed or supervised people in a past job. And you might even hear this question for a position that isn’t going to require any direct leadership. But maybe in a few years, they plan on promoting you. Maybe they want someone who can lead by example and mentor newer people in a year, etc. For whatever reason… the interviewer wants to know how you lead and more importantly- how comfortable you are doing it (that’s the real reason they’re asking here!) So you need to show them you’re confident when leading and that you’ve done it before!

Let’s get into some do’s and don’ts now, so you can give a great answer.

1. Don’t say you’ve never led anyone

Pick your most impressive leadership experiences as you think back and try to come up with an answer for this. It might be on a sports team, in a class project, or in previous jobs. But whatever you do, don’t answer this interview question by saying, “I’m not really a leader”, or “I’m not sure, I’ve never really led people in the past”. Find SOMETHING, no matter what. (If you want to get hired, that is).

2. Sound like you have a method or system that works for you

There’s no single “right” or “wrong” answer to this interview question… but the hiring manager wants to know you have a system that works for YOU. When they ask, “what’s your leadership style”, they want to hear that you’ve figured out something that consistently works when you’re put in a position to lead. And you need to sound somewhat reasonable and easy to get along with. Sound likable. Don’t make yourself sound like a dictator or somebody who leads by bossing everyone around. It’s ineffective and definitely won’t get you hired.

3. Share specific examples if possible

After you answer the basic question and describe your general style of leadership, I recommend you ask the hiring manager if they want you to go into more detail. You can say, “do you want me to give an example of a time I’ve done this?” They’ll probably say “yes”, and if they do, you can tell them a specific story. (It’s always best to ask though, rather than diving into a super long answer when they might be looking for a quick response. This is a strategy I recommend frequently because it prevents you from annoying the interviewer or giving answers that are too long). If they do want a story, talk about how you used your leadership ability to make a past project a success. What was the final result? Did you help your company make money or save money? Did you win an award in school? etc. Talk about real, measurable results.

Options & Examples for How to Describe Your Leadership Style

Now that you know the 3 steps to answer, “what is your leadership style,” I’m going to give you a few word-for-word examples and phrases you can use to describe your style of leading. These will all make you sound great to an interviewer.

Remember what I mentioned above though – you’re going to need to share stories and examples when they ask this interview question. So don’t lie. Pick something that really fits you!

Common leadership styles:

Lead by example: “I like to lead by example. I lead from the front by taking action, demonstrating what needs to be done, and keeping my team organized to make sure we’re all on the same page and contributing equally.”
Lead by facilitating communication: “Communication is one of my greatest strengths. I lead by facilitating open communication, and trying to bring out the best in every team member”.
Lead by delegating and making others better: “I’m great at delegating and finding the strengths of other team members. I try to give each person a chance to do what they’re best at and create a team effort that delivers a result that’s greater than the sum of its parts”

If you’re having trouble coming up with your leadership style, here’s a trick:

Ask people who know you! Ask your parents, friends, other family, classmates, etc. People you’ve been on sports teams with, on class projects with, or worked with. Ask them how they’d describe your leadership, and try to notice a few themes that multiple people repeat. That’s what you can take and use. If you follow the steps above, you should be able to give a great answer when they ask about your leadership style or leadership experiences in any interview. Be ready to get specific, and don’t give vague responses like “I’m a hard worker, so it’s always a success when I lead a project”. That’s meaningless. That tells them absolutely nothing. They want real details, results, and specific facts. They want to really see if you’ve developed a style that works for you, and they want to see that you can describe it clearly. So practice your answer at home before going into the interview.

“What is Your Leadership Style?” Sample Interview Answers

Before we wrap up, I’m going to leave you with a couple of word-for-word example answers for describing your style of leadership in an interview.

Example Answer #1:

“I would describe my leadership style as direct, and leading by example. I enjoy delegating tasks and taking the lead on projects, but I also like to stay involved and inspire my team by showing that I’m working hands-on to help them, too. For example, in my last job, we had an emergency situation where a client’s website went down. I quickly delegated tasks to my team of 4, but then got on the phone with the client myself to find out more information for my team and give the client temporary steps they could take to make the issue less costly while we came up with a permanent solution. When my team saw me working hard to fix this, it made them realize the importance of the issue and work hard as well.”

Example Answer #2:

“I think my strengths as a leader are effective delegation and communication. So my leadership style takes advantage of those strengths. I always try to delegate tasks to whoever is best-equipped to perform well in the task, and I try to communicate clearly about what needs to be done, and why. This eliminates back-and-forth, mistakes, and the need to re-do tasks. Taking more time to communicate effectively at the beginning of the project, and delegating properly, both end up saving time as a project advances.”

If you follow the advice above and make your answer sound like these examples, you’ll impress the interviewer and quickly move past the interview question!

As a final step, make sure you practice your answer. You want to sound sure of yourself and confident when they ask, “what is your leadership style?” This isn’t a question you want to hesitate on or draw a blank, so use the steps above and practice until you feel ready.

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Very informative article. We can add few more common leadership style –

1. Thinking and Responding Quickly 2. Successful Negotiator 3. Managing Difficult Conversations 4. Debate like a Pro

Thank you for your help

Please send the questions

Incredibly #Helpful

Please provide the common questions during the interview. Thank you.

Comments are closed.

Career Blog

30 Leadership Interview Questions and Example Answers

Aspiring leaders, HR managers, and recruiters alike have long understood the value of leadership interview questions in assessing a candidate’s potential for managerial success. In today’s rapidly evolving business landscape, finding the right leaders for an organization is more critical than ever. By analyzing a candidate’s responses to well-crafted interview questions, interviewers can gain insight into the candidate’s leadership style, experience, and ability to handle challenges.

The goal of this article is to provide a comprehensive guide to 30 common leadership interview questions and example answers. Covering a wide range of topics, from organizational strategy to conflict resolution, this article intends to equip hiring managers with the knowledge and resources necessary to assess a candidate’s leadership potential. In addition, readers will learn strategies for framing their own responses in a way that highlights their unique strengths and leadership styles. Whether you are a hiring manager looking to fill a critical leadership vacancy or a candidate striving to position yourself as a standout leader, this article will provide valuable insights and actionable advice.

Types of Leadership Interview Questions

When it comes to interviewing candidates for leadership positions, the questions asked need to go beyond just their skills and qualifications. It’s important to also gauge their ability to handle real-life situations and scenarios that may come up in their role. This is where behavioral-based questions, situational questions, and performance-driven questions come in.

Behavioral-Based Questions

Behavioral-based questions are designed to elicit information about how a candidate has handled certain situations or challenges in their past experiences. These types of questions provide insights into a candidate’s thought processes, decision-making abilities, and overall demeanor when dealing with certain situations. For example:

“Tell me about a time you had to deal with a difficult team member. How did you handle the situation?”

By asking these types of questions, you can better understand a candidate’s leadership style, communication skills, and overall approach to conflict resolution.

Situational Questions

Situational questions, on the other hand, are hypothetical scenarios that candidates may face in their leadership role. These types of questions allow the interviewer to gather insights into a candidate’s problem-solving abilities, strategic thinking, and leadership potential. For example:

“What would you do if your team wasn’t able to meet a project deadline? How would you handle the situation?”

Asking situational questions helps to assess a candidate’s ability to think on their feet and come up with creative solutions to complex problems.

Performance-Driven Questions

Performance-driven questions are designed to assess a candidate’s ability to meet or exceed specific goals and objectives in their leadership role. These types of questions provide insights into a candidate’s work ethic, drive, and overall ability to lead a team towards success. For example:

“What methods do you use to ensure your team meets its performance targets?”

By asking performance-driven questions, you can assess a candidate’s ability to set and achieve goals, as well as their ability to motivate and inspire their team to do the same.

Using a combination of behavioral-based questions, situational questions, and performance-driven questions provide a well-rounded approach to assessing a candidate’s leadership potential. By asking these types of questions, you can gain valuable insights into a candidate’s past experiences, problem-solving abilities, and overall leadership style.

Behavioral-Based Interview Questions

Behavioral-based interview questions refer to questions that require job applicants to provide specific examples of their past behaviors in certain situations. The purpose is to identify if a candidate has the necessary skills, knowledge, and abilities for the role they are applying for.

Some examples of behavioral-based interview questions are:

Can you describe a time when you had to overcome a difficult challenge at work?
How do you handle conflicts with coworkers or clients?
Have you ever had to adapt quickly to a change in a project? If so, how did you handle it?

Why Use This Type of Interview Question?

Behavioral-based interview questions are effective because they provide insights into how a candidate has acted in the past, which can be a predictor of their future behavior. This type of questioning helps hiring managers determine how candidates may perform in similar situations at their new job. Additionally, because the questions are focused on real experiences, candidates are less able to use pre-planned and rehearsed responses, making it easier for hiring managers to assess a candidate’s actual abilities.

How to Identify Behavioral Traits

To identify behavioral traits, it is essential first to identify the required key behaviors for the job, which should be included in the job description. Then, during the interview, ask probing and specific questions about the candidate’s experiences that demonstrate those key behaviors. Follow-up questions should focus on how the candidate handled certain situations or challenging moments. Pay attention to details, such as the actions or behaviors the candidate demonstrated, their communication style, and their problem-solving skills.

Behavioral-based interview questions are a powerful tool for hiring managers seeking to identify the best candidates for leadership positions. By examining job applicants’ past behavior, hiring managers can make better decisions about their future behavior and job performance.

Situational Interview Questions

Situational interview questions are open-ended questions that ask the candidate to describe how they would handle a hypothetical work-related scenario. These questions typically begin with phrases like “what would you do if…” and are designed to test a candidate’s problem-solving skills, creativity, and ability to think on their feet.

Below are some examples of situational interview questions:

What would you do if a co-worker asked you to cover their shift but you already had plans?
How would you handle a project that was falling behind schedule?
What steps would you take if a customer became angry and demanded a refund?

So why use this type of interview question? Situational interview questions provide insight into how a candidate thinks and reacts in specific situations, which is useful information when evaluating their potential for a leadership position. By asking these types of questions, you can determine if a candidate has the necessary skills and experience to handle the challenges that come with managing a team or project.

Identifying situational scenarios should involve considering the specific requirements of the job and the desired competencies of the candidate. To create effective situational interview questions, start by identifying the key factors that are critical to success in the role. Then, think about hypothetical scenarios that might test those skills and competencies. Finally, craft open-ended questions that give the candidate an opportunity to demonstrate their abilities in those specific situations.

Situational interview questions are an effective way to gauge a candidate’s problem-solving skills, creativity, and flexibility, which are important qualities for any leadership position. By identifying specific situational scenarios and crafting open-ended questions, you can get a more accurate picture of a candidate’s abilities and assess their potential for success in the role.

Performance-Driven Interview Questions

Performance-driven interview questions are designed to evaluate a candidate’s ability to achieve specific goals and assess their potential impact on an organization’s performance. These questions require the candidate to provide concrete examples of their achievements and quantify their impact.

For example, instead of asking, “What motivated you in your previous job?” a performance-driven interview question would be, “Can you give an example of a project you completed that had a measurable impact on your company’s bottom line?”

These types of questions are useful because they provide a more accurate assessment of a candidate’s experience and qualifications, as opposed to surface-level questions that can be easily rehearsed. Additionally, performance-driven interview questions can help identify top performers and candidates who have a strong track record of meeting or exceeding goals.

To identify performance indicators, start by defining the key objectives of the role and the metrics used to measure success. Next, consider the specific skills and qualities required to achieve those objectives. Finally, develop questions that will help assess the candidate’s ability to meet those performance indicators.

Some examples of performance-driven interview questions might include:

Can you describe a time when you had to solve a complex problem? What steps did you take, and what was the outcome?
How have you improved a process or workflow in a previous role, and what impact did it have on efficiency?
Can you give an example of a project you completed under a tight deadline? How did you prioritize tasks and manage your time to meet the deadline successfully?
How have you demonstrated leadership skills in a previous role? Can you describe a time when you had to lead a team through a challenging project or situation?

By asking performance-driven interview questions, employers can gain a better understanding of a candidate’s skills, experience, and potential impact on their organization’s performance.

Sample Leadership Interview Questions

In a leadership interview, recruiters or hiring managers often ask several types of questions that can assess the candidate’s behavior, problem-solving, decision making, communication and management skills. To help you prepare for the interview, here are the top 30 leadership interview questions along with sample answers in three categories: Behavioral-Based, Situational, and Performance-Driven.

10 Behavioral-Based Interview Questions with Sample Answers

Behavioral-based interview questions are focused on an applicant’s past behaviors and experiences that can gauge their leadership competencies. Here are ten sample questions with answers that can help you prepare for your interview:

Tell me about a project that you led from start to finish.
Sample Answer: I spearheaded a project last year to streamline our customer service operations. I conducted a needs assessment, devised an implementation strategy, and provided support to the staff. As a result, we reduced our response time by 50%.
What are your most considerable leadership strengths and weaknesses?
Sample Answer: My biggest strength is my ability to inspire and motivate my team to meet targets. On the other hand, my weakness is that at times, I can be too critical of others’ work.
Describe a time when you had to deal with a challenging employee.
Sample Answer: I once had an employee who was not meeting their targets, affecting the team’s overall performance. I arranged a meeting with the employee to understand the issue better, and we worked together to create a plan to close the gap. The employee improved their performance, and the team rallied to achieve our targets.
How do you handle conflict within a team?
Sample Answer: I take a collaborative approach to conflict resolution. I address the issue head-on, listen to all parties involved, and try to find a mutually beneficial solution.
Describe a time when you had to make a difficult decision.
Sample Answer: In my previous role, the company was faced with a problem with our vendor, and we needed to make quick decisions. I reached out to trusted vendors and sought input from my team. Based on all the information, I made a decision that ultimately turned out to be the best course of action for the company.
Have you ever implemented a process or strategy that significantly improved operations?
Sample Answer: In my previous company, I identified that communication and collaboration among the departments were poor. I implemented a weekly meeting that included all department heads, which helped stimulate dialogue between the teams. Consequently, the company saw an increase in productivity and better work relationships.
Describe how you managed a crisis situation.
Sample Answer: I was managing a retail store when an unexpected shortage occurred. I immediately took steps to investigate and remediate the issue, communicated the problem to the management team, and put in place checks to prevent future occurrences.

Tips for Answering Leadership Interview Questions

As an experienced leader, you know that every situation requires preparation. The same is true for leadership interviews, where preparation plays an essential role in helping you to stand out from other candidates.

Importance of preparation

Before your interview, take time to research the company and the position you’re applying for. Review the job description or the mission statement of the company. Use this information as a guide to tailor your answers to the specific needs of the company.

You should also practice answering common leadership interview questions. Think about examples from your experience that demonstrate your ability to lead, manage, and inspire others. Be ready to discuss your past challenges, successes, and failures.

Body language

Your nonverbal communication also plays a critical role in your interview. Before your interview, practice your body language in front of a mirror. Make sure you appear confident, approachable, and positive.

During your interview, maintain eye contact, and greet the interviewer with a firm handshake. Sit up straight, don’t slouch or fidget, and be aware of your facial expressions. Remember, your body language can speak volumes about your confidence and leadership ability.

Importance of examples

Providing specific examples to illustrate your answers is another crucial aspect of a successful leadership interview. When answering a question, don’t just state your answer; provide specific examples from your experience.

For example, if asked about a time when you had to manage a difficult team member, don’t just say what you did. Instead, provide details about what the situation was, what actions you took (and why), and what the outcome was. Be sure to describe how your leadership style impacted the situation.

Common Mistakes to Avoid When Answering Leadership Interview Questions

When preparing for leadership interviews, it’s important to avoid some common mistakes that could negatively impact your interview performance. Here are three mistakes to avoid:

Overemphasis on individual achievements

While it’s great to highlight impressive accomplishments and successes, it’s important to avoid overemphasizing your individual achievements when answering leadership interview questions. Instead, focus on how you were able to achieve those successes with the help of your team.

Using negative language

When answering leadership interview questions, avoid using negative language, even when discussing a difficult situation. Focus on the positive outcomes of the situation and how you overcame any challenges.

Avoiding the question

Avoiding the question is a common mistake when answering leadership interview questions. It’s important to answer the question directly and succinctly. Using overly long or convoluted answers can make it seem like you’re trying to avoid answering the question. Keep your answers concise and relevant to the question asked.

How to Assess Leadership Skills

Assessing leadership skills can be a challenging task, especially during an interview. However, there are specific core leadership competencies that recruiters and hiring managers should focus on to identify strong leadership qualities.

Core Leadership Competencies

The first core competency is communication. Effective communication is paramount for a leader to articulate their vision, goals, and expectations to their team. Leaders should have excellent verbal and written communication skills and the ability to listen actively to their team’s feedback.

The second core competency is problem-solving. Leaders should have the ability to identify problems and provide solutions quickly. They should possess critical thinking skills and make rational decisions based on available data.

The third core competency is adaptability. In today’s rapidly changing business environment, leaders must be flexible and adaptable. They should embrace changes, learn from failures, and adjust their strategies accordingly.

The fourth core competency is accountability. Leaders should take responsibilities for their actions and decisions, be transparent in their communication, and hold themselves and their team members accountable for achieving results.

Identifying Leadership Qualities

When assessing leadership skills, it is essential to identify specific qualities that great leaders possess, such as empathy, integrity, and the ability to motivate and inspire others. A leader should be approachable, compassionate, and encourage creativity and innovation.

Leaders should also possess good organizational skills, be able to manage time effectively, and prioritize tasks to meet the organization’s goals.

Importance of Experience

While identifying core competencies and qualities is essential, experience is paramount when evaluating leadership skills. Experienced leaders have encountered various challenges over their career, which has given them the ability to handle complex issues with ease. They have a depth of knowledge and expertise that cannot be taught in a classroom.

Therefore, it is crucial to evaluate a candidate’s previous work experience, including the types of leadership roles they have held and their achievements in those roles. This information can help assess if they have the required experience to lead the team effectively.

Assessing leadership skills requires a holistic approach that includes identifying core competencies, leadership qualities, and evaluating a candidate’s experience. By following this approach, recruiters and hiring managers can identify the best candidates for their organization’s leadership positions.

The Key Qualities of Successful Leaders

Leadership is a valuable skill sought after by many, but only a few people possess the necessary qualities to be successful leaders. Successful leaders have personal qualities and characteristics that distinguish them from others. This section focuses on the qualities that define a great leader.

Personal Qualities

Integrity : Leaders must be honest and trustworthy. They should do what they say, keep their promises, and show ethical behavior in all aspects of their work.
Courage : Leaders should face challenges and difficulties with bravery and determination. They must lead by example and make difficult decisions with confidence.
Passion : Successful leaders are passionate about what they do. They inspire their teams to achieve their goals and work towards a common vision.
Humility : Leaders should be humble and have the ability to admit when they are wrong or don’t know the answer. They should value the opinions and input of others.
Empathy : Leaders should have the ability to understand and empathize with others. They should show compassion and support their team members.

Characteristics that Distinguish Successful Leaders

Vision : Great leaders have a clear vision and can articulate their goals effectively. They inspire their teams to work towards the vision and achieve success.
Communication : Leaders should be excellent communicators. They must be able to convey their vision and goals to their team members clearly and concisely.
Adaptability : Leaders should be adaptable and able to handle changing situations. They should be able to adjust to new circumstances and quickly find solutions to problems.
Decisiveness : Leaders must make decisions in a timely and decisive manner. They should be able to prioritize tasks and make quick decisions under pressure.
Delegation : Successful leaders know how to delegate tasks effectively. They trust their team members and distribute tasks according to their skills and abilities.

Personal qualities and characteristics distinguish successful leaders from others. The best leaders are honest, brave, passionate, humble, and empathetic. They must have a clear vision, communicate effectively, be adaptable, decisive, and delegate tasks efficiently. These qualities and characteristics make a great leader and help them to achieve success in their endeavors.

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Leadership Mock Interview

To help you prepare for your job interview, here are 30 interview questions and answer examples focused on your leadership skills.

Leadership was updated by Rachelle Enns on June 11th, 2020. Learn more here.

Question 1 of 30

If you were hired for this position, what are the first changes you would implement?

How to Answer

Answer example.

Community Answers

Most organizations want to avoid onboarding someone who will make sweeping changes immediately. Sudden changes are hard on a team and can often result in knee-jerk reactions such as resignations. Explain to the interviewer that you plan first to observe to gain a better understanding of the organization's culture and team dynamics. Focus your discussion on building a strong rapport with your new team. If you are applying for a promotion within your current organization, you may already know what changes you would like to make upon receiving this position. Share with the interviewer what you have observed while in your current job, the changes you would make, and why you would make those changes.

"If offered this position, I do not believe that major immediate change would be the answer. My initial approach would be to have a 1:1 meeting with everyone on the leadership team. I want to learn what the greatest challenges are and how I can alleviate those difficulties. From there, the trickle effect will be strong, and we will see an increase in sales and employee engagement. Only after that first positive shift would I consider a stronger approach to change."

"I would address any urgent and glaring issues immediately; however, I want to wait for the implementation of significant changes only after I have a thorough understanding of your organizational dynamics."

"I would prefer to observe the everyday activity within your organization before making significant changes. I plan to make an impact quickly; however, I don't want to jump the gun and make costly mistakes."

"Being the newest person in the organization, I would be wary of making any big changes off the bat. That said, I'd look at what has happened in the previous years' calendar for marketing initiatives and how they impacted sales. I would sit down with the team to understand the goals for the next 3, 6, 9, and 12 months so that I can make my best recommendations on how to be impactful in the coming year."

"I like to train in current processes before making changes. I know that my first question would be to ask what is not working. If I can see a quick fix to try, I will go after it, but I would likely still need to learn more about the business' operations and current struggles before making any changes."

"It's important for me to first understand the company culture, dynamics, values, and individual players, not to mention the short and long-term goals of the organization before making changes. I would wait for my onboarding process to be complete, then shadow the key players on my team and within the organization, to understand how the pieces fit together. I think it's essential not only to observe but also to listen to the team that predates me. I want to hear what they think is or is not working. Only after active listening and learning, watching, and evaluating would I begin to effect change."

"I would take a week or two to observe my class before making any changes. I am wary of shuffling kids around too much as most tend to be creatures of habit that resist change. My changes might be in the form of introducing more multi-media and hands-on opportunities or perhaps swapping the seating arrangement."

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30 Leadership Interview Questions & Answers

Below is a list of our Leadership interview questions. Click on any interview question to view our answer advice and answer examples. You may view 10 answer examples before our paywall loads. Afterwards, you'll be asked to upgrade to view the rest of our answers.

1. If you were hired for this position, what are the first changes you would implement?

Written by Rachelle Enns on June 11th, 2020

Anonymous Interview Answers with Professional Feedback

2. do you see yourself a leader when have you led a team.

Perhaps you have led a club at work, been a coach for a youth sports team, or were on the advisory board for a non-profit organization. You should always be prepared to show the interviewer that you have a natural ability to lead others. Whether you have led a group of 500 or a team of 2, you must display to the interviewer that you are capable of handling the responsibility that comes with being a leader and mentor. Talk about your desire to be a leader. Share with the interviewer that you strive to be a role model for others. Explain that you jump at the opportunity to lead groups, encourage your counterparts, and be the face of the organization when challenges arise.

"In my current position, I am the President of the Social Committee. I love that I have the opportunity to encourage employee engagement while being a positive influence on the workplace culture. I am a natural leader because I start with leading by example, no matter my position. As a leader, I make myself available to others who need mentorship, a bit of assistance in adjusting to their role, or just a listening ear when they've had a tough day. I am confident in my leadership abilities and look forward to joining your team in a leadership role."

"Although I have never officially led in the workplace, I do take on a volunteer coordinator role on the weekends with the local animal shelter. I have many qualities that will make me a good leader. I am a keen listener, and I understand how to look at the big picture without losing momentum while performing small tasks."

"I do see myself as a leader. I currently oversee 50 employees in my company's 2nd shift production line. I host team meetings, disseminate information, monitor performance, approve scheduling and timesheets, and more. I enjoy being responsible for the activities of others while also encouraging them to take accountability for their performance."

"I would certainly consider myself a leader, though I'm not currently in a management role. In my previous career, I managed a small sales team. Now, in marketing, I collaborate with and encourage my team without being in an official management position. In my next leadership role, I will lead my team by showing respect, setting high but reasonable expectations, and fostering a collaborative environment where all ideas are encouraged. The beauty of being a true leader is that I don't need to be in an official position of management to exude leadership qualities."

"I have always been a confident leader, and I thoroughly enjoy being a team leader. I have been the Assistant Manager with my company for two years now and love to lead by example and train new employees. I lead a team of eight and usually train a new employee once per month."

"I see myself as a leader. Not only have I managed a junior sales team in two prior roles, but I also believe that leadership does not always equate to management. I am sure to lead at all times by providing the best model of enthusiasm and work ethic. I am open to new ideas and love to tackle a new project which, to me, embodies leadership."

"I do see myself as a leader. I lead in the classroom, I help coach extra-curricular athletics, and I encourage my fellow educators. Leadership, to me, is a mindset versus an official title."

Written by Rachelle Enns

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3. Tell me about your leadership qualities.

The interviewer would like to know what you consider to be your best leadership qualities and how these qualities apply to them and their needs as a company. When describing your leadership qualities, avoid general terms or cliche statements, and give a unique answer. A great leader is someone who people naturally want to follow. They have exceptional interpersonal skills and the ability to build relationships with nearly any personality type. A respected leader will take ownership of their mistakes and will always lead their team by example. True leaders see the importance of motivating others and recognizing even the smallest achievements. To get you started, with which of these qualities do you most identify? - Confident - Optimistic - Encouraging - Accountable - Engaged - Passionate - Integrous - Loyal - Charismatic When describing your leadership qualities, be sure to tie your response to the characteristics and approach the company is seeking. You can uncover this information by carefully reading the company's job posting, website careers page, or social media posts related to its teamwork approach.

"My leadership qualities have grown over the years, and continue to shift as I find new resources. Lately, I have been learning a lot from Robin Sharma, the author of 'The Monk Who Sold His Ferrari' book series. Robin takes an approach that balances mindfulness with stress management, which then equates to a balanced leadership approach. I know your organization is seeking mindful leaders who encourage, teach, and lead from a place of understanding, which was why I chose to apply for this leadership opportunity."

"I possess leadership qualities such as diligence, tenacity, and two-way communication. I am diligent in the sense that I follow company policy and lead by example. When it comes to tenacity in leadership, I am a consistent source of help and information to my other team members. I communicate like a leader because I make myself available to teach and also to learn. From my research, I understand that these are core characteristics of your existing leadership team, which makes me believe that my leadership qualities will be a natural fit."

"I have taken many workshops and courses to improve my leadership skills over the years. My leadership qualities are best summed as dedicated, attentive, and motivating. I like to recognize my employees' small wins because that motivates them to continue achieving."

"I believe I lead effectively by showing others respect regardless of their position or title, creating an open environment in which everyone knows that ideas are welcome, and setting achievable but high expectations for myself and the teams that I work on."

"My strongest leadership qualities are empathy, drive, and a passion for mentorship. Before approaching any personnel situation, I put myself in their shoes and figure out how I should approach the person to create the most constructive conversation. My drive and enthusiasm in the workplace are contagious. This drive ensures that, whether I am in a formal leadership role or not, I am still a positive influence on my coworkers. As a mentorship-minded leader, I naturally seek out the best in people, then help them to increase their performance based on their strengths."

"AI am enthusiastic, adaptable, and thirsty for knowledge. As an enthusiastic leader, I want to nurture others to their fullest potential. I display adaptability by taking a positive approach in the face of change, even if my team doesn't always embrace that change at first. I love to be an example to follow and to guide others to boost their careers, which is why I spend a lot of time listening to leadership-focused podcasts and reading books on leadership. I like to take this knowledge and pass it along to my team and peers. Do you feel that my leadership qualities would be a good match for your organizations' culture?"

"I lead my students by being passionate and charismatic towards new learning concepts. I encourage exploration and let them know that it's okay to make a mistake while learning new concepts."

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4. When do you best demonstrate yourself as a leader?

The interviewer wants to know that you are confident about your leadership abilities and that you understand when your leadership skills have been most useful. Perhaps you best demonstrate yourself as a leader when your manager is away. Maybe you often jump into a leadership mindset when a co-worker is struggling. Think about a recent time when an employee on your team was victorious at something because of your leadership skills. Discuss the scenario and how your leadership skills made the difference.

"I best demonstrate myself as a leader when I know that a coworker could use my assistance. I seem to be a natural teacher and mentor, which means that when someone is struggling, my first instinct is to train them. Just recently, I coached a new employee on a sales technique that helped her to achieve her quota for the first time. I look forward to working in this role as I believe it will allow me to take on further leadership opportunities."

"I act like a leader every day, and with everyone that I come across. During my time off or during the workday, I always exude my leadership attributes, which include helpfulness, cheerfulness, and a spirit of giving back."

"Leadership in micro-moments is one of my favorite concepts. That is, taking a new hire out to coffee, even if it's not my job. To me, that is a display of leadership. It is important to make someone feel welcome by teaching them the ropes."

"I rise to the occasion whenever it presents itself, whether that's stepping into a leadership role in a collaborative cross-department project, when my boss is away, or when a new hire is wide-eyed and without direction. Whenever the group lacks a leadership presence, I step in and help the team."

"In my current position, every time my manager is away, I take on the role of leader for our team. This situation usually happens one day per week. When you call him for a reference, he will be able to tell you that I have naturally stepped into the responsibilities associated with being a leader."

"I show my leadership by walking in the door every morning with confidence. I am sure to let my supervisors know that I am ambitious and driven for growth. I also encourage my coworkers to grow professionally by sharing new career-building resources with them that I believe would be helpful."

"I best demonstrate myself as a leader when a student needs direction. This direction could be about their grades or how they relate to their peers. Growing up is tough, and I have a lot of empathy for my students and their journey."

5. Tell me about a time when you took charge of a meeting. Was the outcome a positive one?

The interviewer would like to know that you have the confidence to lead a meeting. Think about a time when you have conducted a successful meeting - big or small. This example could be a phone meeting, a lunch and learn, or an extensive client presentation. Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

"(Situation) My employer asked me to lead a 'lunch and learn' meeting to train 15 employees on our new client management software. (Task) I was already a subject matter expert on the software, so it wasn't difficult for me to plan the lesson. The challenge was making the content entertaining enough to keep the employees engaged. (Action) I created a PowerPoint presentation that included pop quiz questions throughout the performance. (Result) The presentation was a success, and my employer asked me to lead a follow up meeting a few weeks later."

"(Situation) Just last week, my boss had a personal emergency and could not make it in time for our monthly staff meeting. (Task) Everyone gathered, and so he called to ask me to take control of the meeting. (Action) I feel that I did a great job relaying the information in a way that was visual and easy to absorb. (Result) My boss was thankful for the way that I was able to step in."

"(Situation) In my previous role, the company required department-specific meetings before the start of each day. (Task) As the Manager of the IT team, I met with the direct reports in my department every day. (Action) The meetings focused on the days' activities and weekly metrics that would make or break project timelines. I utilized the time in these meetings very effectively. (Result) As a result, my team was always on track with project expectations."

"(Situation) When freelancing, I was on a call collaborating with my clients' marketing director and freelance graphic designer. (Task) It seemed as though each person was going to defer accountability to the other person since there wasn't a leader. Their marketing director should have been it, but she was never a person to take control of a meeting. (Action) So, rather than go around in circles some more, I stepped up to take charge of the meeting. (Result) I am certain that the meeting was a success as the outcome was clear directives for all members of the team. That particular project had the highest ROI to date for my client."

"(Situation) I host a brief team huddle every day and co-host slightly larger meetings every month and quarter. (Task) There are times when, as the Sales Floor Manager, I am reporting that we missed a goal or have mandatory overtime. Those meetings are not quite as happy and upbeat. (Action) To ensure that the right point is made, but that the situation still ends on a productive note, I will also discuss what we are doing right. I also ask the team to contribute their thoughts and ideas to help us to improve. (Result) By deploying this approach to meetings, most of them have a positive outcome."

"(Situation) In my last role, I identified the need for ongoing learning and training. (Task) As the Sales Manager, I thought it would be a good idea if I held a 'lunch and learn' meeting focused on building a stronger sales pipeline. (Action) I created a visual presentation in PowerPoint and added stats and quotes from industry experts. (Results) We saw a 25% increase in sales activity the following week. I plan to do another presentation in the next couple of months."

"(Situation) Students, parents, and teachers must be all on the same page when it comes to a students' learning plan. (Task) As a teacher, I take charge of parent-teacher meetings regularly. (Action) In these meetings, I am specific, I provide feedback based on grades and facts, and give measurable goals for improvement. (Result) As a result, the parents of my students are more engaged in their child's' learning plan, and my students perform better."

6. Tell me about a time when you effectively delegated tasks.

The interviewer would like to know that you are capable of confidently delegating tasks to your employees or coworkers. A great leader is someone who can efficiently manage their time by ensuring the equitable division of tasks while utilizing the strengths of others. Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer. Display to the interviewer that you nurture the skills of your team by delegating tasks that complement individual strengths and skillsets.

"(Situation) In my current position, I was asked to put together a team for a special client project. (Task) I was allowed to handpick the team members and organize the project timeline. (Action) I chose my strongest employees in a variety of areas. In our initial meeting, I delegated the tasks while explaining my reasoning. This opportunity was great for me to show each team member that I had the utmost confidence in their abilities. (Result) Everyone played to their strengths, and it worked out well. We delivered this special project to our client on time and under budget."

"(Situation) I recently trained a new Executive Assistant to the VP. (Task) Since I am the EA to the President, the leadership group felt that I was the best person to train the new EA correctly. (Action) She had a little bit of experience; however, she did require in-depth training on our systems, programs, and more. In total, I spent around 80 hours training her on a variety of systems. (Result) I now oversee her work and delegate to-dos. It's been a smooth onboarding so far!"

"(Situation) My current company employes hundreds of people, and it can become a challenge for the managers to track the individual performance of each person. (Task) As the Warehouse Manager who leads 150 warehouse staff, I found it challenging to maintain a keen and constant eye on every person on shift. (Action) For this reason, I introduced the idea of team leads. I have five team leads in total, and they are responsible for helping with productivity and safety. If any conflict arises, they report the situation to me immediately. (Result) Since I introduced this structural change six months ago, the workload is spread more evenly on the floor, and we have had approximately 5% lower turnover."

"(Situation) This year, we did an overhaul of our company website. (Task) I was responsible for coordinating and communicating across the design team, the IT team, and the developers. (Action) First, I assigned the copywriting, editing, design, and graphics. Then, I built another team to test and review functionality and responsiveness. (Result) The outcome was a sleek, functional website that has been very successful in boosting customer conversions and increasing click-through rates to our appointment booking page."

"(Situation) When I joined my current company, the customer service team had minimal drive and direction. (Task) As the new Customer Service Lead, the expectation was that I met with my team every month to outline the store targets and corporate's expectations. (Action) The first thing that I did was set a standing meeting time on the first and fourteenth day of each month at 9:00 AM. I talked to all team members about our plan for the month and how we would delegate the work. (Result) It's been a great strategy for the team since everyone begins the month with laid out expectations, targets, and plans for execution. We meet mid-month again to ensure we are on track with our goals."

"(Situation) In my previous role, I had three reports working on sourcing inventory for my accounts. (Task) Each day, I was expected to hold a huddle to delegate the individual work orders. (Action) In these huddles, we would discuss the current workload, urgency of each order, and I would approach why each one of them had been assigned to a particular account or order. (Result) My team appreciated this form of delegation, and I found that everyone was highly accountable for their work, often delivering ahead of time and exceeding expectations."

"(Situation) Students need a lot of direction and delegation. (Task) As an experienced teacher, I know how important this delegation is. (Action) Every day, I delegate tasks, homework, and assignments with clear expectations. I am a kind teacher but do command their attention when needed, to ensure they deliver their work on time. (Result) My group of students has learned a lot about accountability and time-management."

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7. When have you had to lead by example?

The interviewer wants to know that you place importance on leading by example. As a leader, your actions, decisions, and demeanor are always under some form of scrutiny. Behavioral-based interview questions that begin with 'When have you...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer. Highlight that you have genuine care when it comes to setting a good example in the workplace.

"(Situation) Last year our company merged with a competitor, and there was the talk of pending layoffs. (Task) As the Sales Leader, my team keeps a close eye on my actions. (Action) I know that I must lead by example every moment of every day! Rather than show my stress, I encouraged my team to try harder than ever. I suggested that we show our corporate office exactly what we can do! (Result) We ended up being the number one sales team in our region, which resulted in zero layoffs for our team."

"(Situation) In my current role, we have a great deal of foot traffic come through the office. (Task) I manage the front desk, which means that I am often the customers' first impression of the company. (Action) I always choose to have a smile on my face, make eye contact, and show my excitement for the company for which I work. There are constant eyes on me, and I need to lead with positivity. (Result) At least once per week, I receive comments regarding how impressed a customer was with my overall presence and attitude."

"(Situation) While working for Company ABC, they announced they were closing their doors. (Task) I was the Plant Manager at the time, and all eyes were on me. (Action) I chose never to display frustration, and I kept my poise. (Result) As a result, I was able to retain 89% of my staff during the transition. I feel that my positive attitude helped others to feel hopeful."

"(Situation) In my current job, we have a lot of junior marketers on staff. (Task) As a more seasoned professional, I know these junior team members are impressionable. (Action) I demonstrate leadership by always acting as though someone is watching. I behave how I want my team to behave, and I openly praise behavior that I want to see more of. In my current job, I do a lot of leading-in-the-moment by taking the opportunity to showcase the proper approach in real-time, rather than wait for a formal meeting or performance review. (Result) My philosophy has resulted in the rapid professional growth of these junior marketers."

"(Situation) I often lead by example, especially when it comes to mandatory overtime. (Task) I work in an order-driven environment, and sometimes we have to work late to get the job done. (Action) Just last week, we were asked to put in overtime with just 5 hours notice. I did not let my peers see me get upset at the last-minute announcement. (Result) As a result, we remained productive, and the mood remained quite positive."

"(Situation) My current company puts a lot of emphasis on accountability. (Task) For that reason, I purposefully lead by example, in everything that I do. (Action) For instance, I strive to be early, I arrive dressed for the part, and I prepare for the next day before I leave the office. In meetings, I am attentive and ready to participate. (Result) As a result of my dedication and knack for leadership, I have received a few raises and title promotions over the years."

"(Situation) My students often come to class with their cell phones. They are scrolling through social media, answering texts, or allowing their phones to be a distraction on their desk. (Task) As their teacher and consistent influence, I attempt to lead through my actions. (Action) I put my phone away and have a notebook and pen out instead. This way, it's clear that I'm on task. If I were on my phone, my students would not know if my actions were 100% work-related. (Result) I believe that this example teaches my students to remain engaged and respectful of those around them."

8. Tell me about a time when you took charge of a situation but the outcome was disappointing.

Interviewers understand that leaders will have failed efforts now and then. What they want to know is that you can recognize those failures, learn from them, and enthusiastically move on. Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer. Think about a time when your leadership plan didn't go as desired. Be sure to tell the interviewer what you learned from the scenario, as well as what you would do the next time.

"(Situation) When I first joined my current company, the mandate was to focus on the professional growth of the team. (Task) I had big plans to overhaul the existing sales team and send them on a business development workshop weekend. (Action) Once I announced this plan, I lost of the employees ended up quitting because they didn't understand what this growth opportunity would have allowed them. Looking back, what I should have done was build a stronger rapport with my new team before sending them to a weekend workshop. They felt it was a punishment of some sort, which wasn't the case at all. (Result) I learned my lesson, hired some stellar sales staff, and forged ahead! My new team ended up gaining strong momentum and finished the year 124% above budget."

"(Situation) This year our HR Manager was on maternity leave, and someone needed to take control of the company's most recent hiring fair. (Task) As the HR Assistant, I was next in line to take over the event. (Action) I worked hard to plan and leverage the few connections that I had. I attempted to build excitement through social media posts and our company e-newsletter. (Result) In the end, the hiring fair was not as successful as previous hiring fairs and, despite my best efforts, I didn't see the results that I was hoping. I will continue to learn the recruiting field and won't give up despite this disappointment."

"(Situation) Last month, we had a last-minute order come through from a customer, but our production scheduling manager was out sick. (Task) Although out of my wheelhouse, I was next in line to answer the clients' needs. (Action) I tried to get the order in place for our client quickly, even putting in overtime and making urgent calls to other departments. (Result) Despite my best efforts, I missed the deadline. The client was upset with us, so I took the brunt of her disappointment and promised her that the company would work hard to make it right. I am currently collaborating on a fix with the production scheduling manner; however, I am confident that we will find a way to re-establish the clients' trust."

"(Situation) A few months ago, my agency needed to change to a more reliable email marketing service provider. (Task) As the Digital Marketing Director, I was the right person to take charge of the project. (Action) I oversaw the migration of our email marketing provider to a new, much better one with more robust features and analytics. (Result) However, in the process, we lost one of our primary email lists in the migration. Luckily, the list was recovered by our IT team after about three weeks. This situation was a substantial disappointment initially, but it taught me to always back everything up and move extra carefully, even on a tight deadline."

"(Situation) The store where I work is known for its beautiful seasonal window displays. (Task) As the newest merchandiser, I was eager to learn and asked to take charge of the spring window display. (Action) I completely underestimated how challenging the job was and, despite my research and the tools offered to me, it was a flop. (Result) My boss was nice about the situation, and we worked together to make the display better. I was happy that I tried, and I learned a lot about visual merchandising along the way. I continue to learn more every day!"

"(Situation) Last year, I introduced the idea of 'lunch and learns' to boost team morale. (Task) As the Sales Manager, I noticed that the teams' energy had dwindled, and I wanted to encourage them. (Action) I put together a series of learning sessions, and they were well-received for the first few weeks. (Result) However, attendance in these sessions flopped after about six months. The team morale was so low that it became apparent that everyone needed to use their lunch breaks to disconnect from work so they could be more impactful overall. Looking back, I would have scheduled these meetings once every month rather than once each week to avoid this type of burnout."

"(Situation) Every spring, our high school seniors have a 3-day camping trip. (Task) This year, I took charge of planning the event. (Action) Despite speaking with other teachers who had led this event in the past, I truly underestimated the scope of work and planning. Quickly falling behind, I recognized that I bit off more than I could chew and ended up recruiting another teacher to help me plan the trip. (Result) In the end, the trip was a success, and I'm glad that I decided to ask for help when I did."

9. Have you had the opportunity to teach an important skill to a co-worker?

Interviewers want to hear that you have experience teaching or mentoring others, regardless of your formal leadership experience. You may have taught a new hire all of your department's standard processes. Perhaps you taught a long-standing employee how to use Excel. You may have mentored an employee who was struggling to hit their monthly goals. All of these scenarios are great examples to draw on. Better yet, if you have personally seen someone struggling with workplace skills or knowledge, approached them, and offered to mentor them, it is a shining example of leadership! Whatever your story example may be, tell the interviewer what you helped the person with, while highlighting the positive outcome of the improvement of their skills.

"Last week our company introduced a new module in our SAP system. I could see that our contracted HR Assistant was having some trouble with the new module. I was familiar with it already, so I offered to help him learn the module. We spent his lunch hour for the next three days working on it. He perfected the module, and our company was so impressed with his dedication to learning that they are now trying to find room to hire him on a full time, permanent basis."

"Recently, I trained our new Accounts Payable Clerk on the Salesforce CRM as well as our accounting software. She caught on quickly, and I made sure to let her know that I was available for questions anytime. I enjoy sharing my knowledge when I can."

"I have taught many individuals new skills, as it's always been a part of my leadership role to mentor and train new and existing employees. For instance, over the last 30 days, I have taken ownership of a group of 10 recently hired inside sales representatives. I have taught them our company's telephone sales scripts and how to overcome some of the toughest objections in our industry. I find it very rewarding to teach new skills to others."

"I'm proud to say that, even without any official management capacity, I often seize the opportunity to teach others at work. I helped contribute to the sales team's knowledge base, even from a marketing role. I try to take new hires under my wing to teach them anything from SEO to segmenting email lists. It's fun to share my knowledge and teach others, especially since I am always seeking out learning opportunities for myself. It's nice to have the opportunity to pus my knowledge forward."

"I was a corporate trainer before being promoted to National Retail Manager, so I had the opportunity to train quite a few employees on policies, procedures, and processes. I developed some great teaching methods that included quizzes and hands-on learning opportunities."

"Absolutely! In each of my two previous roles, I led a small team of sales reps. I worked with these team members on everything from appointment setting and overcoming objections to price negotiations. In my current role, I continually look for an opportunity to connect with new team members to ensure that I can be a helpful resource to them."

"We had a new teacher come on board this year, whom I took under my wing. I taught her about the school's history, the workplace culture among the faculty, and I introduced her to the community, including the highly involved parents and the President of the PTA. It felt great to help her settle in."

10. Have you ever had to give an employee a poor performance review? How did you feel about that responsibility?

The interviewer wants to know how you react to uncomfortable tasks and awkward conversations. No matter how seasoned a leader you are, it is never fun to deliver a poor performance review. Showcase the fact that you are confident in your professionalism and communication skills, that you are capable of challenging conversations, and that you can give helpful feedback while providing valuable mentorship to your team. You could mention how you ensured that you did not humiliate the individual but that you discretely pulled them aside to have the conversation. Finally, be sure to mention that the person continued to have a healthy relationship with you following the discussion. This fact will highlight that you handled the situation professionally. If you do not have experience with performance reviews, it is okay! Tell the interviewer that you have never been in a role where you needed to give a formal performance review, but you look forward to learning the process. Add an example of a time when you provided someone with constructive feedback instead. This example can be in the workplace, school, or maybe even on a sports team.

"A large part of my role is to give monthly performance reviews to my team of 13 employees. When I need to deliver a poor review, the employee is already aware that I will be looking for improvement in their performance. This awareness is because I stay in close contact with all of my employees on their monthly progress. The last poor performance review I delivered was a 30-minute review that I booked with the individual ahead of time. Their productivity had been slipping for about four weeks, and it was time to make a new plan of action. I was sure to make the meeting private. I gave tangible feedback using specific examples. Then, we created a measurable plan together. This team member was appreciative of the time that I took to nurture the situation rather than reprimand them."

"To be completely transparent, giving critical reviews is not my favorite task; however, if I am prepared for the conversation ahead of time, I can complete a well-balanced performance review. I have trained a few temp administrators in my current role, as we utilize a temp agency during our peak seasons. Just last month, I was asked to provide performance feedback to a new temp associate. I gave some critical points, with examples, and then offered suggestions and action steps for improvement. The temp associate was appreciative that I put in the added effort to help them do a better job."

"Recently, during my exit interview, I gave my company a performance review, which was an interesting twist from my typical performance reviews that I deliver as a manager. I sat down in private with the CEO before I left and gave him valuable feedback regarding some of the company's processes. It was a slightly uncomfortable conversation; however, he thanked me for my honesty in the end. I provided helpful information and thoughts that the company can build on for future growth and improvements."

"I have delivered a handful of performance reviews in my current role as Marketing Manager. When I give an unsavory review, I act as a mentor and ask the employee to work with me on a performance plan. I never want anyone to feel like they are on the verge of being fired because that never improves an employee's performance. I took this approach a few weeks ago when I noticed one of our junior marketers' productivity dwindle. We discussed the approach, the tools I could provide to support her better, and we also set a timeline for change. I wanted her to feel like she was part of an important collaboration to boost engagement."

"In my previous role, performance reviews were handled by my manager. However, I did help my manager file write-ups related to performance issues. I believe that performed correctly, a performance review with a poorly performing team member, is a great service since it's an investment of time aimed to help them improve. I am open to learning how to deliver a proper performance review."

"I am comfortable giving feedback to others when needed. I know to be specific, approach the situation with empathy, and ensure that all poor performance-related conversations happen in private. A couple of months ago, when I was giving an employee review, I started by asking the person to assess their performance. The person pointed out their shortcomings, which aligned with the notes that I had prepared. From the point of agreeance, we had a positive brainstorming session and came up with a plan for improvement. This particular team member thanked me for coaching rather than reprimanding them."

"I give student reviews all the time, even aside from report card time. I am comfortable giving constructive feedback in any situation; however, I have never critiqued a fellow teacher. In one of my more recent parent-teacher interviews, I needed to let the parents of my student know that his attentiveness in class was slipping. In the conversation, I focused on his performance, rather than his personality. This way, the situation did not become personal in any way. Together, we worked on a plan to help this student become more engaged in class. In the end, the student responded very well, and his parents were happy that I came to them with my concerns."

11. What do you find to be the most difficult aspect of leading your current team?

The interviewer is trying to learn more about the challenges you currently face as a leader. If hired, this information will help the company to know where you could use additional training, encouragement, or education. Every leader has an aspect of people management that is challenging for them. One common challenge for leaders is the need to terminate an employee. Another problem could be continually motivating unengaged employees. A big challenge could also be sourcing and utilizing the best hiring resources to shave down your time spent on reading resumes. Other common problems include managing underperformers, handling conflict between coworkers, increasing employee retention, and delegating tasks. Share your most challenging aspect of leadership but also highlight the steps that you take to alleviate or overcome that challenge.

"One challenge that I face as a leader is to avoid frustration when employees show continued disinterest in our company's education opportunities. My current company has an amazing program available for continued education, yet only about 22% of our employees take advantage. To alleviate this frustration, I am starting a company-wide recognition program for all employees who explore this option with our company."

"Currently, I lead the temporary administrative assistants that we hire, from time to time, during peak seasons. It is a challenge to lead temp associates because it means re-training a new person every time the temp agency provides us with a new temp. Last week I had a meeting with our recruitment partner and asked them to send repeat temps as often as possible. I believe this request will be a happy workaround in the future."

"My current team works across different states, and 90% of them operate virtually from a home office. As a Regional Manager, I must understand the challenges that my team faces when working from home so that I can prevent turnover and also build a teamwork mentality regardless of distance or location. I recently introduced a Friday virtual happy hour, which has received an exceptional response!"

"My current company is growing at a rapid rate. At this time, keeping a pipeline full of talented candidates has been very challenging. To meet this challenge, I recently decided to try Zip Recruiter, which has made finding and interviewing candidates much easier so far."

"The most challenging aspect of being a leader, from my experience, is managing a large variety of personalities. It takes some time to get to know everyone, and in retail, there is also the challenge of high employee turnover. To meet this challenge, I have made it a point to make a personal connection with all new hires in the first three days of their employment. Not all personalities are my favorite; however, when I get to know the person on a different level, I can always find something about them to appreciate. This connection and appreciation will also increase the likelihood of enjoying their job and staying."

"The largest challenge I've faced as a leader is working with an unmotivated employee who cannot seem to be motivated by the normal channels. Typically, this lack of motivation stems from our HR Manager, hiring a poor fit for the role. For that reason, I have shifted my focus to coaching up or coaching out much quicker than I had in the past. I have also asked the HR Manager for more thorough collaboration before he extends any job offers."

"In my current classroom, I have a bit of a power struggle between a few of the students. It is a challenge to navigate personalities and peer groups while still encouraging inclusivity. I have tried a variety of seating arrangements as well as group meetings involving the Principal. The next step will be parent involvement, which I am hoping to avoid."

12. Tell me about a time when you tried to encourage a fellow team member. Was the encouragement well received?

The interviewer would like to know that you can successfully motivate others without it coming across as condescending. For this question, use a scenario when your encouragement was well received and resulted in a positive change or outcome. Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

"(Situation) Our business development lead was stressing out last month because she was only 88% to quota with just three days left in the month. (Task) As the BD Manager, I knew that I had some knowledge that I could pass along to her. (Action) I sat with her for a few hours, and we brainstormed some lucrative ideas to implement for quick results. (Result) She ended up closing the month at 104% and had an amazing ramp up to the next month. I believe that encouragement can come in many forms. In this instance, she just needed some fresh ideas."

"(Situation) At Company ABC, I noticed a team member struggling with some computer-based tasks. She struggled with answering emails, understanding meeting requests, and monitoring her calendar. (Task) As the head Administrator, I knew that I was the best person to help her. (Action) After seeing that she was getting frustrated quickly, I verbally encouraged her to stick with it. I also offered her some step-by-step instructions on how to make the tasks easier to perform. (Result) She appreciated the encouragement, and her productivity and understanding improved substantially."

"(Situation) When I first joined my current company, the employees had minimal direction. (Task) As the newly appointed Manager, I saw an opportunity to implement regular performance meetings and regular reviews. (Action) I quickly implemented monthly one-on-one meetings with each team member. These meetings are to discuss what the team is doing right and how they feel about their growth and performance. (Result) Morale has increased significantly as the team members feel encouraged. Everyone is more reliable, productivity is up by 45%, and retention has improved significantly."

"(Situation) At Company ABC, we added a junior marketer on the team who was a bit of an introvert. This marketer had great ideas but was tentative about bringing them up in meetings. (Task) This junior marketer was working on a project that I was heading up, so I saw it as an opportunity to be a mentor. (Action) We spent some time together, running over her ideas and building up her confidence when it came to speaking up. (Result) I believe she learned an important career lesson on self-advocacy."

"(Situation) In my current role, we hired a retail sales member who wasn't reaching his targets at first. (Task) I am a strong sales associate, so I felt a desire to take him under my wing. (Action) I encouraged his efforts, gave him some sales closing tips, and provided guidance to get the ball rolling. (Result) After three months, this associate was surpassing his sales targets. He was thankful for my help, and my manager was pleased to see me go the extra mile as well."

"(Situation) Recently, one of my teammates was going to quit due to frustrations associated with missing sales targets. (Task) I am one of the longer-standing Sales Associates with the company, so I felt that my input would be helpful. (Action) I helped him to put SMART goals into place, a goal-setting framework that I had recently learned. (Result) This method allowed him to understand how to hit his targets, and he has excelled ever since. It is great to see him turn around so well."

"(Situation) I often support fellow teachers who feel discouraged when a student isn't performing. (Task) As one of the Learning Leaders, this encouragement is one of my favorite aspects of work. (Action) Just yesterday, I had a meeting with two teachers who were struggling with a challenging student. I actively listened and then offered a couple of behavioral-management suggestions they could easily implement in their classroom. (Result) The meeting was well-received, and each of the teachers sent me a thank-you email right away."

13. When are your leadership skills the most effective?

The interviewer would like to know the type of situation in which your leadership skills thrive. Typically, when you have a great relationship with the individuals you are guiding, then your leadership approach will be the most effective. Tell the interviewer that you recognize how effective leadership begins with clear communication, trust, and honesty. Building a relationship with your team members will ensure that your leadership approach is accepted and absorbed. The more comfortable your team members are with you, the better chance they will follow your leadership approach.

"My leadership skills are the most effective when my relationship with the employee isn't just a surface connection. I want to have true knowledge of their life and a good understanding of their career goals. When my employees feel assured that I can help them to achieve their goals, they are more likely to follow my lead and be an engaged part of the team."

"My leadership skills are most effective when I can take hold of a project, enthusiastically share the vision for the project, and delegate tasks according to the strengths of others."

"My leadership skills are most effective when my team is engaged in our company's mission and happy with their workplace environment. I spend a lot of time making sure that my team members are comfortable in culture, confident in their tasks and abilities, and invested in the company's overall mission."

"I believe I'm the most effective leader when the group is lacking direction. If I ever sense that there's a lack of leadership brewing, I step up to lead, even if it's not in my necessarily in my job description. I excel in providing direction in a time of need and do well when it comes to uniting a group of people to reach a common goal."

"My leadership skills are most effective when facing a tight deadline that the team has to push through. I pride myself on being and an excellent motivator, and I can uplift the energy in the room when other people feel stressed."

"I am the most effective leader when I am passionate and can ignite that passion in my team. When my team understands the 'why' behind our company's efforts and our mandate, it's easy to get the job done together and with enthusiasm."

"My leadership skills are most effective in a group setting. I have an excellent ability to ramp up the energy in a room and get my students excited about a lesson plan."

Mary's Feedback

14. What do you believe would be your biggest leadership challenge in this role?

The interviewer wants to learn more about your level of comfort and confidence in a leadership role. Remember, interviewers want to see you be successful! Your answer will show them where you may need extra support or training when they hire you. Be transparent with the interviewer about what aspect of the role you see as a challenge; however, you must avoid talking yourself out of the opportunity. For instance, if you are going to lead a group of 50 people in this position, avoid saying that the most significant challenge will be leading a large team. Keep your answer positive and provide a solution to the problem that you present.

"I believe that the biggest leadership challenge in this role will be taking on the task of getting to know each team member on an individual basis. This task will be a time-consuming one, but I am looking forward to it! I like to be engaged in the lives of my team. I feel that this engagement creates more productive employees."

"I understand that this role includes providing support for the temporary administrators you employ on a seasonal basis. Although I am new to officially leading others, I am not new to being a mentor and coach. I look forward to this leadership challenge. I will meet these expectations by creating a training system that I can put on repeat for each new temp administrator that comes through the doors. This effort will ensure consistency and maximum productivity."

"The biggest challenge that I anticipate is gaining the trust of the group. From what I understand, many of your team members have worked here for a long time and have a great sense of loyalty to the company. I am preparing to work my way into their circle of trust. I will build this trust by following through on my commitments and being transparent about my goals for the department."

"I think fitting into a new team and having them see me as a leader, and a legitimate contributor will be the biggest challenge in my new role. Teams often have some form of resistance to change because the change may not be what they expected or envisioned. Earning the respect of my new team will be my primary goal. It will be a satisfying hurdle, once overcome."

"I find the toughest challenge when taking on a new leadership role is to understand the dynamics of the team fully. I want to make a great first impression while still being effective right off the bat. It's a fine balance, but I have developed my leadership skills significantly, through workshops, online courses, and reading books on the topic. This research and education leave me confident in my ability to handle this challenge."

"The largest leadership challenge I foresee in this role is the perception of me being their boss. From my experience, I have seen that many sales professionals have their 'way,' and they are not always accustomed to a new person coming in to take control of targets, training, and goal-setting. With that said, one of my greatest strengths is winning people over, and I have a variety of approaches to relationship building that I am ready to implement with my new team."

"My students often resist change, as children do. I expect there to be some statements like 'our old teacher didn't do that,' for instance. I will start by allowing the students to ask me questions about my teaching career and my favorite things to do. Once we create a more personal connection, I believe that everyone will be more comfortable."

15. Tell me about a time when you led a difficult project. What was the outcome?

The interviewer wants to know that you have successfully led a team, under pressure, without succumbing to the stress. Choose an example that is easy to explain. Outline to the interviewer how you kept the project in line with your excellent time management, and precise communication skills. Be sure to highlight the project's most significant successes as well! Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

"(Situation) I recently led my team of researchers and recruiters in a retained search for a very high-level talent acquisition project. (Task) This project was a difficult one because the client wanted a boutique experience with particular candidate requirements. (Action) I asked my team to send me a project highlight at the end of the day, every day. From there, I would review the progress and tweak our plan of action, as necessary. (Result) In the end, we filled the positions successfully, and our client was appreciative of the close eye our team kept on their hiring needs."

"(Situation) The first project that comes to mind was a new product launch at Company ABC. (Task) I was the project coordinator on the team in charge of developing and performing the beta launch. (Action) I expertly coordinated design engineers, test engineers, and the production team. This task is typically arduous; however, I am a whiz in Excel and our project management software, which meant that I could create tools to organize the project and a schedule that kept everyone on track with their tasks. (Result) We made it to the finish line ahead of time and launched the beta two days earlier than expected. This result made me very proud of my efforts, and my manager was thrilled."

"(Situation) I was recently challenged on a project when our company acquired a small competitor, and our team size grew by 35% overnight. (Task) As the Production Manager, I gained about 40 new staff members who I had never met. (Action) I spent many hours shuffling responsibilities, assessing the schedule, and then meeting one-on-one with each new team member to gauge their strengths and enthusiasm for the job. (Result) It was a challenge to manage all of these moving parts, but it was a success in the end. My department saw growth in production, and we had the lowest percentage of employee turnover in all six departments."

"(Situation) The most difficult team project I've led was when we migrated my current company's website from Shopify to Wordpress. (Task) It was a big undertaking since I created the entire sitemap and then passed our ideas onto the web development company that we hired. (Action) I ensured collaboration between myself and the web company by holding a standing meeting every morning from 10-11 am daily until the new website went live. I took control of the project timeline and held everyone accountable for their tasks and deadlines. (Result) In the end, the new website took three weeks of planning, coordination, and collaboration, but the outcome was a robust site that has increased our sales conversions by 15%, which is incredible."

"(Situation) The most difficult project I led recently was our location's annual inventory count, which our head office enforces every January 2nd. (Task) It's a long day with a lot of moving parts, but as the retail manager, I am expected to participate for the entire day. (Action) Since I was aware ahead of time what day the inventory count would be, I was sure to create the schedule ahead of time with back-up staff if people did not show up for their scheduled shift. I made sure the store was clean and organized, which made the count go much smoother. (Result) In the end, we were able to complete an accurate count in under 6 hours, a record time for our location."

"(Situation & Task) I recently restructured our sales reporting tool in our internal CRM, which was a huge undertaking. This restructuring was not a well-received idea by the sales team; however, as the Business Development Manager, I saw a lot of opportunities for further optimizing our CRMs capabilities. (Action) Identifying the best way to structure the new sales reports was one challenge, but getting buy-in from the teams was even trickier. Once the CRM was restrucutured, the IT team and I held a 'lunch and learn' meeting to show the sales team how to optimize the new set-up. (Result) In the end, most of the sales associates loved the latest tracking and reporting capabilities that they could utilize to increase their sales and reduce research time. I also incorporated sales contests to encourage the use of the new system, and in the end, I got the entire sales team on board."

"(Situation) Last month, I organized a school-wide science fair. (Task) As the senior science teacher, I felt it was important that our school kept the science fair tradition going. (Action) To make the science fair successful and grow attendance, I invited the community to participate and vote on their favorite projects. (Result) This event marked the first time our school opened the science fair to the public. It was well worth the change as our students were able to network with local business owners and even meet some media personalities."

16. Give me an example of a time when your communication style helped you to be a more effective leader.

Everyone leader a unique style of communication, and most people in a leadership role can clearly define that style. Whatever your approach to communication, take time to show the interviewer that it is well-received in the workplace. Some of the best leaders communicate through: - Demonstration. This approach means understanding that your actions mean more than the words you say. - Building meaningful connections. This approach means creating relationships that go beyond the surface; thus, building a strong foundation for leadership acceptance. - Transparency. This approach means valuing vulnerability in the workplace and demonstrating vulnerability and openness first. - Listening. This approach means that you spend time actively listening to your team. Sometimes 'communicating' means not talking! Exercising strong listening skills is an incredibly effective way to show you are a competent leader and a discerning communicator. Situational-based interview questions that begin with 'Give me an example of a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer. Your response should demonstrate your ability to articulate constructive criticism, encourage your team, or relay policy changes in a way that makes fosters a culture of acceptance from your team.

"(Situation) In my current role, we have undergone many policy changes over the past eight months due to a company merger. (Task) As the HR Partner, it is up to me to communicate all personnel-related changes to the entire employee roster. (Action) While communicating these changes, I have deployed a transparent communication approach. I describe my communication style as honest and often vulnerable. I show the employees that I do not have a private agenda; thus, building their trust. I communicate my intentions, the intentions of the company's leadership team, and the end goal. (Result) Typically, many people do not trust their HR department; however, I have been able to overcome that stigma by being consistently honest, open, and transparent about their employment and the direction our company is heading."

"(Situation) In our office, there have been past instances where team members feel upset after receiving an email and misinterpreting the tone. (Task) As an Administrative Assistant, so much of my communication is by email, so I am highly aware of my tone, or perceived tone, before sending an email. (Action) I will re-read my messages before I send them, looking for areas of potential misinterpretation. If the email is too complicated, I choose to pick up the phone and have a verbal conversation instead. (Result) By using this approach, our team morale has improved, and communication hiccups have reduced significantly."

"(Situation) When I worked with Company ABC, we had a significant struggle with staff turnover. (Task) I had taken over as General Manager from a previous individual who was not very engaged with the team. (Action) Immediately after being promoted to GM, I decided to take an active listening approach since I could sense that the team did not feel they were 'heard' on the job. I held one-on-one and group meetings, giving the team the floor, and simply listening. After hearing their grievances, I created an action plan for change. (Result) By deploying a communication approach built on listening, I was able to help boost team morale significantly."

"(Situation) My current company places a lot of value in conversation and feedback. (Task) Since joining as the Marketing Manager, I have learned more about communicating expressively and constructively. I am now more direct and specific in my feedback. (Action) Just last week, my team was running behind on a client project. Overall, I was dissatisfied with their performance and also the creative outcome. I held a meeting where I was direct but kind. I spoke to the team respectfully and approached the meeting as a coaching session. Once I relayed the areas of disappointment, we worked together toward a solution. (Result) My communication approach proved to be effective, and we turned the project around completely."

"(Situation) My current team of retail sales associates often default to chatting amongst themselves rather than be entirely engaged with our customers. (Task) As the Assistant Manager, I feel a responsibility to encourage these associates to be present when they are on the floor. (Action) Recently, I launched a sales contest to motivate the team. The contest ran over an entire weekend, and the sales associate with the most sales dollars was awarded a Starbucks gift card. (Result) The incentive worked so well that the Store Manager has approved that I run this contest every week! I love to motivate my team through incentives and a high-energy approach. By communicating in an engaging and motivating way, their sales performance is better than ever before."

"(Situation) My current sales team consists of highly competitive and independent individuals who are hard to reign in when it comes to group efforts. (Task) As the Sales Manager, it's my mandate to ensure that everyone is on the same page and working towards a common corporate goal. (Action) With my team, to speak to their strong personalities, I aim to delegate and encourage according to strengths. Everyone on the team communicates differently, so I tailor my communication to each person. Usually, that looks like a small, informal one-on-one huddle throughout the day. (Result) This quick but personalized touch-point helps to keep each sales rep grounded in their goals and feeling encouraged throughout the day."

"(Situation) Last month I gave my student feedback because he appeared to be slacking off on a project. (Task) I care for my students and believe that, as their teacher, I am there to lead them onto the right path. (Action) Rather than telling him, I thought he was slacking off; I said, 'I've noticed that it's been taking longer for you to turn in those reports. What's going on? Is there anything I can do?' When communicating, I always start by asking questions instead of making accusations. (Result) My student was very appreciative and told me how he was struggling with motivation. I asked him what would motivate him, and we were able to find a solution that worked."

17. Do you demonstrate leadership qualities even when you are not in a leadership role?

This question challenges you to think about how you act as a leader in your daily life. Even if you're not leading a team, you can still demonstrate the qualities of a leader! Rather than just tell the interviewer that you are a leader in non-leadership situations, try a 'show and tell' approach. Give an example of how you coached a coworker who was having difficulty preparing for a big presentation. Maybe you gave them confidence in their strengths by encouraging them, or perhaps you offered some helpful hints. You can be a motivator and a confident communicator in any situation at work!

"I naturally take on a leader and mentor-ship type of role with my co-workers. In one instance, I had a new coworker who was having some trouble fitting in. I took her out for lunch and talked to her about the workplace culture and semantics surrounding the various departments. I wanted her to stay and enjoy her employment with us, so I took the responsibility of ensuring she was settling in well. I believe there are always opportunities for leadership - you have to keep your eyes open!"

"I aim always to demonstrate my leadership abilities every day, even though I am a junior administrator. I strive to set a good example for my peers by performing my tasks quickly, without having to be told. I will also take charge when I see a task falling behind, which I believe is a good example of leadership."

"I have been in a leadership role for most of my career. As a result, the actions of a true leader are now naturally ingrained in me. Every year I re-read Simon Sinek's book, 'Leaders Eat Last,' which has ingrained in me a foundation of leadership based on inspiration and creating a remarkable team environment. I am leading by example in all that I do, inside and outside of work."

"I demonstrate leadership ability daily by effectively managing my projects and clients independently. This display of accountability is a good example to others, and it shows my leadership team that I can take the lead on a project without having to be encouraged by outside sources to perform."

"I choose to lead by example, with or without any managerial authority presence. I arrive early to work and stay late when needed. I pitch in and go the extra mile whenever an opportunity presents itself. I feel this approach makes me a good teammate and a good human. This eager attitude also sets me up for a strong career trajectory. When the opportunity for a true leadership role presents itself, I have positioned myself to be top of mind for the promotion."

"I want to be taken seriously as a business person and sales leader, so I must always lead by example. I never know who is watching! Leading by example applies to my time in the office, my activity on social media, or my actions at a company event. No matter what the situation or where I find myself, to be a true leader, I believe in acting like someone is always observing my actions."

"As an elementary school teacher in a small town, I have to be very aware of my actions at all times. At work, while volunteering, grocery shopping, or going for a couple of drinks - I have my leadership hat on by acting as a positive influence."

18. Have you ever helped to implement a significant company change in one of your past roles?

The interviewer would like to know that you have the type of personality where you can take the initiative without it being a formal requirement of your position. When you respond, it will be essential to show that you are happy being an engaged part of your company and team. Behavioral-based interview questions that begin with 'Have you ever...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer. Perhaps a new company policy was coming into place, and you helped to execute some changes. Maybe a new employee benefits program was introduced, or your company implemented a new software program. In your story example, be specific about what you did, and the impact your actions had - whether short or long term.

"(Situation) Last month our company introduced a new software program called XYZ. (Task) I was already familiar with the program because I had used it in a previous role. (Action) I offered to do employee training on the program, and my boss agreed to it. I took a lunch hour to give my presentation and then offered myself as the subject matter expert, moving forward. (Result) The implementation went very well, and my boss was thankful for my expertise and assistance."

"(Situation) At my current company, I noticed our coffee expenses rising each month. (Task) As the Administrator who handles vendor invoices, I knew that a change could greatly benefit my employer financially. (Action) I suggested that we install a higher quality coffee machine in our office rather than continue to purchase the disposable coffee pods. We calculated that the savings would be about $12,000 per year. (Result) My company agreed, and so far, we have seen significant savings, in addition to the positive environmental impact."

"(Situation) At Company ABC, I led the initiative to implement Lean Six Sigma into our quality processes. (Task) I had been formally trained in Lean Six Sigma and knew it could be a useful tool for our team. (Action) To lead the initiative, I had a sign-up sheet where my coworkers could come to me for 1:1 training if needed. I also provided a list of helpful online resources on which my team could rely. (Result) With these added efforts, I was able to cushion the impact of the change. Overall, my team adjusted very quickly to the shift."

"(Situation) In my previous role at Company ABC, I coordinated the migration of our website and e-commerce platform. The project required significant departmental cross-collaboration, working with an outside agency, editing, and testing the entire site. (Task) As the Marketing Manager, I knew that it was up to me to keep the project on track. (Action) I had daily meetings allowed to the project and was diligent in ensuring the project timeline was on track. (Result) It was a several-months-long project, but ultimately completed successfully and led to a 67% increase in e-commerce sales."

"(Situation) In retail fashion, each new season requires a change in the look of the store. (Task) As the team leader for my current employer, I ensure that our sales reps are motivated to make the changes quickly and efficiently. (Action) For our last seasonal change, I created a list of tasks and ensured that everyone on the team had a copy of the planogram as provided by our corporate head office. (Result) By keeping tasks organized and delegating to the right people, I ensured that our store turnover from Spring/Summer to Fall was as smooth as possible. My boss complimented me on my efforts, which felt great!"

"(Situation) Last year, I identified some significant opportunities for improvements in our sales process. (Task) As the Sales Manager, I took it upon myself to improve an important part of the sales process. (Action) The process went from a daily free-for-all where buyers were assigned randomly to a systematic and streamlined process. By coupling sales executives with a team of buyers, not only did we create a collaborative team mentality, but the buyers became experts on their accounts. (Result) The revised process was much more effective and positively impacted the company's bottom line."

"(Situation) Our school went under major renovations last year. (Task) The teachers had the opportunity to meet with the contracting company to discuss areas where we would like to see change. (Action) I gave a few recommendations that included a focus on student safety. (Result) It was wonderful to see my recommendations come to fruition in the end."

19. Tell me your favorite part of being a leader.

The interviewer wants to see that you have a genuine passion for leadership. Are you a people person who loves to motivate and encourage your team members? Maybe you enjoy helping others identify their strengths. Perhaps you thrive on assisting others to work towards accomplishing their professional goals. Whatever you enjoy most about leadership, be sure to tell the interviewer that you plan to be a passionate leader within their organization.

"I love being a leader! If I had to choose one aspect that made leadership the most rewarding, it would be the fact that I can change someone's life or career path by guiding and encouraging them. I am excited to have the opportunity to be a leader for your team."

"I like to make a positive impact on the lives of others. By being a positive person, I can influence the thought patterns of my coworkers and those around me outside of the workplace."

"The best part of being a leader in the marketing industry is that I can teach and train new and exciting methods for advertising and content creation. I am a highly creative individual, so passing along the 'creative torch' appeals to me."

"I love to imagine a world where everyone feels inspired by at least one thing every day. To contribute to this vision, I help people on my team to grow and achieve their potential. It's fun for me to identify someone's potential and help groom them and support them in achieving their highest potential."

"I enjoy helping other people reach their potential. Seeing someone grow and flourish in a new role is very satisfying."

"I love the responsibility of being a leader because I get to help mold people into a better version of themselves. In the process, I am being challenged and growing at the same time. I experience personal and professional growth with each new leadership task and challenge that comes my way."

"My favorite part of being a leader is the fact that I can influence and impact our future leaders. I am excited to see where my students will end up one day. I believe they all have the potential to change the world."

20. How can we motivate you as a leader?

Even the most fantastic leader can be in danger of burning out now and then. The interviewer wants to know how they can be an encouragement to you, in turn. As a leader, you need to be able to identify and express what keeps you showing up, working hard, and supporting your team. Your motivation may come from successes and achievements. Perhaps you are working towards career advancement. Take some time to think about what truly motivates you and share your thoughts with the interviewer.

"I gain motivation through words of encouragement and compensation based rewards. For instance, I could compete for a gift card or a contest where I can earn a bigger holiday party budget for my team. Being a leader comes naturally to me, so I don't find it to be a taxing task very often. My competitive nature keeps me internally motivated, as well."

"I feel motivated when I work in a trust-filled, positive, and collaborative environment. When I can trust my team and am offered trust in return, I feel empowered to work even harder."

"I am motivated by shout out's and recognition for my team members when they perform well. As a manager, I take a lot of time motivating my teams. When I have the opportunity to reward them through recognition from the corporate head office, it is extra motivating."

"What motivates me is the potential to continue to grow with a quality company. I value recognition, especially when this recognition presents an opportunity to take my career to the next level. I value a company that appreciates not only me but all of its employees. Loyalty is rare these days, and it's something I truly value."

"I am a very competitive person and find a great deal of motivation through sales contests and challenging but achievable goals. I am motivated to win, learn, and grow professionally."

"I'm competitive, and also love praise when it is meaningful. Being in sales, of course, I gain motivation through financial rewards. I love opportunities to tap into accelerated growth based on my sales performance."

"You can motivate me, as an educator, by noticing the great things I do for my students. If a parent calls to mention their child's learning has improved, I want to hear about it. Kind words of appreciation drive my motivation. I like to know my efforts are making an impact."

21. What is the difference between a leader and a manager?

The interviewer would like to know that you understand what makes a leader stand out, and what you believe defines a leader. Just because you hold a management title, it does not mean you are a leader. A real leader is someone who makes others want to jump on board with their mission and follow them. A manager is just someone who has direct reports. To be an excellent leader, you should inspire others. A true leader gets people excited to buy into the vision.

"I believe that the difference between a leader and manager is that a manager has the job title and the incumbents, but not necessarily the required buy-in from their team. A leader gains buy-in through inspiration."

"A leader is someone who people want to follow. A manager is someone who others feel they have to follow. I believe a manager or supervisor should be a healthy blend of both approaches so that they can earn their teams' respect organically but also maintain their authority."

"A manager is someone who has a team of people who answer to them. A leader is someone of influence. I believe that anyone can be a leader - no matter their job title or position."

"To me, leadership is a mindset versus a title. A manager is more of a job title. Anyone can possess leadership skills, but a great manager will have leadership skills along with the ability to direct their team to success."

"I have worked with both leaders and managers. The biggest difference I can see is that a leader can be anyone who people want to follow. A leader will gain followers, and a manager merely has people who answer to them."

"In sales, a leader will tell you your goals and help you make a plan aimed at achieving those goals. Someone who is a manager will only tell you the company goals and send you on your way. I am the type of person who prefers to lead and guide. There are significant benefits to investing in those you lead."

"Coaching and mentoring are activities of a true leader. I firmly believe that one does not need to be in a formal management role to lead. I have students who lead other students, and it's great to see."

22. What is the most important task of a leader?

As a leader, you may feel that the most critical task is to guide, coach, mentor, teach, encourage, or train. There is no real right or wrong answer to this question, but the interviewer wants to hear an insightful response. Whatever your response, consider providing a story of a time when you stepped up as a leader or experienced true leadership from another person.

"At the beginning of my career I had a leader who spent a lot of time investing in my knowledge. He would give me books to read, podcast suggestions, and online audio courses. This investment in my professional growth was the most important gift he could have given me. Now, I return the favor to all those that I lead. Investing in my team in this way is, in my opinion, the most important thing a leader could do."

"The most important task I can take on as a leader is showing kindness to my team members. When an employee feels cared for, they will always perform better. I exercise this approach in my current role by lending a hand when an opportunity arises. My coworkers know they can safely come to me when they need assistance."

"As a leader, it is important that I help my team to figure out their ideal career path and help them to grow towards those goals. I invest in my team members by way of personality assessments, online courses, workshops, and more, to help them in their self-discovery process."

"The greatest task I can take on as a leader in marketing is to share with others any new knowledge or resources that I acquire along the way. Knowledge-sharing is critical, especially in such a fast-moving and ever-changing industry."

"Retail is a fast-moving industry with a lot of staff turnover. What I find to be the most important task of a leader is to be an encourager. Often, my team members are young students or new graduates. I like to help them see the best of what they offer, even if they are new to their careers."

"In sales, it is easy to become demotivated or discouraged, especially when you are unsure of your targets and goals. The best thing I can do as a leader is to give clear guidance to my team members. I create excellent roadmaps for each person and check in with them regularly to ensure they are on track and motivated."

"As a teacher, I am a leader in a variety of ways throughout the day. I have found that the most important task as a leader and a teacher is to be an observant and active listener. Many students will show me what they need if I take the time to observe and listen attentively."

23. How will you guide your team in terms of personal development?

The interviewer would like to know that you understand the importance of self-development techniques for your team. Some suggestions for employee personal development initiatives: - Roadmapping of a professional growth plan - Setting learning goals - Conferences and other off-site learning opportunities - Related books, audiobooks, and podcast from industry influencers - Lunch and learns with exciting topics - Online learning portal or subscriptions to Udemy and other online universities - Mentorship partners - Internal volunteer initiatives or supporting their volunteer interests - Cross-departmental training opportunities

"I plan to guide my team in personal development by offering unique learning opportunities. My current company has a learning portal where employees can log-in and learn a variety of new skills, from software to leadership. It's an excellent resource. Do you have anything like this in your professional development arsenal?"

"I will guide my team members by meeting with them individually and creating a personal growth plan for the year. It's important to me that I understand the desires of each staff member and help them to achieve their professional goals."

"As a manager, I fully understand the importance of investing in my employees. For that reason, I will provide at least two off-site learning opportunities per year for each team member. This experience may be a conference, a trade show, or a seminar related to their role, goals, and of course - the company's mission."

"I like to guide my team with learning opportunities. Marketing is always changing, and the rules for digital marketing change overnight. My current agency has an online learning portal, including subscriptions to two online universities. When a team member shows great initiative or has a significant win, we will allocate credits to them to take a course of their choice. These types of continued learning opportunities add significant value to both the employee and the company."

"Many of my employees are recent graduates or students who work part-time. I like to guide their personal development by suggesting books to read or listing influencers to follow. Even if they can listen to a helpful podcast while they study, or drive to work, all of the information will add up and will help them to succeed in their careers and personal lives."

"I work with highly competitive salespeople, so one of my favorite ways to help them in their professional development is through in-office contests. I will have up for grabs, tickets to conferences or seminars of industry influencers. These tickets go to the top performers. My team loves these opportunities, and it also boosts their performance!"

"It's important that I invest in my students regularly. I do not have a large classroom budget, so I often look for book donations from used bookstores so that I can gift new literature to my students. I guide my students' development by encouraging them to discover their world through words."

24. Which leadership book have you most recently read?

It's widely agreed that reading books on leadership development is essential to personal and professional growth. The interviewer would like to make sure that you are self-aware and invest in yourself. Also, if you spend time investing in yourself, chances are you will also take the time to invest in your employees! Some excellent leadership books include: - 'Start With Why' by Simon Sinek - 'Primal Leadership' by Daniel Goleman - 'Extreme Ownership' by Jocko Willink and Leif Babin - 'Lean In' by Sheryl Sandberg

"The leadership book that I most recently read was 'The 10X Rule,' by Grant Cardone. He speaks not only of being a winner, at the front of the pack, but also giving your absolute best in everything that you do. It's one of my favorites, and I read it every year."

"Just this past week, I read 'Daring Greatly' by Brene Brown. The author is well-known in the personal growth space, and this particular book touches on vulnerability and setting out to be extraordinary in all that we do."

"My absolute favorite book on leadership and one that has shaped my management style is 'The New One Minute Manager' by Ken Blanchard and Spencer Johnson. It's an older book, originally written in 1982, with a newly revised version. The publication discusses the concept of one-minute goals, one-minute praisings, and one-minute reprimands when necessary. Have you read it?"

"I have read many wonderful books on leadership! Most recently, I have read 'The Five Dysfunctions of a Team' by Patrick Lencioni. I recently heard that many NFL coaches implement the concepts addressed in this book. The dysfunctions the author includes are the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results."

"Right now, I am reading 'How to Win Friends and Influence People.' I know it's an oldie, but Dale Carnegie is a staple in the business world, and I believe everyone can learn a great deal from him. I plan to read all of his books, and I encourage my team to do the same."

"The best leadership book I have read, and I am currently reading it for the third time, is 'Good to Great' by Jim Collins. It's a book about leadership and companies in general. I have learned a lot about what separates a good company from a great company, and how most companies are never excellent and why."

"I am currently reading "Leaders Eat Last" by Simon Sinek. I like Sinek's teaching because his concepts are realistic and insightful. This particular book focuses on why some teams pull together and why some do not. I plan to take what I learn and implement it in my classrooms, encouraging my students to pull together."

25. As a leader, how will you measure the success of your team members?

A successful leader focuses' on leading their team members to success, but they must also remember to measure that success. By measuring success, you can show your team how far they have come towards reaching their goals or how much harder they need to work if they miss targets. Employees are often more responsive in an environment where they know how their performance stacks up again others. Some ways that you can measure the success of your team may include: - Note their attendance, punctuality, or number of sick days. You can then draw a correlation between the employee's performance and their overall engagement levels. - Taking note of how often they help their colleagues to succeed. When their coworkers are winning, so are they! - Looking at the timing between team member performance and how quickly each person completes everyday tasks. If a job that used to take a team member 2 hours, is now taking up the entire day, this is a sign that they are highly demotivated. - Notice the number of times a team member takes the initiative. The more proactive everyone is, the more often goals will be achieved. - Measuring the quality of your team members' work is a significant success metric. You can analyze this through customer reviews or co-worker feedback.

"My favorite way to measure the success of my team members is to view individual and group productivity reports, and compare the data month after month. Then, I share the results in their monthly performance reviews. When an employee knows that I notice even a small uptick in their productivity, they are more likely to perform at their peak ability."

"I plan to measure the success of my team members by how engaged they are. I will look at how often they are early for work, how many times they stay late to meet a deadline, or how often they go above and beyond their regular 9-5 to help a client."

"My favorite way to measure success is by noting how many times an employee has helped a coworker. This kindness metric is one that I address in my team's performance reviews as well."

"I measure the success of my team members by how quickly and efficiently a project is completed. After we deliver a project, we all meet in the boardroom and discuss our success, and what we could have done better. I like to equip my team with the information they need to grow professionally."

"Successes are important to measure. I like to measure proactive activities and praise my team every time I see them taking action without being asked. This initiative could mean going above and beyond for a customer, cleaning areas of the store that receive less attention, or finding new efficiencies to benefit the company."

"My favorite way to measure the success of my team members is through fun competitions that show graph comparisons of each person's performance through a variety of KPI's. This approach is an excellent way to make each person aware of their overall performance while keeping things as encouraging as possible."

"As a teacher, it's important that my students, and their guardians, are aware of their progress. I start the year by creating an individual learning plan with each student. Every month we review the plan together, and the student is responsible for rating their performance from 1-5. This approach keeps students accountable for their achievements and successes."

26. How do you present bad, or disappointing news, to your team members?

The interviewer is interested in knowing your leadership and management style when it comes to delivering less than pleasant news. Some people have trouble facilitating difficult conversations, so you must display your ability to be uncomfortable while maintaining a position of authority. If possible, give an example of a time when you had a challenging conversation. Explain how you were able to deliver the news professionally.

"I don't believe anyone enjoys delivering bad news; however, as a leader, it is part of what I need to do - sometimes on a weekly or even daily basis. When I have news to share that I know will disappoint someone, I will sit down with them, one-on-one, and express that I know how much the situation meant to them. I will then highlight to my team member what they did very well and make a plan with them to either try again or come up with an alternate plan."

"Before I deliver bad news, I like to prepare my self for every possible reaction from the person to whom I am delivering the news. I will make sure to have a reply ready for someone who reacts angrily, someone who becomes emotional, and someone who may have a disengaged reaction. By having a variety of conversation approaches prepared, I can enter an uncomfortable conversation with confidence."

"I learned early on in my management career that I should never joke around or make light of a situation when I am delivering unpleasant news. When I need to have an uncomfortable conversation, I approach the situation as though it were me receiving the news. I am kind, patient, and understanding of their reaction."

"It's important to remember when delivering bad news, that I am having a conversation with a person who has a range of feelings. I directly deliver the news and then allow the team member to speak their mind. They can vent and get everything off their chest before they return to their desk. If the situation is dire, I will invite them to go for a walk to the coffee shop down the road to get some fresh air and blow off some steam."

"When delivering bad news, I make sure to give it to the person straight and never beat around the bush. That's as bad as receiving the 'we need to talk' text from your significant other! I will talk to the person as soon as possible and fill them in on the situation. I am always empathetic in my delivery."

"Salespeople often have particularly strong and competitive personality types, which means they want to get to the point. When I have to deliver unsavory news, I avoid being vague. This approach means collecting as much data as possible before having the conversation. If someone missed their monthly target, for instance, I sit them down with the monthly numbers and analytics so they can create a vision of where things went awry. We can then make a plan of action together to avoid the situation from repeating itself."

"As an educator, I approach all difficult conversations with the utmost empathy. I know that no student goes out and tries to fail. Everyone wants to succeed; it's just that some people may not have the tools to do that. I will deliver the bad news, a low grade, for example, and then sit down to make a plan with the student on how we can avoid that from happening again. Before ending the conversation, I will give the student one example of what I enjoy or like about them. I aim always to leave a conversation with a student on an encouraging note."

27. How do you react when your team misses a deadline?

Missed deadlines are never a good situation and can reflect poorly on you as a leader. The interviewer would like to understand better how you react to disappointment when plans do not go your way. Rather than just telling the interviewer how you react, consider giving a story example of a time when your team missed a deadline and walk the interviewer through the action that you took.

"My team is highly efficient, and we rarely miss a deadline. When we do, it's surprising. We had a very challenging client last year who made a significant amount of changes throughout the entire project. These changes caused us to miss our deadline. I took action after that to ensure a better client onboarding process. This new process made sure we dug deeper with each client at the start, which has resulted in fewer mid-project changes."

"When my team misses a deadline, it is disappointing. On the odd occasion that this has happened, I first ask my team for feedback. I want to know what I could have done better, as a leader, to make sure we hit our goal. Then, I ask them to look internally and tell me what they honestly feel they could have done differently. I prefer a collaborative approach to these types of conversations."

"We reach deadlines as a team, and we miss deadlines as a team. I truly believe that. When a deadline passes, I look at how we could have moved better as a machine, to make the delivery happen on time. I do not react negatively to my team members, but I do use situations like this as learning and coaching opportunities."

"Our office is highly collaborative so, when we miss a deadline, we all take accountability. As the leader, I need to be accountable for the project as a whole, and for that reason, I always call the client to let them know of any hiccups we are having along the way."

"There are very few deadlines that my team has missed. We are a great mix of personalities, and we will all stay late, if needed, to support each other. I do recall a situation last year when we did not get our annual inventory count submitted on time. There were technical glitches with a few of the scanners, so employees had to share scanners. We worked at a fast pace, but also supported each other, yet we still missed the target. I congratulated my team on pulling together, and then we made a plan to ensure full preparation, should that situation happen again."

"My sales team takes it pretty hard when they miss a deadline, mainly because they are a group of highly competitive individuals. I don't need to be hard on them because they are hard enough on themselves. What I will do is take the situation as an opportunity to better myself as a leader, and strengthen them as a team, through a lesson or professional development opportunity."

"As a teacher, it is important that I never place blame on my students for a deadline that I missed, or a deadline that I missed because I was rushing through a module, for instance. Education is a team effort, but I am the class leader. For that reason, if a deadline is missed I will always reflect internally, first."

28. What do you look for, before giving someone on your team a promotion?

The interviewer would like to know that you are discerning when it comes to the types of people you further promote on your team. Share with the interviewer the kinds of skills, characteristics, and attitudes that you look for when rewarding employees. Some things you may like to see: - Self-motivation - Reliable & dependable - Strong work ethic - Great customer service - Goal-setting - Consistency - Helpful to others - Positive attitude - Needs little direction - Team-oriented and collaborative - Clear & effective communicator - Flexible & willing to adapt - Interested in professional development

"Before promoting someone on my team, I will read through all of the employee's performance reviews and ask for references from former managers. As far as skills go, I look for someone collaborative and reliable."

"I believe it's important to look at someone's level of collaboration and helpfulness. If the employee has shown leadership skills without a management title, I can be sure they will pull through as a solid leader and solid manager, once promoted."

"Management and leadership roles are too often given to people who are not true leaders. Many are promoted simply out of tenure, and I do not believe in this practice. What I look for when I promote a team member is a history of professional and self-development activities. I would rather promote someone who reads regularly, and wants to learn as opposed to someone who has been cushy in their role for many years without any growth initiative."

"In marketing, we often promote those who will show self-motivation and take the initiative without being asked. Much of what we do is independent project work remotely. Before promoting someone, I would ensure the person could handle the balance between working independently and collaborating with a team of creatives."

"It can be a challenge to find a reliable staff member in the retail industry. For that reason, I would first assess the person's track record when it comes to showing up on time, staying for their entire shift, and calling in sick. If they proved to be reliable, I would consider a promotion should they be interested."

"Sales organizations and departments require organized leaders, great motivators, and competitively minded managers. If I had a team member seeking a promotion, I would look for those qualities. Also, I would want to see a history of success and achievement."

"A promotion would rarely be up to me, as an educator; however, if I were hiring a teacher or promoting someone to a Principal role, I would look for consistency in behavior and higher education. Also, someone that the students respect and listen to."

29. Do you prefer group discussions or one-on-one meetings?

Show the interviewer that you are capable of facilitating group discussions or one-on-one meetings, based on what is most appropriate for the situation. There is no real right or wrong answer to this question, but be sure to back up your personal preference when you provide it. If possible, avoid firmly leaning one way versus another.

"I believe that group discussions and one-on-one meetings should be facilitated, according to the situation at hand. I prefer to have group meetings because they can turn into amazing brain-storm sessions, but I do understand the importance of more intimate conversations as well."

"I prefer one-on-one meetings when corrective action is required. Group discussions are best when making plans for a project. I believe both types of communication are essential, but each approach must occur in their appropriate timing."

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Leadership Interview

Leadership Interview Questions

Leadership interview questions focus on exploring and evaluating recognized leadership competencies and behaviors. The questions are designed to assess whether the candidate has both leadership skills and leadership potential.

Conceptual illustration depicting the components of leadership

Management and leadership differ in a number of crucial ways.

Management is a hands-on component of leadership - responsible for such functions as planning, organizing and controlling.
Effective leadership is the ability to inspire followers to listen to and follow a vision.

11 Essential Leadership Behavioral Interview Questions

Effective leadership interview questions will require candidates to provide examples of how they have demonstrated common leadership skills and are asked in the format of competency-based or behavioral interview questions

1. How would your staff and colleagues describe your leadership style? Give me an example to support your answer.

The purpose of this question is to find out if the style is congruent with the organizational culture.

The perceptive leader is able to adapt his or her style to fit the follower's, employee's and organizational needs. Find out about the different leadership styles

2. What are the most important values and ethics you demonstrate as a leader? Give me an example of these in practice.

Integrity- being truthful and trustworthy and having conviction - is an essential leadership competency.
The effective leader demonstrates values and ethics in personal behavior and integrates these values and ethics into organizational practices and activities.
A good leader acts with the courage of his/her convictions.
While leaders are open with their employees and model honesty, transparency and fairness, they do not violate confidences or divulge potentially harmful information.

3. Name some situations in which a leader may fail. Tell me about a time when you failed as a leader.

A number of factors can fall outside a leader's control such as:

the available skill pool in the organization
time constraints
the economic climate

If employees are lethargic and negatively orientated it can create a situation ripe for failure.

In answering strategic leadership interview questions that explore how you deal with difficult challenges, focus on how you were able to analyze the setback and seek honest feedback to learn from failure. How you used the difficult situation to encourage constructive questioning of policies and practices.

Show your ability to be resilient in the face of failure and to constantly work towards improvement.

4. What role does leadership play for a manager? How have you demonstrated this?

The leader's role is:

to communicate the strategic vision with clarity
to translate the vision into concrete direction and plans
to identify and communicate priorities, short term objectives, timelines, performance measures, clear responsibilities and performance agreements
to provide quality judgment and advice

Leadership versus management

5. Tell me about an innovative solution you developed to a non-traditional problem.

Innovation and creativity are key competencies explored in leadership interview questions. Effective and strategic leaders promote change and innovation.

Finding solutions to unique problems are facilitated by encouraging a constant information flow in all directions and emphasizing responsiveness to changing demands.

Get help with answering questions about creativity and innovation at behavioral interview answers

6. Tell me about a time when the going got really tough. How did you rally the staff and build morale?

Leaders build a sense of common purpose by promoting the organizational vision both internally and externally.

they develop and implement effective communication strategies within the organization.
they remove barriers to collaboration and provide clear direction on priorities.
they give clear and honest feedback to inspire trust

7. What methods have you used to gain commitment from your team?

Leaders gain commitment by influencing and persuading the team to set objectives and buy into the process.

they establish a spirit of cooperation and cohesion for goal attainment
they take the team into the performing phase as quickly as possible
leaders encourage debate and ideas from all stakeholders
they inspire a commitment to success and excellence by demonstrating passionate personal commitment
they promote a productive culture by valuing individuals and their contributions

8. All leaders have to deal with conflict situations. Describe a recent disagreement you personally had to handle.

Leadership interview questions that explore how you handle conflict are looking at your ability to understand and respect different views.

demonstrate your ability to settle dispute by focusing on solving the problem taking into consideration the personalities involved.
show how you evaluate the viability of the different dispute resolution mechanisms available and are able to provide support and expertise to other people.
demonstrate how you are able to negotiate a compromise

Get help with answering standard interview questions about managing conflict and handling difficult situations

9. How have you persuaded employees to follow your strategic vision for the organization?

This is a typical strategic leadership interview question. Leaders develop ownership by involving employees in the decision-making and planning process.

they provide resources to facilitate employee success
they empower employees by devolving authority to get things done efficiently.
effective leaders develop processes that engage employees in achieving the strategic vision

10. How have you encouraged the learning and development of employees?

Learning happens at every opportunity. Your answer to leadership interview questions like this should demonstrate that effective leaders develop employees by:

mentoring and coaching
providing performance feedback on a daily basis
leaders act as models for their employees but the most effective leaders not only teach by example, they take a personal interest in the learning of others and serve as mentors
leaders manage learning throughout the organization by continually focusing attention on the learning agenda and providing the resources to facilitate it
leaders monitor learning by getting regular feedback

11. What was the most significant change you brought about in an organization?

Leaders can recognize new opportunities and anticipate long term opportunities.

they determine new business directions for the organization
they are able to create enthusiasm and acceptance of the new vision or change and use the appropriate leadership style to inspire and guide employees to embrace change.

Think about what the concept of leadership means to you when preparing for leadership interview questions. Look back over your experiences and select insightful examples of how you have demonstrated the competencies associated with leadership.

Leadership Behavioral Interview Questions part 2

What is leadership?

Leadership interview questions often ask the candidate to provide a definition of leadership. The debate around defining leadership is endless and it is advisable to provide a simple and general definition that is largely agreed on. You can expand on this as you progress through your interview.

Strategic leadership interview questions

You will be asked leadership interview questions that explore your ability to:

develop a strategic vision for the organization
motivate and influence others to achieving the vision
use resources effectively and strategically

Interview questions for strategic leadership include:

What are the top 5 skills you demonstrate as a leader?

Strategic leadership includes the ability to innovate and drive an organization or people towards new ideas and directions.

The ability to:

persuade and influence
demonstrate integrity
communicate and motivate
innovate and implement strategic vision
demonstrate drive and tenacity

are all recognized leadership skills.

Leadership skills in 2023

Focus on your strengths when answering strategic leadership interview questions. Go to the comprehensive list of strengths to help you identify your personal strengths at list of strengths and weaknesses

Leadership interview questions include What are your strengths?

12 Core Competencies

The Definition of Leadership

How to prepare for a leadership interview

You will be asked some standard interview questions in your leadership interview. Be ready for these and come across as a prepared and confident candidate.

INTERVIEW QUESTIONS

Your strengths and weaknesses?

What are your future goals ?

Your greatest achievement?

Use the excellent advice and guidelines at management job interview questions to help you succeed in your leadership interview.

Leadership interview questions and answers recommended pages

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12 Example Answers to “What Is Your Leadership Style?” Interview Question

Answering the “What is your leadership style?” interview question can be a make-or-break moment in your job interview. It’s essential to understand what the hiring manager is looking for regarding leadership experience, management skillset, and communication skills. As a leading executive search firm, MatchBuilt knows that being a good leader is not just about taking on a leadership position; it’s about having a vision, the ability to motivate and inspire team members, and the skill set to implement new ideas effectively.

When answering this question, one of the first things to consider is understanding the different leadership styles. The most common leadership styles include autocratic, democratic, participative, transformational, transactional, and coaching. Knowing the differences and how you align with each will help you answer the question more effectively. The best thing you can do is be honest and true to yourself, as the goal is to showcase your leadership strengths.

At MatchBuilt, we know that a successful leader creates a shared vision and empowers their team members to take ownership and make decisions. A great leader is also someone willing to step out of their comfort zone, listen to their staff members, and provide constructive feedback. Our team of visionary leaders understands the importance of identifying the best leadership style for the role and company culture.

“What is your leadership style?” sample answer:

My leadership style is transformational, and I believe in inspiring and motivating my team to achieve our common goals. An example is when I led a sales team and increased their performance by 20% by setting clear targets and empowering them to take ownership of their sales processes. By creating a positive and supportive work environment, I was able to drive the team to reach new heights.

This blog post will provide 12 “What is your leadership style?” sample answers to help you prepare for your next job interview . These sample answers are designed to provide you with a starting point to create your unique response. Our team of experts has created these answers based on previous work experiences, different styles of leadership, and the best ways to become a more effective leader.

So, whether you are a project manager or seeking a management position, this blog post is for you. We will cover the most common leadership styles and provide you with a sample answer for each. By the end of this blog post, you will better understand your leadership style and how to articulate it effectively during your next job interview.

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others. —Jack Welch

how to answer common interview questions

Why Employers Ask About Your Leadership Style

Employers ask about a candidate’s leadership style for several reasons, and it is essential to answer this question in the best way possible. A candidate’s style of leadership can reveal their approach to managing a team and handling tasks. Effective communication, conflict resolution, and decision-making are crucial to being a strong leader in any type of leadership role.

For instance, a democratic leadership style may work well for a sports team where all group members have a say in decision-making. In contrast, a servant leader may be more effective in creating a positive work environment and achieving the best version of a small team.

Providing examples from previous jobs is essential when answering the question about leadership style. For instance, participative leaders may describe how they effectively involved team members in projects in achieving success. True leaders can provide examples of how they have helped colleagues and their company grow and adapted their leadership styles over time to serve their career path better.

Employers also want to know if a candidate’s leadership style fits the company culture. For example, a company that values work-life balance may highly value an affiliative leadership style that prioritizes a positive work environment. Additionally, the decision-making process can be an essential aspect of leadership style for some companies. An autocratic leadership style may be better suited for a company where quick decisions are critical and time is of the essence.

In conclusion, understanding the different types of leadership styles and providing examples of how you have implemented them in the past is the best way to answer the question of your leadership style. By doing so, you can show potential employers your potential for growth and advancement within the company.

An Overview of Different Leadership Approaches

As a job seeker, it’s essential to be familiar with the different types of leadership styles and to understand your own approach to leadership. This will help you effectively communicate your skills and experience to potential employers and make you a more competitive candidate for leadership roles.

Here’s an overview of some of the most common leadership approaches:

Transformational: This type of leader inspires and motivates their team to strive for a common goal. They focus on creating a shared vision and work to build a culture of trust and collaboration.
Situational: This type of leader adjusts their approach based on their team’s situation and needs. They are flexible and adaptable, able to switch between different styles as needed.
Servant: This type of leader prioritizes their team’s needs and places their employees’ well-being above their own interests. They focus on creating a supportive work environment and empowering their team to succeed.
Democratic: This type of leader encourages collaboration and seeks input from their team in decision-making. They believe in building consensus and promoting shared ownership among their team.
Laissez-Faire: This type of leader allows their team to take the lead and make decisions without much input or direction from the leader. They focus on delegating tasks and allowing their team to operate autonomously.
Visionary: This type of leader has a clear and compelling vision for the future and works to inspire and motivate their team to achieve it. They are often creative and innovative and focus on driving change and growth.
Charismatic: This type of leader has a magnetic personality and inspires others through passion and enthusiasm. They can motivate their team and build a strong sense of loyalty and commitment.
Transactional: This type of leader focuses on achieving specific goals and results. They use a system of rewards and consequences to motivate their team and hold them accountable.
Collaborative: This type of leader values teamwork and seeks to build solid relationships and partnerships with their team. They focus on building consensus and fostering a sense of community among their team.
Coaching: This type of leader focuses on developing their team members and helping them reach their full potential. They provide guidance, support, and feedback to help their team grow and succeed.
Direct: This type of leader is decisive and confident in their decision-making . They give clear direction and expectations to their team and hold them accountable for meeting their goals.
Progressive: This type of leader is focused on continuous improvement and innovation . They are open to new ideas and encourage their team to take risks and explore new solutions.

Each leadership approach has its own strengths and weaknesses, and the best method for a given situation will depend on the team’s specific needs and the organization’s goals. As a job seeker, it’s important to understand the different leadership styles and to have a good sense of your own approach to leadership. This will help you effectively communicate your skills and experience to potential employers and stand out as a candidate for leadership roles.

How to Effectively Discuss Your Leadership Approach

As a job seeker, being asked about your leadership style in an interview can be daunting. However, it’s also an opportunity to showcase your strengths and demonstrate your fit for the role. The key to effectively discussing your leadership approach is to be prepared, confident, and able to articulate your personal and professional qualities. In this section, we will provide tips to help you describe your leadership style in an interview.

Here are some practical tips for discussing your leadership approach:

Understand your leadership style: Take the time to understand your own leadership style, including your strengths and areas for improvement.
Prepare examples : Before the interview, prepare specific examples of situations where you demonstrated your leadership skills. Be ready to discuss the challenges you faced and how you overcame them.
Be confident: Speak with confidence and be clear about your leadership style. This will demonstrate your personal and professional qualities to the hiring manager.
Be specific: Be specific about your leadership approach and avoid generalizing. Explain how your leadership style has been effective in past roles.
Emphasize the benefits: Emphasize the benefits of your leadership style, including how it has helped you achieve success and how it can benefit the company.
Be flexible: Be open to discussing how you may adapt your leadership style to fit the company or team’s needs.

Following these tips, you can effectively discuss your leadership approach in an interview and showcase your strengths to potential employers.

12 Sample Answers to “What Is Your Leadership Style?” Interview Question

Example answer #1: transformational leadership style.

My leadership style is transformational. I believe in inspiring and motivating my team to achieve our common goals. An example of this is when I led a sales team and increased their performance by 20% by setting clear targets and empowering them to take ownership of their sales processes. By creating a positive and supportive work environment , I was able to drive the team to reach new heights.

Example Answer #2: Situational Leadership Approach

My leadership style is situational. I believe in adapting my leadership approach based on my team’s situation and needs. An example is when I led a customer service team and faced a high volume of customer complaints. I quickly adapted my leadership style to become more hands-on, working closely with the team to resolve issues and improve our processes. This approach helped to improve customer satisfaction and maintain our reputation as a reliable and customer-focused company.

Example Answer #3: Servant Leadership Style

My leadership style is best described as a servant. I believe in putting the needs of my team first and creating a supportive and empowering work environment. An example of this is when I was leading a project team, and one of my team members was struggling with a personal issue. I made sure to give them the support and flexibility they needed, including allowing them to work from home when necessary. I fostered a strong and motivated team that delivered outstanding results by focusing on serving my team and creating a positive work culture.

Example Answer #4: Democratic Leadership Approach

My leadership style is democratic. I believe in encouraging participation and collaboration from my team and making decisions through consensus. An example of this is when I was leading a product development team, and we were facing a difficult design decision. I brought the team together to discuss the options, and we made the decision together based on the input and ideas of each team member. By creating a collaborative work environment, we could make informed and effective decisions that resulted in a successful product launch.

Example Answer #5: Laissez-Faire Leadership Style

My leadership style is laissez-faire. I believe in giving my team members the freedom and autonomy to do their jobs to the best of their ability. An example of this is when I led a creative team and allowed them to explore their ideas and approaches to projects. This resulted in a more innovative and creative output and improved the team’s morale and motivation. We achieved exceptional results by trusting my team and giving them the freedom to innovate.

job seeker answering what is your leadership style

Example Answer #6: Visionary Leadership Approach

My leadership style is visionary. I believe in setting a clear vision and inspiring my team to achieve a common goal. An example of this is when I was leading a start-up and could articulate a compelling vision that inspired my team to work tirelessly to bring it to life. As a visionary leader, I could focus the team on the bigger picture and drive success through our shared vision and purpose.

Example Answer #7: Charismatic Leadership Style

My leadership style is charismatic. I believe in using my energy and enthusiasm to inspire and motivate my team. An example of this is when I was leading a sales team and was able to increase their performance through my motivational speeches and one-on-one coaching sessions. Being a charismatic leader, I boosted morale and drove success for the team and the company.

Example Answer #8: Transactional Leadership Approach

My leadership style is transactional. I believe in setting clear goals, providing structure, and using rewards and consequences to motivate my team. An example of this is when I led a production team and improved efficiency by setting clear performance expectations and rewarding those who exceeded expectations. Using a transactional approach, I could drive results and maintain a well-run and productive team.

Example Answer #9: Collaborative Leadership Style

My leadership style is collaborative. I believe in working closely with my team to achieve shared goals and make decisions together. An example of this is when I was leading a cross-functional team and was able to bring together diverse perspectives to create a more effective solution. By being a collaborative leader, I was able to foster a sense of teamwork and improve the overall output of the team.

Example Answer #10: Coaching Leadership Approach

My leadership style is coaching. I believe in empowering my team members to develop their skills, grow professionally, and reach their full potential. An example is when I led a customer service team and provided regular coaching sessions and performance feedback to help them improve their skills. By using a coaching approach, I could not only drive performance but also help my team members grow and develop professionally, which helped increase overall job satisfaction and retention.

Example Answer #11: Direct Leadership Style

My leadership style is direct. I believe in providing clear guidance, setting expectations, and giving concise instructions to my team. An example of this is when I led a project team and provided clear direction on timelines, budgets, and deliverables to ensure the project was completed successfully. By using a direct approach, I ensured that the team was focused and on track, which helped to improve efficiency and productivity.

Example Answer #12: Progressive Leadership Approach

My leadership style is progressive. I believe in embracing change, experimenting with new ideas, and encouraging innovation within my team. An example is when I led a marketing team and encouraged them to test new approaches and techniques to drive more effective marketing campaigns. Using a progressive approach, I fostered a culture of innovation and creativity, which helped drive better results for the team and the company.

Frequently Asked Questions: Navigating the Leadership Style Interview Question

In this FAQ, we will answer some common questions related to leadership styles, including what they are, why they matter, and how to identify your own style. Whether you are a seasoned leader or just starting out, this guide will provide you with valuable insights to help you lead your team to success.

If you haven't had the opportunity to lead a team before, focus on discussing your ability to take charge and make decisions and your willingness to learn and grow as a leader.

That's okay! Many leaders have a blend of different styles, and it's okay to acknowledge that and discuss the other elements of your leadership approach.

If you're new to the workforce, you can discuss leadership qualities you have displayed in other areas of your life, such as school or volunteer work.

Be honest and talk about what you learned from the experience and how you plan to improve as a leader in the future.

Yes, specific examples are great for illustrating your leadership style and how you've effectively applied it in the past.

Focus on how your leadership style has helped your team and the company succeed, and avoid talking about yourself boastfully.

Acknowledge your areas of improvement and discuss what steps you're taking to improve in those areas.

Discuss your leadership style and how you have applied it in previous management positions . Describe how your leadership style has helped improve your team's performance.

Discuss your leadership style and how you have effectively led small teams to achieve their goals. Emphasize your ability to motivate, delegate, and manage a team effectively.

Focus on your own leadership style and avoid talking negatively about a past boss. Discuss the lessons you learned and how you plan to apply them in your next leadership role.

visionary, direct, coaching, leadership example answers

Lead the Way: Concluding Thoughts on Showcasing Your Leadership Ability

Answering the question “What is your leadership style?” can be challenging for many job seekers. However, with the proper preparation, you can showcase your leadership abilities and set yourself apart from other candidates. Understanding the different types of leadership styles is critical to effectively discussing your approach in an interview. Remember to be specific, use real-life examples, and focus on the benefits of your leadership ability.

At MatchBuilt Executive Search, we have helped thousands of job seekers and hundreds of hiring employers, and we understand the importance of preparing for this question. Our team of experts is here to offer guidance and support in your job search journey. Be sure to visit our blog for more tips on interviewing , resume building, LinkedIn optimization , and career development. With the proper preparation and understanding of your leadership skillset, you can showcase your abilities and impress potential employers in your next interview.

Expert Insights: Video Tutorials on Answering the Leadership Style Question

About Mark Matyanowski

As the founder of MatchBuilt, with over 18 years of recruiting and coaching experience and 8+ years in executive roles at a leading Fortune 100 company, I am deeply committed to guiding professionals in their career paths.

Our team at MatchBuilt offers expert support in enhancing resumes, optimizing LinkedIn profiles, and preparing for interviews. Our blog, drawing on our rich experience and industry insights, is a valuable resource for job seekers.

We take pride in successfully guiding job candidates to top-tier company roles while empowering individuals to achieve their career ambitions, irrespective of their background or educational level.

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Interview questions answered: What is your leadership style?

Great leader can make all the difference in any team at the workplace, or outside of it. Once you interview for a job in which you will lead someone–be it only one person , or a department of dozens of employees, or anything in between and beyond, you can expect to get at least a couple of questions about leadership.

They can inquire directly what leadership means to you, whether you consider yourself a leader or a follower, or they can ask you to share with them an example of a successful leadership from your last job. We analyze all these questions on different pages of InterviewPenguin.com , and no we will look at another one–the question about your leadership style .

Before I proceed to 7 sample answers to the question, I want to make sure you understand two things. First: job interview is not a school exam at the college of management. Second: people sitting in the interviewing panel are not teachers. And though we have many categorizations of leadership styles and you can relate to one of them in your answer, the most important thing is to describe, in a language they will understand , how you lead the people who work under you, and the great results you yield with your leadership . Or how you plan to do it, if this happens to be your first job application for any leadership role. You do not need any special terminology for this purpose…

Let’s have a look at the sample answers. I tried to come up with a variety of answers on my list, including some unconventional answers. Just to make sure at least one of them will resonate with you. Do not forget to check also my concluding thoughts at the end of this article.

7 sample answers to “How would you describe your leadership style?” interview question

I would describe my leadership style as results oriented . In an ideal case I’d like to have goals in place for every single employee –regardless of how simple their job is. Once we have the goals in place, we can set milestones, or daily schedule for everyone, and I can lead them on their way to continuously attain their goals , by checking their progress daily, making sure they know what they are supposed to do, delegating work, counseling them, and so on. It is also important to me to lead people in the way that they can see the bigger picture . Their work may seem routine or even lacking sense at times, especially here in automotive. That’s why I make it a point to personally explain everyone the role their work plays on the final product, the role they play in the team, and why it is indispensable. In my experience, it works wonders with their motivation . At the end of the day, we are all looking for a purpose, for a meaning to our everyday work and existence…
I would characterize my leadership style as highly democratic . Always trying to empower the people , and make them participate on the decisions we make in the department, I am no strict leader. In such a working environment everyone learns from everyone , and the entire department grows under my leadership. In my opinion, in an organization of this size, with so many employees working under me , empowering people and letting them to make decisions on their own, any time a situation allows it, is the only way to meet deadlines and progress faster than our competitors. Of course, it is my role as a leader to make sure every employee understands our values , and the direction we follow in the company, and decides accordingly …
Working on a construction site , I believe that only leadership style which works is a strict authoritative leadership . Let’s not be naive. Most of the people working here do not love their jobs . If they had better education or an opportunity to do something else to pay their bills, they would not be here . Hence they will do just as much as they have to, in order to keep their job and get their wage. If I do not set a specific deadline for finishing something , they will work slowly, spend a lot of time smoking cigarettes, and simply won’t progress at a desired pace. Hence it is crucial to set strict goals, to be present in the workplace , and do not allow for too much of independent decision making of the laborers. In my opinion, this is the only way to succeed as a construction supervisor.
I can talk about an example from my last job . Leading a group of seven creative people in a graphic design department, the best thing I could do was to set an overall direction for the team , tell them the final goal of each campaign, and then simply let them brainstorm, dream, imagine, and work. You can call it Laissez-faire leadership style if you want. And I would love to do the same in your company. Of course, it is crucial to have weekly or even daily team meetings , to make sure people stay on the task, and progress, and to encourage them and give them feedback and everything. Except of that, however, I believe it is best to let people work independently. Interfering too much would only limit their creativity.
This is my first application for a leadership job , and it hard to define my leadership style at work. However, I have an experience with leading some sport teams , such as at the college, or a group of friends. And I would characterize myself as a positive leader . I never hesitate to recognize someone for a good job they’ve done , praising them for their work. In my opinion, praise beats criticism. I also try to lead by an example. I would never ask someone to stay longer in work if I was to leave at time. In my opinion, this approach can yield great results, though I haven’t tested it yet in a corporate environment.
I would describe myself as a flexible leader . Having led various people and teams in my long managerial career, I’ve learned that different things work with different people and teams. Hence I do not like to limit myself to one leadership style only. As a good leader, I always try to assess the strengths and weaknesses of my team members . And I also like to test their decision making ability with some seemingly trivial decisions. If I see that the team works great without strong intervention from my side, I won’t intervene. On the contrary, if I see that the motivation drops quickly and so does the effectiveness , or other problems occur in the team–such as regular conflicts, I will opt for a more authoritative style of leadership. And when it comes to exceptional employees , people I can imagine in my own role one day , I will give them a special attention and try to work with them as a coach. To sum it up, I try to adjust my leadership style to the people I lead, situation in the business, and other circumstances. The goal always remains the same: to achieve the best long-term results for the business .
It would be probably better to ask my former subordinates . What I wanted to achieve, and how I wanted to lead them, and what they perceived, can be a completely different story. Anyway, I always tried to give a special attention to every employee . Regular one on one meetings formed the core of my leadership. Understanding what each employee wanted, and how it related to the goals of the business, as well as what their strengths and weaknesses were, I tried to coach everyone to achieve their best at work . Was I hard sometimes on them? For sure I was. But I did it with the best intention , and at the end of the day I also had goals to meet as the leader of the department. And I never hesitated to praise someone for a good job they’ve done…

Think about the job, working environment, and a fitting leadership style before your interview

Different working environments require different leadership styles . You will hardly succeed letting ten construction workers “do whatever they want”, letting them a complete freedom in the workplace. If you did so, you may as well return to the construction site after six hours and find people talking together and smoking cigarettes, having made no progress whatsoever.

On the opposite side of the spectrum, leading a team of creative engineers with an iron fist would not only hinder the progress of the team. Such people would simply leave the company , because freedom to decide and to think creatively and implement their own ideas is the reason why such people love engineering .

* Special Tip: This isn’t the most difficult question you will face while interviewing for any decent leadership role. You will face questions about prioritization, dealing with pressure, solving problems , and other tricky scenarios that happen in the workplace and with the people you manage. If you want to make sure that you stand out with your answers and outclass your competitors, have a look at our Interview Success Package . Up to 10 premium answers to 50 tricky scenario based questions (+ more) will make your life much easier in the interviews. Thank you for checking it out!

These are two extreme examples, of course, but I hope you got the point. Think about the company, values they try to promote in the workplace, type of people you will lead, and a style of leadership that should work well in such an environment. It should help you decide about the right answer to this tricky interview question.

Describe your leadership style in three words

Trying to avoid lengthy answers , the hiring managers may sometimes ask you to describe your leadership in three words. It is especially common on job application forms, and during the first rounds of hiring process, While I personally do not like the question, since each word can be interpreted in various ways , and without you elaborating on the “three words” they can make a completely wrong impression about your leadership style based on such a short description, you may face the question, and it is better to prepare for it .

One of the three words in your answer should perhaps characterize your leadership in general, such as authoritative, autocratic, democratic , etc. The other two words should help them understand the way in which you actually lead the people or project. Some good words you can use (depending on your way of leading others) include: friendly, inspiring, motivational, goal-oriented, demanding, personal, coaching . Choose some of them and then hope that the person reading or hearing the words will understand them correctly :).

Ready to answer this one? I hope so! Do not forget to check also sample answers to other tricky interview questions about your leadership:

What does leadership mean to you?
Are you a leader or a follower?
Who inspires you?
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15 Global Leadership Interview Questions and Answers

Prepare for the types of questions you are likely to be asked when interviewing for a position where Global Leadership skills will be used.

As the world economy becomes increasingly globalized, organizations are looking for leaders who can think and operate on a global scale. If you’re hoping to land a leadership role in a multinational company, you need to be prepared to answer global leadership interview questions.

Global leaders must have the ability to think strategically about the big picture while also being able to zoom in and focus on the details when necessary. They must be excellent communicators and have the cultural sensitivity to work effectively with people from all over the world.

In this guide, we’ll give you some tips on how to answer global leadership interview questions so you can show potential employers that you have the skills and experience they’re looking for.

What is meant by Global Leadership?
What are the various forms of leadership styles in a global organization?
Can you give me some examples of leading companies that have established themselves as leaders in the global market?
How do you think globalization affects an organization’s ability to lead globally?
How does your understanding of cultural diversity help you become a better leader?
What are the main challenges faced by organizations trying to establish themselves as global leaders?
What can be done to solve these problems and make sure that the business remains competitive in the future?
What are the best practices for ensuring that you retain control over your company even when it operates at a global scale?
Is it possible to transfer ownership of a company from one person or group to another? If yes, then how?
What are the advantages and disadvantages of being a global leader?
What is the difference between local and global leadership?
What are some common mistakes made by people who want to become global leaders?
What is an example of a successful global leader in today’s world? What makes them stand out from other leaders?
What is needed to succeed at becoming a global leader?
What are some ways to be a good global leader?

1. What is meant by Global Leadership?

This question is an opportunity to show your understanding of the role and how it relates to other roles in a global organization. You can define global leadership, explain what you think makes a good leader and describe some of the skills that are important for this position.

Example: “Global leadership means leading people from different cultures and backgrounds. It’s about being able to understand their needs and expectations while also managing them effectively. A good global leader should be someone who has strong interpersonal skills and cultural sensitivity. They should have excellent communication skills and be able to motivate others to achieve goals.”

2. What are the various forms of leadership styles in a global organization?

This question is a great way to show your knowledge of leadership styles and how they can be applied in a global organization. When answering this question, you should list the various forms of leadership styles and explain what each one entails.

Example: “There are many different types of leadership styles that I have encountered throughout my career. The first style is autocratic leadership, which involves a leader who makes all decisions without input from others. Another form of leadership is democratic leadership, where leaders make decisions with input from their team members. A third type of leadership is laissez-faire leadership, which means the leader delegates most tasks to their subordinates while maintaining control over major decisions.”

3. Can you give me some examples of leading companies that have established themselves as leaders in the global market?

This question is a great way for the interviewer to learn more about your leadership experience and how you’ve helped companies succeed in the global market. Use examples from your own career or include information on other leaders that have made an impact in the industry.

Example: “I worked with a company that was looking to expand their business into China, so I helped them create a plan of action to reach Chinese consumers through social media marketing. We used platforms like Weibo and WeChat to connect with our target audience and establish ourselves as experts in our field. The company saw a huge increase in sales within six months of entering the Chinese market.”

4. How do you think globalization affects an organization’s ability to lead globally?

This question can help the interviewer understand your thoughts on how globalization affects an organization’s ability to lead globally. Use examples from your experience or research to explain how you think globalization impacts organizations and their leaders.

Example: “I believe that globalization has a positive impact on an organization’s ability to lead globally because it allows businesses to reach more customers, which in turn increases revenue. However, I also think that globalization can have a negative effect on an organization if they aren’t prepared for it. For example, when companies expand internationally without having a plan in place, they may not be able to communicate effectively with employees who speak different languages. This can cause issues within the company.”

5. How does your understanding of cultural diversity help you become a better leader?

Understanding cultural diversity is an important skill for global leaders. Employers ask this question to see if you have the ability to work with people from different backgrounds and cultures. Use your answer to explain how your previous experiences helped you develop this skill. Share a specific example of when you used your knowledge of cultural diversity to help you lead a team or solve a problem.

Example: “I’ve always been interested in learning about other cultures, which led me to study abroad during my undergraduate degree. During that time, I learned so much about the differences between American culture and Spanish culture. This experience taught me how to adapt to new situations and communicate effectively with others who speak different languages. It also gave me valuable leadership skills, such as being able to delegate tasks and inspire others.”

6. What are the main challenges faced by organizations trying to establish themselves as global leaders?

This question can help the interviewer assess your understanding of what it takes to lead a global organization. Use examples from your experience or research to explain how organizations can overcome these challenges and succeed in the global marketplace.

Example: “The main challenge faced by many companies trying to establish themselves as global leaders is that they often have to compete with other businesses for talent, which can be costly. To solve this problem, I recommend creating an international team where employees are encouraged to work together regardless of their location. This strategy helps you attract top talent while also reducing costs associated with hiring people who may not stay long-term.”

7. What can be done to solve these problems and make sure that the business remains competitive in the future?

This question is a great way to show your leadership skills and how you can use them to help the company succeed. When answering this question, it’s important to focus on what steps you would take to solve these problems and make sure that the business remains competitive in the future.

Example: “I think one of the biggest issues with globalization is communication. I would implement a system where all employees are required to learn at least two languages so they can communicate effectively with their international colleagues. Another issue is cultural differences. To combat this problem, I would create an employee training program that teaches employees about different cultures around the world. This will allow them to understand other people better and work more efficiently.”

8. What are the best practices for ensuring that you retain control over your company even when it operates at a global scale?

This question is an opportunity to show your interviewer that you have the skills and experience necessary to lead a global company. Use examples from your previous work or education to explain how you would manage this process.

Example: “I believe that one of the best ways to ensure control over my company when it operates at a global scale is through effective communication. I always make sure that all employees understand who they can contact with questions, concerns or ideas. In addition, I encourage open lines of communication between departments so that everyone has access to information about what’s happening in other parts of the business.”

9. Is it possible to transfer ownership of a company from one person or group to another? If yes, then how?

This question is a test of your leadership skills and ability to make decisions. It also shows the interviewer how you would handle conflict in the workplace.

Example: “Yes, it’s possible to transfer ownership from one person or group to another. However, I believe that this should only be done when there are no other options available. In my experience, transferring ownership can cause conflict within the company because employees may feel as though they’re being replaced. Instead, I prefer to find ways for everyone to work together more effectively so that we don’t need to transfer ownership.”

10. What are the advantages and disadvantages of being a global leader?

This question is a great way to test your knowledge of the challenges and opportunities that come with being a global leader. You can use examples from your own experience or you can refer to research on this topic.

Example: “There are many advantages to being a global leader, including having access to more resources and talent than local leaders. However, there are also some disadvantages, such as needing to be able to communicate effectively in multiple languages and managing time zones. I have found that it’s important to hire people who are good at these things so you can focus on other aspects of leading.”

11. What is the difference between local and global leadership?

This question is a great way to test your knowledge of global leadership skills. It also allows you to show the interviewer that you understand how local and global leadership differ, which can be important for any role in which you may need to lead teams across different locations or countries.

Example: “Local leaders focus on their team members’ needs and goals within their own location. They are responsible for making sure their team members have what they need to succeed at work. Global leaders, however, must consider the needs and goals of all employees around the world. They must make decisions that benefit everyone while still considering the company’s overall mission.”

12. What are some common mistakes made by people who want to become global leaders?

This question can help an interviewer determine your awareness of common pitfalls and how you might avoid them. Your answer should show that you understand the challenges of global leadership and have strategies for avoiding these mistakes yourself.

Example: “One mistake I see is when people try to be a leader in every situation, even if they aren’t qualified or don’t have the resources to do so. This can lead to poor decision-making and missed opportunities. Instead, I think it’s important to know when to delegate tasks and let others take on more responsibility. Another common mistake is not being aware of cultural differences. For example, some cultures are more direct than others, which can make communication challenging. It’s important to learn about different cultures and adapt accordingly.”

13. What is an example of a successful global leader in today’s world? What makes them stand out from other leaders?

This question is a great way to show your knowledge of current global leaders and how they’ve used their leadership skills to succeed. You can choose someone who you admire or someone who has achieved something that you would like to achieve in the future.

Example: “I think Elon Musk is an excellent example of a successful global leader. He’s been able to create multiple companies, including Tesla Motors and SpaceX, which are both changing the world for the better. His ability to innovate and find new ways to solve problems makes him a great leader.”

14. What is needed to succeed at becoming a global leader?

This question is a great way to show your interviewer that you have the skills and knowledge needed to succeed in this role. Use examples from your own experience or research to explain what it takes to be successful as a global leader.

Example: “To become a global leader, I believe you need to first understand how different cultures operate. This means learning about their values, beliefs, norms and expectations. It’s also important to learn about the history of each country you’re working with so you can better communicate with employees. Another skill I think is necessary for success is being able to speak multiple languages. Being able to communicate with employees in their native language shows respect and helps build trust.”

15. What are some ways to be a good global leader?

This question can help the interviewer understand your leadership style and how you plan to lead your team. Use examples from your experience that show you know what it takes to be a good global leader.

Example: “I believe being a good global leader means first understanding the culture of the country or region where you’re working. I’ve worked in three different countries, so I have learned how to adapt my communication style to fit with each unique environment. For example, when I was working in Germany, I knew that direct confrontation wasn’t always appropriate because Germans are more reserved than other cultures. Instead, I would use active listening techniques to make sure everyone had their voice heard.”

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Leadership Interview Questions (With Example Answers)

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Find a Job You Really Want In

Leadership is invaluable to a company. That’s why the interview process is so important. Employers need a way to see if you can be an agent of change for their organization.

Hiring managers and recruiters rely on open-ended questions to reveal how you would handle challenging situations. Below you’ll find a guide of commonly asked leadership questions.

Key Takeaways:

When answering these questions, it is important to think on your feet, read the job description, and use the STAR method.

It’s important to dress to impress, be confident, and don’t take all the credit when answering these questions.

Interviewers want to assess your leadership capabilities regardless of the position you’re applying for. Leaders will naturally rise through an organization, and it helps employers to know who to keep their eyes on for when jobs like this open up.

Leadership Interview Questions with Answers

What Is Leadership?

How to answer leadership interview questions, example answers to the most common leadership interview questions, additional leadership interview questions, what leadership qualities are companies looking for, how to answer leadership interview question when you don’t know the answer, leadership interview tips, leadership interview questions faqs, final thoughts.

Leadership is the ability to direct, support , and manage people and projects through social influence. Good leaders set and accomplish challenging but achievable goals by maximizing the potential of their subordinates.

Leaders are automatic motivators who encourage the best of everyone they work alongside. They need to be decisive, recognize strengths in others, know how to delegate, and provide a big-picture vision that everyone can understand and get on board with.

Don’t make the mistake of thinking you won’t be asked leadership interview questions just because you’re not applying for a supervisory position. Not all leaders are managers, and not all managers are great leaders. You can lead a team on a project or be asked to step into a leadership position in just about any job.

Storytelling is arguably the most powerful tool in your job hunting toolbox. You can develop stories from your previous work experience to share while interviewing. That way when they ask you to tell them an example, you have a powerful one to share.

Answer with the STAR method. That stands for Situation, Task, Action, Result. It’s like a mini case study describing what happened, how you handled it, and the way it turned out.

Describe the situation.

Tell the task you were assigned.

Talk about the actions you took.

Share the results you generated.

Many leadership interview questions are also behavioral questions which the STAR method is designed to answer. Behavioral interview questions are those that ask you how you behaved in a past situation, and they help interviewers understand your thought process and predict how you would behave if hired.

Think on your feet. Having stories is great, but situational interview questions , which are the same as behavioral ones, but hypothetical, will require you to think on your feet and envision how you’d respond in a given situation. It’s important to understand your leadership style and have great examples of times when you stepped up as a leader .

The key is to carefully read the job description. This is to understand what they are looking for. Then think about your work experience. When have you used or exhibited the qualities they are looking for in this role? How can you write a short story that demonstrates you have that skill.

Learn as much about the company you’re applying to as possible. When you know what specific challenges the company is facing, it’s much easier to paint your leadership abilities as the perfect solution. Show that you know how you’ll perform this job from day one, and hiring managers will be much more comfortable extending you a job offer.

Passion. Passionate leaders lead with heart and soul. Not only are they fully enthusiastic and fully engaged, but they can inspire others to do the same. They want to know what gets you up in the morning .

What does passionate leadership mean to you?

Example answer: To me, passionate leadership is about knowing that you can always find a way. It’s a strength and power that helps you tackle any obstacle that comes your way. As a leader, when your team sees that belief in you, it’s infectious. It inspires them to achieve their best too.

What are you passionate about?

Example answer: I am passionate about making a difference in any role I serve. I love that your company is dedicated to sustainability. Your devotion to going net carbon zero is helping the planet. That makes me feel great about working here and helping save the planet.

What is the biggest challenge in our company you’d like to solve?

Example answer: The restaurant industry is facing big challenges in these pandemic times. To survive, we will have to shift. We will have to promote more delivery and take out programs. We will have to find ways to instill contactless ordering and payment. Finally, we need to adopt new protocols to ensure the safety of our workers and patrons. I would love to help you lead this change.

Tell me about a time when something went wrong at work and you took control.

Example answer: The PR team released a press release about an author’s upcoming book launch party. The final press released was approved. But our staff member accidentally sent an old version that had the wrong location for the event. I called the editor of the newspaper personally and got the event location updated in five minutes. Quick attention to detail and swift action saved the day.

Adaptability. Companies everywhere face constant change and complexity. That’s why leadership needs to be flexible to adjust to new conditions.

Give me an example of a time you were asked to handle a new task at work.

Example answer: I was tasked with handling the Instagram account as part of the social media management duties. Since it’s a social media channel I was less experienced in, I wanted to learn more about how to use it, boost engagement, and drive traffic with IG. I purchased two courses on Instagram. I picked up a couple of tips for new ways to link product mentions directly to our online store. It felt great to take initiative in the best ways to use this social channel.

Tell me about a problem that came up at work and how you came up with a solution.

Example answer: Our team was using Microsoft Word to create reports. This caused an issue of having to send articles back and forth for revisions. I suggested we switch to Google Docs. That way we can invite others to edit. Plus we are always working on the most up-to-date version of the report. Having a web-based solution improved accuracy and saved time.

Share about a new policy change at work and how you helped team members adjust.

Example answer: We recently hired a new assistant manager with many years of experience at a national retail chain. While he had experience in management, he didn’t have experience in the jewelry industry. This became frustrating in several ways. Before we were able to look up to our head manager for very specialized jewelry questions. But we found a way. We worked to fill the knowledge gap. He kept things running smoothly. In the end, it worked.

Tell me about when you had to adjust quickly to changes over which you had no control. How did you handle it?

Example answer: We had an angry person drive into the office building and start shooting. We all went into the bathroom. We took our two clients in with us. We locked the door and stayed there till two hours later when police said it was ok. We stayed calm. Took action. Everyone in our office was safe.

Inspiration. Remember in the Wizard of Oz how Glinda the Good Witch helped the Scarecrow find his brain, the Lion find his heart, and the Tinman find his courage? That’s what good leaders do. Good leaders invest in their team. They find the greatness within and foster their team’s desire to achieve their best.

What past leader that you worked for did you really admire and why?

Example answer: My past manager said that I had a real gift for connecting with people on a heart level. That really meant a lot to me. That allowed me to lead with my strengths during the sales process. When you can genuinely feel connected, care about someone, and know you are helping them, sales are easy.

If a team is struggling to stay motivated, what steps would you take to boost engagement?

Example answer: One of my old bosses used contests to motivate us. I always thought that was a fun incentive. For example, the person with top sales that month would get “lunch with the boss .” It really drove us to think about our goals and push harder.

How do you react when faced with multiple obstacles while trying to achieve a goal? What did you do about it?

Example answer: The first thing is to stay calm. That lets you think clearly. Then take a look at the situation from all sides. Sometimes some creative brainstorming is all it takes. When you find ways to overcome an obstacle, it can make the final outcome stronger.

Emotional Intelligence. In the Steven Spielberg film E.T. The Extra-Terrestrial when E.T. lifts up his feeling and says “ouch” he is displaying huge emotional intelligence. He sees, understands, and recognizes Elliot’s pain. He has compassion and wants to heal his hurt.

That’s what leaders with emotional intelligence do. You can’t just lead logically. You need to engage your heart too.

How would you respond when a co-worker challenges you?

Example answer: We have all worked with a Negative Nellie. They are either a bully, or they challenge you, or they are trying to ruin your reputation. One time a coworker took credit for my sale. While I was upset, I didn’t want to confront her. I spoke to my manager to get their thoughts. They agreed that splitting the commission was fair. So I took my co-worker aside to discuss it. She didn’t realize that was my customer. She was happy to split the commission equally. Handling it privately and calmly fixed it on a business level and a personal level.

What behaviors really drive you crazy at work?

Example answer: There was a sales guy who was always late for work. The manager would have to call and wake him up at 1 pm for his night shift. That was very frustrating that he was allowed to be late all the time when the rest of us showed up to work. We spoke to our boss. He gave him a warning. Then they put him on a “three times and you are out” system. He struck out three times and lost his job. Problem solved.

How do you unwind after a stressful day at work?

Example answer: After a long day at work, I love going to the gum to let go of the pressures of the day. I feel relaxed after a good work out. It forces me to get out of my head and into my body. Then when I get home, I am more present for my family.

Have you ever had to change a habit? If so, what did you do?

Example answer: When my diabetes numbers went up, I was looking for a natural way to improve my blood sugar. So I went on a keto diet. I read everything I could about it. I joined an online low carb community. Plus, I went keto with a friend. It was exciting to go all-in on this new adventure. I was thrilled when my blood sugar got so low I was able to get off my Metformin. Getting excited about the change, how it would help me, and getting accountability helped so much.

Empowering. “Give a Man a Fish, and You Feed Him for a Day. Teach a Man To Fish, and You Feed Him for a Lifetime.” Good leaders teach their people. They empower them with skills and beliefs so they can achieve more.

Tell me about a time that you took it upon yourself to help team members improve a skill.

Example answer: Many customers who came to the store said “no we are just looking” So we pulled together as a team with ideas on how to engage these people. One way was to say “are you shopping for anyone in particular?” Another was “what occasion are you shopping for?” Finally, we found if you just took them to something in the store and said, “Have you seen our new Disney Collection?” It led them to say what they were looking for.

Share a story of a time that you gave positive recognition and feedback to team members for their accomplishments.

Example answer: At the annual convention, they had the top 24 salespeople get on stage. They were given an award. Pictures were taken. They played “We are the champions.” They were given special laptop cases saying “Eagles Nest – Top 24 in Sales.” It was a very special time of recognition.

Describe an example of a time you did something to improve productivity.

Example answer: To make opening the store faster in the mornings, we put numbered markers on the bottom of jewelry displays with matching numbered markers. That way when you took the jewelry out of the safe and placed it in the display, you just matched it up. No confusion or guessing.

Give me an example of a way that you encouraged a team member.

Example answer: I love recognizing achievement. I think it keeps morale high. For instance, I noticed that one of our part-time employees was on the quiet side. He was kind of an intellect and struggled with engaging customers. So we did some role-playing to help him feel more comfortable. It was awesome to see him feeling more confident in building rapport.

Company Culture Fit. Remember in the movie Office Space? Joanna, played by Jennifer Anniston is working as a waitress at the restaurant Chotchkie’s. She is wearing fifteen pieces of flair (the minimum required). However, the boss chastises her for not wearing thirty-seven pieces of flair like her co-worker Brian. The boss says “Now if you feel that the bare minimum is enough, then okay. But some people choose to wear more and we encourage that, okay? You do want to express yourself, don’t you?”

That’s what culture fit is. Company’s want leaders who fit the attitudes, values, and ethics of their organization. That’s why they may ask you what’s your dream job .

How would you describe your leadership style?

Example answer: I believe that you can’t take your team somewhere that you haven’t been to. You have to lead as an example and walk the talk. If I say we are leading with a new initiative, I show them how I am having success with it. When they see my attitude and ability to make it work, they will follow.

What are the top things you need to succeed in this position?

Example answer: I love being part of an organization that values the growth and development of their people. Personal development and growth in my career is very important to me. Second, I enjoy being part of a close-knit team. I want to know that we care about each other and have each other’s back. The feeling of “family” is very rewarding. Lastly, I love when an organization recognizes achievements. To know that I got top sales in the district and I get a personal shout out from the District Manager feels great. It motivates me. Plus I feel acknowledged for my efforts.

What does an ideal company culture look like to you?

Example answer: I love working at a company where people care about each other and the cause they are working for. It’s great to have everyone working hard to make things happen. But we get together after work and connect too. I love that your company works to help the hungry. It would be great to have a monthly night where the whole team works at the soup kitchen.

Which of our company’s core values do you identify with?

Example answer: I really relate to the company value of being a “force for good”. That’s something I can really connect to. It helps me imagine how in every product and offers I can ensure it serves as a force for good. That idea of service is very motivating for me.

Conflict Resolution As President Ronald Reagan said, “Peace is not the absence of conflict, it is the ability to handle conflict by peaceful means.”

Workplace environments can breed drama, negativity and stress. Companies look to leaders to resolve conflicts and restore peace. More on how to tell them about a conflict or challenge you’ve faced at work .

Tell me about a time when you disagreed with your boss.

Example answer: My boss has a rigid framework and a very direct communication style. At times his comments cut like a knife. As a creative, it was affecting my ability to work. I had a talk with him. In a calm, polite way I explained how I felt. It really made a huge difference in how we spoke to me. That allowed me to listen to the feedback he had and make adjustments. It improved our work relationship and the quality of work.

Tell me about the most difficult team you’ve ever been on.

Example answer: The company I worked for had a manager and assistant manager with very strong personalities. They would always be snapping little comments at each other all day. We desperately wanted them to stop fighting and start working. So they had a few shouting matches in the backroom. But it allowed them to hash things out and reach an understanding. When they were calm, the whole atmosphere in the office was better.

When there is a disagreement on your team, how do you handle it?

Example answer: Sometimes it’s a matter of picking your battles. Some things you can let go over your head. Other things are a bigger deal and actually matter. First I try talking to the individual directly in a private place. If the matter needs escalation I have gotten management involved. Usually, both parties just need to be heard and have their points of view validated. Then you can negotiate to find a corrective action that works.

When have you demonstrated leadership abilities in a professional setting?

What is the most difficult decision you’ve made as a leader?

Who do you admire as a leader? Why?

How do you build rapport with a new team?

Tell me about a time when you had to lead by example.

How do you respond to employee feedback?

What’s your approach to constructive criticism?

What steps would you take to make for a positive work environment and company culture?

How do you track your team’s performance? What metrics do you value most?

What’s your approach to delegation?

A strong leader creates a vision, makes a plan, and inspires his people to achieve greatness. This doesn’t just happen. It takes a special set of skills to lead .

Great leaders are able to:

Think on their feet

Be pioneering agents of change

Take calculated risks

Step up during a crisis

Deal with the troublemakers

Negotiate without causing conflict

Inspire staff members to develop and grow

Improve the productivity of underperformers

Share expertise to help others thrive

Do you have the key traits that distinguish the best from the rest?

Past performance is one of the top indicators of future performance. That’s why interviewers rely on open-ended questions. They require candidates to share real examples of how they handled situations in the past. Inspiring confidence is all about the delivery.

The hiring manager asks you a question that leaves you totally stumped. Your heart starts racing because you don’t know the answer. What do you when you don’t know how to answer an interview question ?

Take a deep breath. Say that’s a great question. So you want to know (repeat what they said). Then answer the question they should have asked which you can provide a solid answer for.

Be honest. Simply state that you don’t know, if you can’t get around a direct question with the above question. Leaders need to have integrity, as subordinates will count on you to be honest, accountable, and transparent. But don’t get panicky when you’re not sure how to answer.

Leaders have to project confidence through tumultuous times, and if you can’t keep calm during a job interview , the hiring manager may doubt your ability to stay cool under the strain of the actual job.

Whether you’re applying for a leadership position or you’re hoping to set yourself up as a potential company leader in the future, selling yourself as a leader is about more than your interview answers. Follow these tips to stand out as a leader:

Dress to impress. It may not be entirely fair or logical, but it’s important to look like a leader if you want to make a good impression. That means stepping up your interview attire , getting a super sharp haircut, and just generally look like you’ve got your life together.

Be confident. Interviewers will note the tone of your voice and the body language you express without even thinking about it. Maintain good posture, make sure to look everyone in the eye, and speak without hesitations or uncertainty.

It’s also extra important to be friendly and personable if you’re applying for a leadership role, without coming across as inauthentic.

Share how you think. Throughout the course of the interview, you want to give the hiring manager as close to an inside look at your thought process as possible.

It’s not just about landing the job; you want to make sure that your proposed leadership style will gel with the existing corporate structure, otherwise neither party will be very happy after you’re hired.

Do your research. Every job applicant should research the company and the role, but leaders need to go a step further. Hiring managers and recruiters will expect you to have a more far-reaching knowledge of the department as well as departments you’ll work closely alongside.

Don’t take all the credit. It’s important to appear humble even as you discuss your accomplishments as a leader. Remember to give credit to your team members as you talk about your achievements, so the hiring manager can see that you recognize business is a team effort.

What questions are asked in a leadership interview?

Questions asked in a leadership interview include:

What is the biggest challenge in our company youâ€™d like to solve?

How do you monitor the performance of the people that you have to lead?

Interviewers will ask leadership questions that allow them to gauge your ability to motivate, evaluate, engage, and direct employees to achieve organizational goals.

How do you prepare for a leadership interview?

To prepare for a leadership interview:

Practice answers to common leadership questions.

Research leadership philosophies in business.

Understand the STAR method of answering interview questions.

Read over the job description.

Be confident, positive, and gracious.

This kind of preparation will allow you to be your best self in the leadership interview. It is important that you sound organic and authentic in your response, so don’t sound like a robot reading off a script.

What are the qualities of a good leader?

The many qualities of a good leader include:

An ability to inspire confidence.

Decisiveness

Excellent communication

Critical thinking

Can delegate and compartmentalize

Since there are different types of leadership which are appropriate for different situations, the qualities of a good leader can vary. However, most good leaders have some level of the qualities listed above to help them guide others to success.

What are types of leadership? Types of leadership include:

Transformational. This is a leader who focuses on growth and development.

Democratic. This is a leader who makes decisions based on consensus and the opinions of others.

Authoritative or autocratic. This is a leader who embraces their own judgement and has the final say on everything.

Laissez-faire. This is a hands-off leader who delegates tasks and leaves people to make their own decisions as much as possible.

Servant. This is a leader who focuses on the needs of others when making decisions.

Transactional. This is a leader who focuses on rewards and punishments to achieve goals.

Leaders may focus on one style of leadership, or combined others and use them as needed. As a leader, you have to make the choice of what type you will be.

What is the STAR method in interviewing?

The STAR method in interviewing is a way to structure your answer about real or hypothetical scenarios. The interviewer will judge your skills and traits based on how you answer.

The STAR method gives logical and engaging structure to your answer. It stands for:

Situation. Provide context by setting the scene.

Task. Describe what your task in the situation.

Action. Explain your actions.

Result. Conclude with your results.

Help the recruiter see the leader you are meant to be. It’s just a matter of connecting the dots and showing how your experience, attitudes, and skills are a match for their needs.

Explain with confidence what sets you apart from other candidates . Be prepared to share stories to demonstrate how you are the best candidate who will fuel their firm’s success.

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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6 Leadership Interview Questions That You Can Expect

How can you be better prepared for job interviews? By reviewing the most typical questions ... [+] beforehand.

Interviewing for a leadership position is one of the most important steps in a person’s career. The questions asked during these interviews are designed to uncover the candidate’s ability to successfully lead a team and to help push the company forward. Having an understanding of these questions in advance and preparing for them will ensure that you make a favorable impression during the interview. Here are 6 questions to expect in a leadership interview.

6 Questions To Expect In A Leadership Interview

1. describe a time when you were responsible for leading a team to achieve a challenging goal..

Leadership positions are challenging, and hiring managers want to know how you perform in a high-pressured environment. The answer you give to this question will also highlight your problem-solving abilities.

Key Points/Themes: Give specific examples, highlighting the goal, the challenges you faced, the strategies you used to overcome these challenges, and the success of the outcome. Additionally, focus on key leadership skills such as communication, strategic planning, and leadership.

Demonstrating Leadership: An important element of leadership is your ability to make good decisions to ensure a successful outcome. Challenging goals require you to come up with innovative solutions and lead your team to implement them.

2. Team conflict is inevitable, how do you handle it?

No matter how well your team work together, there is always going to be conflict. Conflict stifles the team; therefore, it is essential that conflict is resolved effectively to maintain a productive work environment. This question is intended to gain insight into your emotional intelligence and conflict resolution skills.

Key Points/Themes: Conflict is difficult, and it can have a negative effect on employees. The main aim of conflict resolution is to rectify the situation fairly so that all parties involved are satisfied. To achieve this, you must possess good listening skills, show empathy, and have the ability to remain impartial and calm.

Demonstrating Leadership: When dealing with conflict, leadership is demonstrated by facilitating communication between parties, basing decisions on evidence and facts instead of personal opinions, and showcasing their problem-solving abilities by finding a solution that addresses the root cause of the problem.

3. What is your leadership style, and what positive effect does it have on your team?

Understanding your leadership style helps interviewers determine whether you will be a good fit for the company’s culture and the team you will be leading.

Key Points/Themes: Discuss your leadership style and your reasons behind it. Highlight whether your leadership style is natural, or whether you have adopted it because you believe it is more effective.

Demonstrating Leadership: Provide examples of how your leadership style has led to successful outcomes. Also, highlight your ability to adapt your leadership style to the needs of individual team members.

4. Have you ever been assigned the task of implementing change within a company?

Your ability to manage change is essential in today’s fast paced business environment. It also demonstrates your ability to adapt and your strategic thinking capabilities.

Key Points/Themes: Discuss the steps you took to implement the changes and how you managed and guided your team through the transition.

Demonstrating Leadership: Highlight your communication skills, how did you communicate the changes to your team members? Was there resistance to these changes? If so, how did you handle it? Demonstrate your ability to lead through uncertainty and secure a positive outcome.

5. How do you mentor and develop your team members?

A good leader is capable of bringing out the best in the people they lead. They invest in their teams growth and create an environment that supports continuous development and improvement.

Key Points/Themes: By discussing your approach to mentoring and developing your team members, you give the interviewer insight into your ability to provide development opportunities, support career growth, inspire and motivate your team, and provide constructive criticism for the betterment of your employees.

Demonstrating Leadership: Discuss what you did to empower your team members. How do you model good leadership characteristics? Did you delegate specific responsibilities to help them grow? What did you do to help build their confidence.

6. What is your decision-making process?

Impulsive leaders who do not think through their decisions are a liability to the company. Therefore, hiring managers want to understand your decision-making process to determine whether you are a strategic thinker capable of making decisions that align with organizational goals.

Key Points/Themes: Give examples of when you have had to make difficult decisions. Discuss your decision-making process, the rationale behind your choices and the outcome of your decision.

Demonstrating Leadership: Demonstrate your ability to make difficult decisions and stand by them. How you analyzed the situation thoroughly before moving forward and the logical reasoning used to assess the risks and benefits. Additionally, good leaders seek input from their team and other stakeholders. Discuss how you involved them in the decision-making process.

While preparing for your interview, remember to focus on specific situations, your actions, and the outcomes. Where possible, use data and metrics to quantify your impact. Through extensive preparation, you will answer the questions effectively and demonstrate that you are ready to take on a leadership role.

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10 Common Job Interview Questions and How to Answer Them

Vicky Oliver

Use this guide to stand out from the crowd and land the role you want.

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

Could you tell me something about yourself and describe your background in brief? : Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
How do you deal with pressure or stressful situations? : Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
What are your salary expectations? : Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

Where your work meets your life. See more from Ascend here .

Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including 301 Smart Answers to Tough Interview Questions , named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 900 appearances in broadcast, print, and online outlets.

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50+ Most Common Interview Questions and Answers

Wouldn’t it be great if you knew exactly what questions a hiring manager would be asking you in your next job interview ?

We can’t read minds, unfortunately, but we’ll give you the next best thing: a list of 53 of the most commonly asked interview questions and answers, along with advice on how to come up with your own responses.

While we don’t recommend having a canned response for every interview question (in fact, please don’t), we do recommend spending some time getting comfortable with what you might be asked, what hiring managers are really looking for in your responses, and what it takes to show that you’re the right person for the job.

Land more interviews by looking for more open jobs on The Muse »

Consider this list your job interview answer and question study guide. (And don’t miss our bonus list at the end, with links to resources on specific types of interview questions—about emotional intelligence or diversity and inclusion , for example—and interview questions by role, from accountant to project manager to teacher.)

50+ most common job interview questions and answers

Tell me about yourself.
Walk me through your resume.
How did you hear about this position?
Why do you want to work at this company?
Why do you want this job?
Why should we hire you?
What can you bring to the company?
What are your greatest strengths?
What do you consider to be your weaknesses?
What is your greatest professional achievement?
Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.
Tell me about a time you demonstrated leadership skills.
What’s a time you disagreed with a decision that was made at work?
Tell me about a time you made a mistake.
Tell me about a time you failed.
Why are you leaving your current job?
Why were you fired?
Why was there a gap in your employment?
Can you explain why you changed career paths?
What’s your current salary?
What do you like least about your job?
What are you looking for in a new position?
What type of work environment do you prefer?
What’s your work style?
What’s your management style?
How would your boss and coworkers describe you?
How do you deal with pressure or stressful situations?
What do you like to do outside of work?
Are you planning on having children?
How do you stay organized?
How do you prioritize your work?
What are you passionate about?
What motivates you?
What are your pet peeves?
How do you like to be managed?
Do you consider yourself successful?
Where do you see yourself in five years?
How do you plan to achieve your career goals?
What are your career aspirations?
What’s your dream job?
What other companies are you interviewing with?
What makes you unique?
What should I know that’s not on your resume?
What would your first few months look like in this role?
What are your salary expectations?
What do you think we could do better or differently?
When can you start?
Are you willing to relocate?
How many tennis balls can you fit into a limousine?
If you were an animal, which one would you want to be?
Sell me this pen.
Is there anything else you’d like us to know?
Do you have any questions for us?

1. Tell me about yourself.

This question seems simple, so many people fail to prepare for it, but it’s crucial. Here's the deal: Don’t give your complete employment (or personal) history. Instead, give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Muse writer and MIT career counselor Lily Zhang recommends using a present, past, future formula. Talk a little bit about your current role (including the scope and perhaps one big accomplishment), then give some background as to how you got there and experience you have that’s relevant. Finally, segue into why you want—and would be perfect for—this role.

Possible answer to “Tell me about yourself.”

“ Well, I’m currently an account executive at Smith, where I handle our top-performing client. Before that, I worked at an agency where I was on three different major national healthcare brands. And while I really enjoyed the work that I did, I’d love the chance to dig in much deeper with one specific healthcare company, which is why I’m so excited about this opportunity with Metro Health Center.”

Read More: A Complete Guide to Answering “Tell Me About Yourself” in an Interview (Plus Examples!)

2. Walk me through your resume.

Like “Tell me about yourself,” this question is a common interview opener. But instead of framing your answer around what qualities and skills make you best for the position, your answer should group your qualifications by your past jobs and tell your career story. You might choose to tell this story chronologically, especially if there’s a great anecdote about what set you on this path. Or, as with “Tell me about yourself,” you can begin with your present job then talk about what brought you here and where you’re going next. But regardless, when you speak about your “past” and “present,” highlight your most relevant experiences and accomplishments for this job and wrap up by talking about the future, i.e. connect your past and present together to show why this job should be the next one you add to your resume.

Possible answer to “Walk me through your resume.”

“Well, as you can see from my resume, I took a bit of a winding road to get to where I am today. In college, I double majored in chemistry and communications. I found early on that working in a lab all day wasn’t for me and at some point I realized I looked forward to the lab class I TA’ed the most.

“So when I graduated, I found a job in sales for a consumer healthcare products company, where I drew on my teaching experience and learned even more about tailoring your message and explaining complex health concepts to people without a science background. Then, I moved into a sales training role at a massive company where I was responsible for teaching recent graduates the basics of selling. My trainees on average had more deals closed in their first quarter than any of the other trainers’ cohorts. Plus, I got so much satisfaction from finding the right way to train each new hire and watching them progress and succeed. It reminded me of my time as a TA in college. That’s when I started taking night classes to earn my chemistry teaching certificate.

“I left my full-time job last year to complete my student teaching at P.S. 118 in Manhattan, and over the summer, I worked for a science camp, teaching kids from the ages of 10 to 12 about basic chemistry concepts and best practices for safe experiments. Now, I’m excited to find my first full-time teaching job, and your district is my top choice. The low student-to-teacher ratio will let me take the time to teach each student in the best way for them—which is my favorite part of the job.”

Read More: How to Respond to “Walk Me Through Your Resume”—and Get Your Interview Started on the Right Note

3. How did you hear about this position?

Another seemingly innocuous interview question, this is actually a perfect opportunity to stand out and show your passion for and connection to the company. For example, if you found out about the gig through a friend or professional contact, name-drop that person, then share why you were so excited about the job. If you discovered the company through an event or article, share that. Even if you found the listing through a random job board, share what, specifically, caught your eye about the role.

Possible answer to “How did you hear about this position?”

“I heard about an opening on the product team through a friend of a friend, Akiko, and since I’m a big fan of your work and have been following you for a while I decided it would be a great role for me to apply for.” Read More: 3 Ways People Mess Up the (Simple) Answer to “How Did You Come Across This Job Opportunity?”

4. Why do you want to work at this company?

Beware of generic answers! If what you say can apply to a whole slew of other companies, or if your response makes you sound like every other candidate, you’re missing an opportunity to stand out. Zhang recommends one of four strategies: Do your research and point to something that makes the company unique that really appeals to you; talk about how you’ve watched the company grow and change since you first heard of it; focus on the organization’s opportunities for future growth and how you can contribute to it; or share what’s gotten you excited from your interactions with employees so far. Whichever route you choose, make sure to be specific. And if you can’t figure out why you’d want to work at the company you’re interviewing with by the time you’re well into the hiring process? It might be a red flag telling you that this position is not the right fit.

Possible answer to “Why do you want to work at this company?”

“I saw on The Muse that you were also hiring for new positions on the West Coast to support your new operations there. I did some more reading about the new data center you’re building there and that excites me as I know this means there’ll be opportunities to train new teammates. I also learned through a Wall Street Journal article that you’re expanding in Mexico as well. I speak Spanish fluently and would be eager to step up and help liaise whenever necessary.”

Read More: 4 Better Ways to Answer “Why Do You Want to Work at This Company?”

5. Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don’t? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem”), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you’re doing great things, so I want to be a part of it”).

Possible answer to “Why do you want this job?”

“I’ve always been a fan of X Co’s products and I’ve spent countless hours playing your games. I know that your focus on unique stories is what drew me and other fans into your games initially and keeps us coming back for more. I’ve followed X Co on social media for a while, and I’ve always loved how you have people in different departments interact with users. So I was psyched when I came across this posting for a social media manager with TikTok experience. At my last job, I was responsible for launching our TikTok account and growing it to 10,000 followers in six months. Between that experience, my love of gaming, and my deep knowledge of your games and fanbase, I know I could make this TikTok account something special and exciting.”

Read More: 3 Steps for Answering “Why Do You Want This Job?”

6. Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you’re asked it, you’re in luck: There’s no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, but also deliver great results; that you’ll really fit in with the team and culture; and that you’d be a better hire than any of the other candidates.

Possible answer to “Why should we hire you?”

“ I know it’s been an exciting time for General Tech—growing so much and acquiring several startups—but I also know from experience that it can be challenging for the sales team to understand how new products fit in with the existing ones. It’s always easier to sell the product you know, so the newer stuff can get shortchanged, which can have company-wide ramifications. I have over a decade of experience as a sales trainer, but more importantly, most of those years were working with sales teams that were in the exact same boat Gen Tech is in now. Growth is wonderful, but only if the rest of the company can keep up. I’m confident I can make sure your sales team is confident and enthusiastic about selling new products by implementing an ongoing sales training curriculum that emphasizes where they sit in a product lineup.”

Read More: 3 Better Ways to Answer “Why Should We Hire You?”

7. What can you bring to the company?

When interviewers ask this question, they don’t just want to hear about your background. They want to see that you understand what problems and challenges they’re facing as a company or department as well as how you’ll fit into the existing organization. Read the job description closely, do your research on the company, and make sure you pay attention in your early round interviews to understand any issues you’re being hired to solve. Then, the key is to connect your skills and experiences to what the company needs and share an example that shows how you’ve done similar or transferable work in the past.

Possible answer to “What can you bring to the company?”

“As Jocelyn talked about in our interview earlier, PopCo is looking to expand its market to small business owners with less than 25 employees, so I’d bring my expertise in this area and my experience in guiding a sales team that’s selling to these customers for the first time. In most of my past roles, this segment has been my focus and in my current role, I also played a big part in creating our sales strategies when the business began selling to these customers. I worked with my managers to develop the sales script. I also listened in on a number of sales calls with other account execs who were selling to these customers for the first time and gave them pointers and other feedback. In the first quarter, our 10-person sales team closed 50 new bookings in this segment, and I personally closed 10 of those deals. I helped guide my last company through the expansion into small businesses, and I’m eager to do that again at PopCo. Plus, I noticed you have a monthly karaoke night—so I’m eager to bring my rendition of ‘Call Me Maybe’ to the team as well.”

Read More : What Interviewers Really Want to Hear When They Ask “What Can You Bring to the Company?”

8. What are your greatest strengths?

Here’s an opening to talk about something that makes you great—and a great fit for this role. When you’re answering this question, think quality, not quantity. In other words, don’t rattle off a list of adjectives. Instead, pick one or a few (depending on the question) specific qualities that are relevant to this position and illustrate them with examples. Stories are always more memorable than generalizations. And if there’s something you were hoping to mention because it makes you a great candidate, but you haven’t had a chance yet, this would be the perfect time.

Possible answer to “What are your greatest strengths?”

“ I’d say one of my greatest strengths is bringing organization to hectic environments and implementing processes to make everyone’s lives easier. In my current role as an executive assistant to a CEO, I created new processes for pretty much everything, from scheduling meetings to planning monthly all hands agendas to preparing for event appearances. Everyone in the company knew how things worked and how long they would take, and the structures helped alleviate stress and set expectations on all sides. I’d be excited to bring that same approach to an operations manager role at a startup, where everything is new and constantly growing and could use just the right amount of structure to keep things running smoothly.”

Read More: 3 Smart Strategies for Answering “What's Your Greatest Strength?”

9. What do you consider to be your weaknesses?

What your interviewer is really trying to do with this question—beyond identifying any major red flags—is to gauge your self-awareness and honesty. So, “I can’t meet a deadline to save my life” is not an option—but neither is “Nothing! I’m perfect!” Strike a balance by thinking of something that you struggle with but that you’re working to improve. For example, maybe you’ve never been strong at public speaking, but you’ve recently volunteered to run meetings to help you get more comfortable when addressing a crowd.

Possible answer to “What do you consider to be your weaknesses?”

“It can be difficult for me to gauge when the people I’m working with are overwhelmed or dissatisfied with their workloads. To ensure that I’m not asking too much or too little from my team, we have weekly check-ins. I like to ask if they feel like they’re on top of their workload, how I could better support them, whether there’s anything they’d like to take on or get rid of, and if they’re engaged by what they’re doing. Even if the answer is ‘all good,’ these meetings really lay the groundwork for a good and trusting relationship.”

Read More: 4 Ways to Answer “What Is Your Greatest Weakness?” That Actually Sound Believable

10. What is your greatest professional achievement?

Nothing says “hire me” better than a track record of achieving amazing results in past jobs, so don’t be shy when answering this interview question! A great way to do so is by using the STAR method : situation, task, action, results. Set up the situation and the task that you were required to complete to provide the interviewer with background context (e.g., “In my last job as a junior analyst, it was my role to manage the invoicing process”), then describe what you did (the action) and what you achieved (the result): “In one month, I streamlined the process, which saved my group 10 person-hours each month and reduced errors on invoices by 25%.”

Possible answer to “What is your greatest professional achievement?”

“My greatest accomplishment was when I helped the street lighting company I worked for convince the small town of Bend, Oregon to convert antiquated street lighting to energy-efficient LED bulbs. My role was created to promote and sell the energy-efficient bulbs, while touting the long-term advantage of reduced energy costs. I had to develop a way to educate city light officials on the value of our energy-efficient bulbs—which was a challenge since our products had an expensive up-front cost compared to less efficient lighting options. I created an information packet and held local community events aimed at city officials and the tax-paying public. There, I was able to demo the company product, answer questions, and evangelize the value of LED bulbs for the long term. It was crucial to have the public on board and I was able to reach a wide variety of community members with these events. I not only reached my first-year sales goal of $100,000, but I was also able to help us land another contract in a neighboring city. Plus, the community-focused strategy garnered attention from the national media. And I’m proud to say I got a promotion within one year to senior sales representative.”

Read More: The Perfect Formula for Answering “What Is Your Greatest Accomplishment” in an Interview

11. Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.

You’re probably not eager to talk about conflicts you’ve had at work during a job interview. But if you’re asked directly, don’t pretend you’ve never had one. Be honest about a difficult situation you’ve faced (but without going into the kind of detail you’d share venting to a friend). “Most people who ask are only looking for evidence that you’re willing to face these kinds of issues head-on and make a sincere attempt at coming to a resolution,” former recruiter Richard Moy says. Stay calm and professional as you tell the story (and answer any follow-up questions), spend more time talking about the resolution than the conflict, and mention what you’d do differently next time to show “you’re open to learning from tough experiences.”

Possible answer to “Tell me about a challenge or conflict you’ve faced at work, and how you dealt with it.”

“ Funnily enough, last year I was part of a committee that put together a training on conflict intervention in the workplace and the amount of pushback we got for requiring attendance really put our training to the test. There was one senior staff member in particular who seemed adamant. It took some careful listening to understand he felt like it wasn’t the best use of his time given the workload he was juggling. I made sure to acknowledge his concern. And then I focused on his direct objection and explained how the training was meant to improve not just the culture of the company, but also the efficiency at which we operated—and that the goal was for the training to make everyone’s workload feel lighter. He did eventually attend and was there when I talked to the whole staff about identifying the root issue of a conflict and addressing that directly without bringing in other issues, which is how I aim to handle any disagreement in the workplace.”

Read More: 3 Ways You’re Messing Up the Answer to “Tell Me About a Conflict You’ve Faced at Work”

12. Tell me about a time you demonstrated leadership skills.

You don’t have to have a fancy title to act like a leader or demonstrate leadership skills. Think about a time when you headed up a project, took the initiative to propose an alternate process, or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture (but not so much that you start rambling) and making sure you spell out the result. In other words, be clear about why you’re telling this particular story and connect all the dots for the interviewer.

Possible answer to “Tell me about a time you demonstrated leadership skills.”

“I think that a good leader is someone who can make decisions while also listening to others and being willing to admit when you’re wrong and course correct. In my last role, my team and I were responsible for giving a big presentation to a prospective client. I quickly assigned different tasks to members of my team, but the project never really got moving. I gave everyone an opportunity to share their input and concerns, and it turned out that they were struggling in the roles I’d given them. I ended up switching a few people around. Meanwhile, the employee I’d assigned to give the presentation was nervous, but still wanted to give it a try. I worked with them to make sure they were ready and even held a practice session so that they could rehearse in a more comfortable environment. When the time came for the real thing, they nailed it! We landed the client and the company still has the account to this day. And that employee became a go-to person for important client presentations. I’m really glad I took the time to listen to everyone’s concerns so that I could re-evaluate my approach and help my team be the best it could be.”

Read More: The Best Way to Answer “Tell Me About a Time You Demonstrated Leadership Skills” in a Job Interview

13. What’s a time you disagreed with a decision that was made at work?

The ideal anecdote here is one where you handled a disagreement professionally and learned something from the experience. Zhang recommends paying particular attention to how you start and end your response. To open, make a short statement to frame the rest of your answer, one that nods at the ultimate takeaway or the reason you’re telling this story. For example: “I learned early on in my professional career that it’s fine to disagree if you can back up your hunches with data.” And to close strong, you can either give a one-sentence summary of your answer (“In short…”) or talk briefly about how what you learned or gained from this experience would help you in the role you’re interviewing for.

Possible answer to “What’s a time you disagreed with a decision that was made at work?”

“In my job as a finance assistant, I was in charge of putting together reports for potential company investments. It was important to get the details and numbers right so that leaders had the best information to make a decision. One time, my boss asked me to generate a new report on a Wednesday morning and wanted it done by Thursday at 5 PM. Because I’m committed to high-quality work and I wasn’t sure my boss fully understood what goes into each report, I knew I needed to speak up. At her next available opening, I sat down with my boss and explained my concerns. She was firm that the report would be completed by Thursday at 5 PM. So I decided to ask if there was anyone who could help out. After thinking about it, my boss found another assistant who could put in a few hours. While it was a tight timeline, we got the report done, and the committee was really pleased to review it at the meeting. My boss appreciated my extra efforts to make it happen and I felt good that I hadn’t let the quality of the report slip. It was a good experience of being a team player but also knowing when and how to ask for help. And once I explained how much time and work goes into each report, my boss was careful to assign them further in advance.”

Read More: Here’s the Secret to Answering “Tell Me About a Time You Had a Conflict With Your Boss” in an Interview

14. Tell me about a time you made a mistake.

You’re probably not too eager to dig into past blunders when you’re trying to impress an interviewer and land a job. But talking about a mistake and winning someone over aren’t mutually exclusive, Moy says. In fact, if you do it right, it can help you. The key is to be honest without placing blame on other people, then explain what you learned from your mistake and what actions you took to ensure it didn’t happen again. At the end of the day, employers are looking for folks who are self-aware, can take feedback, and care about doing better.

Possible answer to “Tell me about a time you made a mistake.”

“Early in my career, I missed a deadline that ended up costing us a really big account. There were a lot of factors that contributed to this, but ultimately, I was the one who dropped the ball. From that experience, I went back and thought really hard about what I could’ve controlled and what I would’ve changed. It turns out that I was not nearly as organized as I thought I was. I sat down with my boss, asked for suggestions on how to improve my organizational skills, and a few months later I was able to score an even bigger account for the department.”

Read More: 3 Rules That Guarantee You'll Nail the Answer to “Tell Me About a Time You Made a Mistake”

15. Tell me about a time you failed.

This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure. For instance: “As a manager, I consider it a failure whenever I’m caught by surprise. I strive to know what’s going on with my team and their work.” Then situate your story in relation to that definition and explain what happened. Finally, don’t forget to share what you learned. It’s OK to fail—everyone does sometimes—but it’s important to show that you took something from the experience.

Possible answer to “Tell me about a time you failed.”

“ As a team manager, I consider it a failure if I don’t know what’s going on with my staff and their work—basically if a problem catches me by surprise then I’ve failed somewhere along the way. Even if the outcome is ultimately fine, it means I’ve left a team member unsupported at some point. A somewhat recent example would be this training we do every year for new project managers. Because it’s an event that my team has run so many times, I didn’t think to check in and had no idea a scheduling conflict was brewing into a full-on turf war with another team. The resolution actually ended up being a quick and easy conversation at the leadership team meeting, but had I just asked about it sooner it would never have been a problem to begin with. I definitely learned my lesson about setting reminders to check in about major projects or events even if they’ve been done dozens of times before.”

Read More: 4 Steps for Answering “Tell Me About a Time When You Failed”

16. Why are you leaving your current job?

This is a toughie, but one you can be sure you’ll be asked. Definitely keep things positive—you have nothing to gain by being negative about your current employer. Instead, frame things in a way that shows that you’re eager to take on new opportunities and that the role you’re interviewing for is a better fit for you. For example, “I’d really love to be part of product development from beginning to end, and I know I’d have that opportunity here.” And if you were let go from your most recent job? Keep it simple: “Unfortunately, I was let go,” is a totally acceptable answer.

Possible answer to “Why are you leaving your current job?”

“I’m ready for the next challenge in my career. I loved the people I worked with and the projects I worked on, but at some point I realized I wasn’t being challenged the way I used to be. Rather than let myself get too comfortable, I decided to pursue a position where I can continue to grow.”

Read More: 4 Better Ways to Answer “Why Are You Leaving Your Job?”

17. Why were you fired?

Of course, they may ask the follow-up question: Why were you let go? If you lost your job due to layoffs, you can simply say, “The company [reorganized/merged/was acquired] and unfortunately my [position/department] was eliminated.” But what if you were fired for performance reasons? Your best bet is to be honest (the job-seeking world is small, after all). But it doesn’t have to be a deal breaker. Frame it as a learning experience: Share how you’ve grown and how you approach your job and life now as a result. And if you can portray your growth as an advantage for this next job, even better.

Possible answer to “Why were you fired?”

“After working for XYZ Inc. for four years, there were some changes made to the amount of client calls we were expected to process per hour. I used the techniques we were taught after the change took effect, but didn’t want our customer service to slip. Unfortunately, I wasn’t consistently completing the required number of calls, and, as a result, I was let go. I felt really bad about this and in retrospect I could have done better sticking to the process that would have let me meet the per hour quota. But you’ve told me about the customer service standards and the volume expectations here, and I believe it won’t be a problem.”

Read More: Stop Cringing! How to Tell an Interviewer You've Been Fired

18. Why was there a gap in your employment?

Maybe you were taking care of children or aging parents, dealing with health issues, or traveling the world. Maybe it just took you a long time to land the right job. Whatever the reason, you should be prepared to discuss the gap (or gaps) on your resume. Seriously, practice saying your answer out loud. The key is to be honest, though that doesn’t mean you have to share more details than you’re comfortable with. If there are skills or qualities you honed or gained in your time away from the workforce—whether through volunteer work, running a home, or responding to a personal crisis—you can also talk about how those would help you excel in this role.

Possible answer to “Why was there a gap in your employment?”

“I spent a number of years working at a company in a very demanding job, in which—as you’ll see from my references—I was very successful. But I’d reached a stage in my career where I wanted to focus on my personal growth. The time I spent traveling taught me a lot about how to get along with people of all ages and cultures. Now I feel more than ready to jump back into my career with renewed energy and focus and I feel this role is the ideal way to do that.”

Read More: How to Explain the Gap in Your Resume With Ease

19. Can you explain why you changed career paths?

Don’t be thrown off by this question—just take a deep breath and explain to the hiring manager why you’ve made the career decisions you have. More importantly, give a few examples of how your past experience is transferable to the new role. This doesn’t have to be a direct connection; in fact, it’s often more impressive when a candidate can show how seemingly irrelevant experience is very relevant to the role.

Possible answer to “Can you explain why you changed career paths?”

“Ever since my brother was diagnosed with a heart condition, I’ve been training and running with him in your annual Heart Run to raise money for your organization and help support patients with expenses not covered by insurance. Each time, I’ve been struck by how truly dedicated and happy to be there your employees have been. So when I saw this posting for a fundraising role, it felt like it was meant to be. For the last 10 years of my career I’ve been an account executive for various SaaS companies, and I’ve really honed my skills when it comes to convincing organizations to make regular payments for something over the long-term. But I’ve been looking for a position in fundraising where I can use these skills to really help people and I’m highly motivated to do that with your organization.”

Read More: How to Explain Your Winding Career Path to a Hiring Manager

20. What’s your current salary?

It’s now illegal for some or all employers to ask you about your salary history in several cities and states, including New York City; Louisville, North Carolina; California; and Massachusetts. But no matter where you live, it can be stressful to hear this question. Don’t panic—there are several possible strategies you can turn to. For example, you can deflect the question, Muse career coach Emily Liou says, with a response like: “Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.” You can also reframe the question around your salary expectations or requirements (see question 38) or choose to share the number if you think it will work in your favor.

Possible answer to “What’s your current salary?”

“Before discussing any salary, I’d really like to learn more about what this role entails. I’ve done a lot of research on [Company] and I am certain if it’s the right fit, we’ll be able to agree on a number that’s fair and competitive to both parties.”

Read More: Here's How You Answer the Illegal “What's Your Current Salary” Question

21. What do you like least about your job?

Tread carefully here! The last thing you want to do is let your answer devolve into a rant about how terrible your current company is or how much you hate your boss or that one coworker. The easiest way to handle this question with poise is to focus on an opportunity the role you’re interviewing for offers that your current job doesn’t. You can keep the conversation positive and emphasize why you’re so excited about the job.

Possible answer to “What do you like least about your job?”

“In my current role, I’m responsible for drafting media lists to pitch. While I’ve developed a knack for this and can do it when it is necessary, I’m looking forward to a job that allows me to have a more hands-on role in working with media partners. That’s one of the things that most excited me about your account supervisor position.”

Read More: What Interviewers Really Want When They Ask, “What Do You Like Least About Your Job?”

22. What are you looking for in a new position?

Hint: Ideally the same things that this position has to offer. Be specific.

Possible answer to “What are you looking for in a new position?”

“I’ve been honing my data analysis skills for a few years now and, first and foremost, I’m looking for a position where I can continue to exercise those skills. Another thing that’s important to me is the chance to present my findings and suggestions directly to clients. I’m always very motivated by being able to see the impact of my work on other people. And I’m definitely looking for a position where I can grow since I hope to take on managerial responsibilities in the future. To sum it up, I’d love a position where I can use my skills to make an impact that I can see with my own eyes. Of course, the position is only part of the equation. Being at a company where I can grow and work toward something I care about matters, too. DNF’s goal of being at the intersection between data and education inspires me, and I’m really excited about this opportunity.”

Read More: 4 Steps for Answering “What Are You Looking for in a New Position?”

23. What type of work environment do you prefer?

Hint: Ideally one that's similar to the environment of the company you're applying to. Be specific.

Possible answer to “What type of work environment do you prefer?”

“I really like the environment in my current position. My manager is a great resource and always willing to help out when I run into an issue, but they trust me to get my work done so I have a lot of freedom in how I schedule and prioritize, which is very important to me. Everyone has their own cubicle, so it’s often pretty quiet to get our work done, but we all get lunch together and our team has a lot of check-in meetings and communicates frequently via Slack so we still get a lot of opportunities to bounce ideas off each other. So I like both individual and more collaborative work. How would you describe the mix here?”

Read More: 3 Steps to Answering “What Type of Work Environment Do You Prefer?”

24. What’s your work style?

When an interviewer asks you about your work style, they’re probably trying to imagine you in the role. How will you approach your work? What will it be like to work with you? Will you mesh well with the existing team? You can help them along by choosing to focus on something that’s important to you and aligns with everything you’ve learned about the role, team, and company so far. The question is broad, which means you have a lot of flexibility in how you answer: You might talk about how you communicate and collaborate on cross-functional projects, what kind of remote work setup allows you to be most productive, or how you approach leading a team and managing direct reports. Just try to keep it positive. And remember, telling a story will almost always make your answer more memorable.

Possible answer to “What’s your work style?”

“I tend to do my best work when I’m collaborating with colleagues and we’re working together toward a common goal. I was that rare student who loved group projects and now I still get a rush of excitement when I’m planning marketing campaigns with a team and bringing new and different voices into the fold. When I was working at XYZ Agency, I made it a habit to extend invitations to folks in different departments to join certain brainstorming and feedback sessions. Some of our most successful campaigns grew out of the ideas we generated together with coworkers in IT, HR, product, and customer success. That’s why I was so excited to learn that this role would have me working closely with the product and sales teams as well as with a talented marketing team. The other thing I find is crucial to making these collaborations successful is organization and documentation, so I’m also really big on creating one central home for all materials related to a project, including meeting notes, action items, drafts of campaign copy and visuals, and timelines.”

Read More: How to Answer “What Is Your Work Style?” in an Interview (Plus Examples!)

25. What’s your management style?

The best managers are strong but flexible, and that’s exactly what you want to show off in your answer. (Think something like, “While every situation and every team member requires a bit of a different strategy, I tend to approach my employee relationships as a coach...”) Then share a couple of your best managerial moments, like when you grew your team from five to 15 or coached an underperforming employee to become the company’s top salesperson.

Possible answer to “What’s your management style?”

“ Management style is so hard to put your finger on, but I think in general a good manager gives clear directions and actually stays pretty hands-off, but is ready and available to jump in to offer guidance, expertise, and help when needed. I try my best to make that my management style. I also go out of my way to make sure I know when my team needs help. That means plenty of informal check-ins, both on the work they’re doing and on their general job satisfaction and mental well-being. I remember one project in particular at my most recent position that involved everyone working on a separate aspect of the product. This meant a lot of independent work for my team of seven people, but rather than bog everyone down with repetitive meetings to update me and everyone else on progress made, I created a project wiki that allowed us to communicate new information when necessary without disrupting another team member’s work. I then made it my job to make sure no one was ever stuck on a problem too long without a sounding board. Ultimately, despite the disparate project responsibilities, we ended up with a very cohesive product and, more importantly, a team that wasn’t burnt out.”

Read More: How to Answer “What’s Your Management Style?”

26. How would your boss and coworkers describe you?

First, be honest (remember, if you make it to the final round, the hiring manager will be calling your former bosses and coworkers for references!). Then try to pull out strengths and traits you haven’t discussed in other aspects of the interview, such as your strong work ethic or your willingness to pitch in on other projects when needed.

Possible answer to “How would your boss and coworkers describe you?”

“Actually, in my most recent performance review in April, my direct supervisor described me as someone who takes initiative and doesn’t shy away from hard problems. My role involves a lot of on-site implementation, and when things go wrong, it’s usually up to me to fix it. Rather than punting the problem back to the team, I always try to do what I can first. I know she appreciates that about me.”

Read More: 3 Strategies for Answering “How Would Your Boss or Coworkers Describe You?”

27. How do you deal with pressure or stressful situations?

Here’s another question you may feel the urge to sidestep in an effort to prove you’re the perfect candidate who can handle anything. But it’s important not to dismiss this one (i.e. don’t say, “I just put my head down and push through it,” or, “I don’t get stressed out”). Instead, talk about your go-to strategies for dealing with stress (whether it’s meditating for 10 minutes every day or making sure you go for a run or keeping a super-detailed to-do list) and how you communicate and otherwise proactively try to mitigate pressure. If you can give a real example of a stressful situation you navigated successfully, all the better.

Possible answer to “How do you deal with pressure or stressful situations?”

“I stay motivated by thinking about the end result. I’ve found that even in the midst of a challenging situation, reminding myself of my goals helps me take a step back and stay positive.”

Read More: 3 Ways You’re Messing Up the Answer to “How Do You Deal With Stressful Situations?”

28. What do you like to do outside of work?

Interviewers will sometimes ask about your hobbies or interests outside of work in order to get to know you a little better—to find out what you’re passionate about and devote time to during your off-hours. It’s another chance to let your personality shine. Be honest, but keep it professional and be mindful of answers that might make it sound like you’re going to spend all your time focusing on something other than the job you’re applying for.

Possible answer to “What do you like to do outside of work?”

“I’m a huge foodie. My friends and I love trying new restaurants in town as soon as they open—the more unusual the better! I love discovering new foods and cuisines, and it’s also a great activity to share with friends. I try to go out with the same group at least once a week and it’s a fun way to make sure we keep in touch and share experiences even when we’re busy with other things. We even took a trip to New York City and spent each day in a different neighborhood, buying something to share from a few restaurants.”

Read More: How to Answer “What Are Your Hobbies?” in an Interview (It’s Not a Trick Question!)

29. Are you planning on having children?

Questions about your family status, gender (“How would you handle managing a team of all men?”), nationality (“Where were you born?”), religion, or age are illegal—but they still get asked (and frequently). Of course, not always with ill intent—the interviewer might just be trying to make conversation and might not realize these are off-limits—but you should definitely tie any questions about your personal life (or anything else you think might be inappropriate) back to the job at hand.

Possible answer to “Are you planning on having children?”

“You know, I’m not quite there yet. But I am very interested in the career paths at your company. Can you tell me more about that?”

Read More: 5 Illegal Interview Questions and How to Dodge Them

30. How do you stay organized?

Would you want to work with a hot mess? Yeah, we didn’t think so. Neither does anyone else. A disorganized worker doesn’t just struggle in their own role, they can also create chaos for peers, managers, direct reports, clients, customers, and anyone else they interact with. So interviewers will often ask about how you keep yourself organized to make sure you’d be able to handle the workload and gauge what you’d be like to work with. In your answer, you’ll want to reassure them you’d have things under control (both in what you say and how you say it), describe a specific system or method you’ve used (bonus points if you can tie it to the role you’re interviewing for), and explain how it benefited you and your team. Just make sure your answer is succinct and, well, organized.

Possible answer to “How do you stay organized?”

“I take pride in my ability to stay organized, and it’s really come in handy in my past roles and especially the social media assistant job I’m in now. First, I keep a really meticulous calendar for each of the platforms I’m responsible for using Hootsuite—which I noticed you use here as well—and I try to block off time twice a week to get ahead on creating and slotting in posts.

“ Second, I’m a big fan of Trello, where I have one personal board I use as a to-do list color-coded by type of task and marked with priority level and one shared marketing team board that we use to coordinate campaigns launching across social, email, and other channels. We pay very close attention to the news in case we need to pause a campaign. If needed, I’d tag all the relevant stakeholders on Trello, immediately suspend all scheduled content in Hootsuite, and start a discussion on Slack or suggest a meeting to reassess strategy.

“Finally, I created a shared folder on Google Drive with subfolders by campaign that I update with one-pagers on goals and strategies, assets, a record of the actual posts deployed, performance analyses, and retros. That way, there’s a go-to place for anyone on the team to refer back to past projects, which I’ve found really helps us learn from every campaign and incorporate those learnings into what we’re working on next.”

Read More: What Interviewers Really Want to Know When They Ask “How Do You Stay Organized?”

31. How do you prioritize your work?

Your interviewers want to know that you can manage your time, exercise judgement, communicate, and shift gears when needed. Start by talking about whatever system you’ve found works for you to plan your day or week, whether it’s a to-do list app you swear by or a color-coded spreadsheet. This is one where you’ll definitely want to lean on a real-life example. So go on to describe how you’ve reacted to a last-minute request or another unexpected shift in priorities in the past, incorporating how you evaluated and decided what to do and how you communicated with your manager and/or teammates about it.

Possible answer to “How do you prioritize your work?”

“I’d be lost without my daily to-do list! At the beginning of each workday, I write out tasks to complete, and list them from highest to lowest priority to help keep me on track. But I also realize priorities change unexpectedly. On one particular day recently, I had planned to spend most of my time making phone calls to advertising agencies to get price quotes for an upcoming campaign. Then I did a quick check-in with my manager. She mentioned she needed help putting together a presentation ASAP for a major potential client. I moved the more flexible task to the end of the week and spent the next few hours updating the time-sensitive presentation. I make it a point to keep lines of communication open with my manager and coworkers. If I’m working on a task that will take a while to complete, I try to give a heads-up to my team as soon as possible. If my workload gets to be unmanageable, I check in with my boss about which items can drop to the bottom of the priority list, and then I try to reset expectations about different deadlines.”

Read More: A Foolproof Method to Answer the Interview Question “How Do You Prioritize Your Work?”

32. What are you passionate about?

You’re not a robot programmed to do your work and then power down. You’re a human, and if someone asks you this question in an interview, it’s probably because they want to get to know you better. The answer can align directly with the type of work you’d be doing in that role—like if, for example, you’re applying to be a graphic designer and spend all of your free time creating illustrations and data visualizations to post on Instagram.

But don’t be afraid to talk about a hobby that’s different from your day-to-day work. Bonus points if you can “take it one step further and connect how your passion would make you an excellent candidate for the role you are applying for,” says Muse career coach Al Dea. Like if you’re a software developer who loves to bake, you might talk about how the ability to be both creative and precise informs your approach to code.

Possible answer to “What are you passionate about?”

“One of my favorite pastimes is knitting—I love being able to create something beautiful from nothing. Of course, knitting also requires a keen attention to detail and a lot of patience. Luckily, as an accountant I have cultivated both of those qualities!”

Read More: 3 Authentic Ways to Answer “What Are You Passionate About?” in a Job Interview

33. What motivates you?

Before you panic about answering what feels like a probing existential question, consider that the interviewer wants to make sure you’re excited about this role at this company, and that you’ll be motivated to succeed if they pick you. So think back to what has energized you in previous roles and pinpoint what made your eyes light up when you read this job description. Pick one thing, make sure it’s relevant to the role and company you’re interviewing for, and try to weave in a story to help illustrate your point. If you’re honest, which you should be, your enthusiasm will be palpable.

Possible answer to “What motivates you?”

“I’m driven primarily by my desire to learn new things—big or small—and take on new responsibilities so that I’m constantly growing as an employee and contributing more to my team and organization. I spent several summers working as a camp counselor and felt most fulfilled when I volunteered to lead planning for a talent show, jumped in to help with scheduling logistics, and learned how to run pickups efficiently. All of that experience helped immensely when I took a step up to become the lead counselor last year focused on operations, and that’s what excites me so much about the opportunity to take on this managerial role for the after-school program.”

Read More: 5 Easy Steps to Answer “What Motivates You?” in an Interview

34. What are your pet peeves?

Here’s another one that feels like a minefield. But it’ll be easier to navigate if you know why an interviewer is asking it. Most likely, they want to make sure you’ll thrive at their company—and get a glimpse of how you deal with conflict. So be certain you pick something that doesn’t contradict the culture and environment at this organization while still being honest. Then explain why and what you’ve done to address it in the past, doing your best to stay calm and composed. Since there’s no need to dwell on something that annoys you, you can keep this response short and sweet.

Possible answer to “What are your pet peeves?”

“It bothers me when an office’s schedule is really disorganized, because in my experience, disorganization can cause confusion, which can hurt the motivation of the team. As a person who likes things to be orderly, I try to help keep my team on task while also allowing for flexibility.”

Read More: 6 Tips for Answering “What Are Your Pet Peeves?” in an Interview

35. How do you like to be managed?

This is another one of those questions that’s about finding the right fit—both from the company’s perspective and your own. Think back on what worked well for you in the past and what didn’t. What did previous bosses do that motivated you and helped you succeed and grow? Pick one or two things to focus on and always articulate them with a positive framing (even if your preference comes from an experience where your manager behaved in the opposite way, phrase it as what you would want a manager to do). If you can give a positive example from a great boss, it’ll make your answer even stronger.

Possible answer to “How do you like to be managed?”

“I enjoy having my hands in a lot of different projects, so I like working with managers who allow their employees to experiment, be independent, and work cross-functionally with other teams. At the same time, I really welcome it when a boss provides me with support, guidance, and coaching. No one can do anything alone, and I believe when managers and employees collaborate together and learn from one another everyone comes out on top.”

Read More: 3 Easy Steps to Answer “How Do You Like to Be Managed?” in an Interview

36. Do you consider yourself successful?

This question might make you uncomfortable. But you can think of it as an opportunity to allow the interviewer to get to know you better and to position yourself as an excellent choice for this job. First off, make sure you say yes! Then pick one specific professional achievement you’re proud of that can be tied back to the role you’re interviewing for—one that demonstrates a quality, skill, or experience that would help you excel in this position. You’ll want to explain why you consider it a success, talk about the process in addition to the outcome, and highlight your own accomplishment without forgetting your team. Zooming in on one story will help if you feel awkward tooting your own horn!

Possible answer to “Do you consider yourself successful?”

“I do consider myself successful, even though I’m early in my professional career. I took a full load of classes in my junior year of college because I wanted to take that summer to volunteer for a human rights organization overseas. I knew that I needed to make sure I was on track with my major, minor, and graduation requirements. It was difficult to juggle it all with my part-time job, which I kept to help account for the fact that I wouldn’t be earning money over the summer, and there were a few sleepless nights. But it was worth the hard work: I ended the year with a 3.9 GPA and the opportunity to volunteer for the agency in Ghana without falling behind my graduation timeline. For me success is about setting a goal and sticking with it, no matter how hard it is, and this experience was proof that I could be successful even when there’s a lot to balance, which I know there always is at a nonprofit like this one.”

Read More: How to Answer “Do You Consider Yourself Successful?” Without Feeling Like a Show-Off

37. Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you’re considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

Possible answer to “Where do you see yourself in five years?”

“In five years, I’d like to be in a position where I know more about my longer-term career aspirations as a designer. I will have gotten experience working for a design agency and know more about the industry overall. I’ll have grown my technical skills and learned how to take feedback from clients and incorporate it. And the way your agency is set up, I’ll also have gotten the opportunity to design different kinds of deliverables—including websites, branding, and ad campaigns—for different kinds of clients to see where I really feel at home before settling on a focus.”

Read More: How to Answer “Where Do You See Yourself in 5 Years?”

38. How do you plan to achieve your career goals?

Having goals shows interviewers you care, are ambitious, and can think ahead. Having a plan for how you’ll achieve your goals demonstrates your self-motivation as well as organizational and time management skills. Finally, the fact that you’ve accomplished past goals you’ve set for yourself is proof of your ability to follow through. All together, these are indications that you can not only set and achieve goals of your own, but also help your prospective boss, team, and company do the same. To craft your answer, make sure you focus on one or two goals in detail, explain why the goals are meaningful, communicate what milestones are coming up, highlight past successes, and connect back to this job.

Possible answer to “How do you plan to achieve your career goals?”

“My current goal is to earn the CPA license so that I’m fully certified and prepared to contribute in a junior staff accounting job. My undergraduate degree is in finance and I completed an accounting internship with XYZ Company last summer. While I was there, I decided that each week I’d ask one person from a different team to coffee to learn about their job and career path. Not only did those conversations impress upon me the importance of getting my CPA as soon as possible, they also helped me realize I was eager to pursue forensic accounting, which is why I’m so excited about the opportunity to join this team. In order to ensure I earn my CPA this year, I enrolled in NASBA workshops, created a study schedule to keep myself on track, and will be taking my first trial test in three weeks. I plan on taking the actual test within the next three to six months.”

Read More: How to Answer “How Do You Plan to Achieve Your Career Goals?” in an Interview

39. What are your career aspirations?

Career aspirations are bigger and loftier than career goals. With this question, interviewers are asking: What kind of career would make you happiest (while also being realistic)? Your aspirations might revolve around what kind of company you’d like to work for, what tasks you’d like to do, who you’d like to help, or how you’d like to be seen by your colleagues. So to answer this question, talk about what would energize and fulfill you and connect it to the position you’re interviewing for. Be specific about how this job will help you achieve your career aspirations.

Possible answer to “What are your career aspirations?”

“After growing up in a food desert, my biggest professional aspiration is to help make healthy food more widely available and accessible regardless of where you live. I also love solving complex problems. Currently, as a project manager, I specialize in strategic planning and combine it with a natural ability to engage critical stakeholders—resulting in on-time and under-budget delivery. This role would help me use those skills to work on a mission I’m passionate about. I am determined to use these skills to help your organization guarantee our community has access to affordable, nutritious food and information to make healthy decisions. In the next five or so years, I would love to take on additional responsibility and be in a decision-making role to drive the mission beyond our community and support even more families in gaining access to nutritious food options.”

Read More: How to Answer “What Are Your Career Aspirations?” in an Interview

40. What’s your dream job?

Along similar lines, the interviewer wants to uncover whether this position is really in line with your ultimate career goals. While “an NBA star” might get you a few laughs, a better bet is to talk about your goals and ambitions—and why this job will get you closer to them.

Read More: The Secret Formula to Answering “What's Your Dream Job?” in an Interview

41. What other companies are you interviewing with?

Companies might ask you who else you’re interviewing with for a few reasons. Maybe they want to see how serious you are about this role and team (or even this field) or they’re trying to find out who they’re competing with to hire you. On one hand, you want to express your enthusiasm for this job, but at the same time, you don’t want to give the company any more leverage than it already has by telling them there’s no one else in the running. Depending on where you are in your search, you can talk about applying to or interviewing for a few roles that have XYZ in common—then mention how and why this role seems like a particularly good fit.

Possible answer to “What other companies are you interviewing with?”

“I’m interviewing with a few companies for a range of positions, but they all come down to delivering an excellent customer experience. I wanted to keep an open mind about how to best achieve that goal, but so far it seems that this role will really allow me to focus all of my energy on customer experience and retention, which I find very appealing.”

Read More: How to Answer “What Other Companies Are You Interviewing With?”

42. What makes you unique?

“They genuinely want to know the answer,” Dea promises. Give them a reason to pick you over other similar candidates. The key is to keep your answer relevant to the role you’re applying to. So the fact that you can run a six-minute mile or crush a trivia challenge might not help you get the job (but hey, it depends on the job!). Use this opportunity to tell them something that would give you an edge over your competition for this position. To figure out what that is, you can ask some former colleagues, think back to patterns you’ve seen in feedback you get, or try to distill why people tend to turn to you. Focus on one or two things and don’t forget to back up whatever you say with evidence.

Possible answer to “What makes you unique?”

“I basically taught myself animation from scratch. I was immediately drawn to it in college, and with the limited resources available to me, I decided to take matters into my own hands—and that’s the approach I take in all aspects of my work as a video editor. I don’t just wait around for things to happen, and when I can, I’m always eager to step in and take on new projects, pick up new skills, or brainstorm new ideas.”

Read More: A Simple Way to Answer “What Makes You Unique?” in Your Job Search (Plus, Examples!)

43. What should I know that’s not on your resume?

It’s a good sign if a recruiter or hiring manager is interested in more than just what’s on your resume. It probably means they looked at your resume, think you might be a good fit for the role, and want to know more about you. To make this wide-open question a little more manageable, try talking about a positive trait, a story or detail that reveals a little more about you and your experience, or a mission or goal that makes you excited about this role or company.

Possible answer to “What should I know that’s not on your resume?”

“Well, one thing you won’t find on my resume: the time I had to administer emergency CPR. Last year, I was at the lake when I saw a young girl who looked like she was drowning. I was a lifeguard in high school, so I swam out, brought her to shore, and gave her CPR. Although this was—hopefully—a one-time event, I’ve always been able to stay calm during stressful situations, figure out a solution, and then act. As your account manager, I’d use this trait to quickly and effectively resolve issues both within the team and externally. After all, obstacles are inevitable, especially in a startup environment. And if anyone needs CPR at the office beach party, well, I’m your woman.”

Read More: The Right Way to Answer “What Should I Know That’s Not on Your Resume?”

44. What would your first few months look like in this role?

Your potential future boss (or whoever else has asked you this question) wants to know that you’ve done your research, given some thought to how you’d get started, and would be able to take initiative if hired. (In some interviews, you might even get the more specific, “What would your first 30, 60, or 90 days look like in this role?”) So think about what information and aspects of the company and team you’d need to familiarize yourself with and which colleagues you’d want to sit down and talk to. You can also suggest one possible starter project to show you’d be ready to hit the ground running and contribute early on. This won’t necessarily be the thing you do first if you do get the job, but a good answer shows that you’re thoughtful and that you care.

Possible answer to “What would your first few months look like in this role?”

“It’s been exciting to hear about some of the new initiatives the company has started in our previous conversations—like the database project and the company-wide sync, but I know there’s still a lot for me to learn. The first thing I’d do is line up meetings with the stakeholders involved in the projects I’d be tackling to help me figure out what I don’t know and then go from there. Hopping into a database project halfway through can be tricky, but I’m confident that once I know what all the stakeholders are looking for, I’ll be able to efficiently plot out our next steps and set appropriate deadlines. From there, I’ll be focused on hitting the milestones that I’ve set for the team.”

Read More: The 30-60-90 Day Plan: Your Secret Weapon for New Job Success

45. What are your salary expectations?

The number one rule of answering this question is: Figure out your salary requirements ahead of time. Do your research on what similar roles pay by using sites like PayScale and reaching out to your network. Be sure to take your experience, education, skills, and personal needs into account, too! From there, Muse career coach Jennifer Fink suggests choosing from one of three strategies:

Give a salary range: But keep the bottom of your stated range toward the mid-to-high point of what you’re actually hoping for, Fink says.
Flip the question: Try something like “That's a great question—it would be helpful if you could share what the range is for this role,” Fink says.
Delay answering: Tell your interviewer that you’d like to learn more about the role or the rest of the compensation package before discussing pay.

(And here’s some more info on responding to a question about your salary requirements on an application form .)

Possible answer to “What are your salary expectations?”

“Taking into account my experience and Excel certifications, which you mentioned earlier would be very helpful to the team, I’m looking for somewhere between $42,000 and $46,000 annually for this role. But for me, benefits definitely matter as well. Your free on-site gym, the commuter benefits, and other perks could definitely allow me to be a bit flexible with salary.”

Read More: 3 Strategies for Answering “What Are Your Salary Expectations?” in an Interview

46. What do you think we could do better or differently?

This question can really do a number on you. How do you give a meaty answer without insulting the company or, worse, the person you’re speaking with? Well first, take a deep breath. Then start your response with something positive about the company or specific product you’ve been asked to discuss. When you’re ready to give your constructive feedback, give some background on the perspective you’re bringing to the table and explain why you’d make the change you’re suggesting (ideally based on some past experience or other evidence). And if you end with a question, you can show them you’re curious about the company or product and open to other points of view. Try: “Did you consider that approach here? I’d love to know more about your process.”

Read More: How to Answer the “How Would You Improve Our Company?” Interview Question Without Bashing Anyone

47. When can you start?

Your goal here should be to set realistic expectations that will work for both you and the company. What exactly that sounds like will depend on your specific situation. If you’re ready to start immediately—if you’re unemployed, for example—you could offer to start within the week. But if you need to give notice to your current employer, don’t be afraid to say so; people will understand and respect that you plan to wrap things up right. It’s also legitimate to want to take a break between jobs, though you might want to say you have “previously scheduled commitments to attend to” and try to be flexible if they really need someone to start a bit sooner.

Possible answer to “When can you start?”

“I am excited for the opportunity to join your team. I have several projects to wrap up in my current role at [Company]. I plan to give them two weeks’ notice to make a smooth transition for my coworkers and will be happy to come onboard with the team here after that time.”

Read More: 4 Ways to Answer the Interview Question “When Can You Start?”

48. Are you willing to relocate?

While this may sound like a simple yes-or-no question, it’s often a little bit more complicated than that. The simplest scenario is one where you’re totally open to moving and would be willing to do so for this opportunity. But if the answer is no, or at least not right now, you can reiterate your enthusiasm for the role, briefly explain why you can’t move at this time, and offer an alternative, like working remotely or out of a local office. Sometimes it’s not as clear-cut, and that’s OK. You can say you prefer to stay put for xyz reasons, but would be willing to consider relocating for the right opportunity.

Possible answer to “Are you willing to relocate?”

“I do love living in Raleigh and would prefer to stay here. However, for the right opportunity I’d be willing to consider relocating if necessary.”

Read More: The Best Responses to “Are You Willing to Relocate?” Depending on Your Situation

49. How many tennis balls can you fit into a limousine?

1,000? 10,000? 100,000? Seriously? Well, seriously, you might get asked brain-teaser questions like these, especially in quantitative jobs. But remember that the interviewer doesn’t necessarily want an exact number—they want to make sure that you understand what’s being asked of you, and that you can set into motion a systematic and logical way to respond. So take a deep breath and start thinking through the math. (Yes, it’s OK to ask for a pen and paper!)

Read More: 9 Steps to Solving an Impossible Brain Teaser in a Tech Interview (Without Breaking a Sweat)

50. If you were an animal, which one would you want to be?

Seemingly random personality-test type questions like these come up in interviews because hiring managers want to see how you can think on your feet. There’s no wrong answer here, but you’ll immediately gain bonus points if your answer helps you share your strengths or personality or connect with the hiring manager. Pro tip: Come up with a stalling tactic to buy yourself some thinking time, such as saying, “Now, that is a great question. I think I would have to say…”

Read More: 4 Steps for Answering Off-the-Wall Interview Questions

51. Sell me this pen.

If you’re interviewing for a sales job, your interviewer might put you on the spot to sell them a pen sitting on the table, or a legal pad, or a water bottle, or just something . The main thing they’re testing you for? How you handle a high-pressure situation. So try to stay calm and confident and use your body language—making eye contact, sitting up straight, and more—to convey that you can handle this. Make sure you listen, understand your “customer’s” needs, get specific about the item’s features and benefits, and end strong—as though you were truly closing a deal.

Read More: 4 Tips for Responding to "Sell Me This Pen" in an Interview

52. Is there anything else you’d like us to know?

Just when you thought you were done, your interviewer asks you this open-ended doozy. Don’t panic—it’s not a trick question! You can use this as an opportunity to close out the meeting on a high note in one of two ways, Zhang says. First, if there really is something relevant that you haven’t had a chance to mention, do it now. Otherwise, you can briefly summarize your qualifications. For example, Zhang says, you could say: “I think we’ve covered most of it, but just to summarize, it sounds like you’re looking for someone who can really hit the ground running. And with my previous experience [enumerate experience here], I think I’d be a great fit.”

Read More: How to Answer “Is There Anything Else You’d Like Us to Know?”

53. Do you have any questions for us?

You probably already know that an interview isn’t just a chance for a hiring manager to grill you—it’s an opportunity to sniff out whether a job is the right fit from your perspective. What do you want to know about the position? The company? The department? The team? You’ll cover a lot of this in the actual interview, so have a few less-common questions ready to go. We especially like questions targeted to the interviewer (“What's your favorite part about working here?”) or the company’s growth (“What can you tell me about your new products or plans for growth?”) If you’re interviewing for a remote role, there are some specific questions you might want to ask related to that.

Read More: 57 Smart Questions to Ask in a Job Interview in 2022

Bonus questions

Looking for more common interview questions and answers examples? Check out these lists of inquiries for different types of jobs.

Behavioral interview questions
Phone interview questions
Remote interview questions
Second interview questions
COVID-related interview questions
Diversity and inclusion interview questions
Emotional intelligence interview questions
Internship interview questions
Manager interview questions
Account management interview questions
Accounting interview questions
Administrative assistant interview questions
Brand management interview questions
Customer service interview questions
Data science interview questions
Digital marketing interview questions
Financial analyst interview questions
IT interview questions
Nursing interview questions
Product marketing interview questions
Project management interview questions
Retail interview questions
Sales interview questions
Software engineering interview questions
Teaching interview questions

Want even more advice for answering common interview questions?

If you are looking for more in depth advice about these 53 interview questions and how to answer them, here's a list of articles with detailed guides to teach you how to approach your responses.

Is there anything else you’d like us to know.

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A black-and-white photo of the first class of Yale SOM graduates

The Historian’s Notebook: The First SOMers

This edition of the Historian’s Notebook looks at the Charter Class, the first cohort of students to matriculate at Yale SOM.

The Historian’s Notebook: 50 Years of Business & Society is a blog series created in preparation for the 50th anniversary of Yale SOM in September 2026. The series is written by Yale SOM’s resident historian, Michelle Spinelli . Reach out if you have an idea for a blog post, memories or photos to share, or an inquiry about SOM history.

In the last installment of the Historian’s Notebook, we looked back at the opening of Yale SOM. And while these blog posts won’t typically flow chronologically, I thought it would make sense to offer a glimpse of the Charter Class—the “intrepid, highly qualified group of entrepreneurs” whom William Donaldson, the inaugural dean, welcomed on September 13, 1976.

In many ways, chance drew these risk-takers together. There was no proven recruitment strategy for a school whose intention was to be different. A New York Times interview with Donaldson piqued the curiosity of James Firestone ’78. Another incoming student, Pam Farr ’78, a former president of the Yale SOM Alumni Association, learned about the new venture through a copy of the Yale Alumni Magazine that a company intern had left around the office.

At the same time, the first applicants to SOM were nothing if not serious and deliberate. They chose to apply because their interests and values aligned with the multisectoral mission of Yale’s youngest graduate school—to train leaders to work in the public as well as private spheres.

In their application essays, many of the incoming students showed a particular eagerness to study the intersections of different organizational sectors. A branch loan officer saw the importance of understanding private banking in relation to federal and state laws, the Federal Reserve, and the Federal Trade Commission. An architect believed that a design education alone could not adequately prepare a person to work on publicly funded projects, particularly ones that required an understanding of urban planning and development.

Another applicant understood that a solid grounding in the management of both private and public organizations would help them become a better global leader. “The MPPM provides the best preparation for a management career related to Japan,” the student wrote, “where the distinction between public and private institutions has been blurred to a degree unique among modern industrialized states.”

A series of black and white headshots of members of the Yale SOM Charter Class.

In the end, 34 men and 16 women arrived at SOM that fall. They came with an average of four years of full-time work experience, with the public and private sectors equally represented, and they held undergraduate and graduate degrees in fields spanning from mathematics and law to metallurgy and the fine arts. Among them was a U.S. Army officer, a professor of Japanese history, a partner in a commodities trading firm with a doctorate from Oxford, a community activist, a legislative assistant, a public works administrator, and an actor and theater manager.

Once classes began, members of the Charter Class became very close. Several alumni expressed this sentiment in a 2016 video that anticipated SOM’s fifth decade. “It was a ‘we’re in this together’ kind of group,” recalled Farr.

And this wasn’t just a feeling of closeness: the first students had limited classroom space. “It was like you were in the third grade again,” said Cathy Lanier ’78. “You sat at a desk all day. The teachers came and went.”

That sense of unity in the Charter Class persists today. Lanier remarked, “If you could take any of the people in our class and put them here, I’d be delighted to see them and feel like I still knew a lot about them.”

Recently in The Historian’s Notebook

A group of Yale deans in academic regalia attending the opening of Yale SOM in Sprague Hall

The Historian’s Notebook: Different from Day One

The Historian’s Notebook: 50 Years of Business & Society

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You will have 8 questions to choose from. You must respond to only 4 of the 8 questions.
Each response is limited to a maximum of 350 words.
Which questions you choose to answer is entirely up to you. However, you should select questions that are most relevant to your experience and that best reflect your individual circumstances.

Keep in mind

All questions are equal. All are given equal consideration in the application review process, which means there is no advantage or disadvantage to choosing certain questions over others.
There is no right or wrong way to answer these questions. It’s about getting to know your personality, background, interests and achievements in your own unique voice.
Use the additional comments field if there are issues you'd like to address that you didn't have the opportunity to discuss elsewhere on the application. This shouldn't be an essay, but rather a place to note unusual circumstances or anything that might be unclear in other parts of the application. You may use the additional comments field to note extraordinary circumstances related to COVID-19, if necessary.

Questions & guidance

Remember, the personal insight questions are just that—personal. Which means you should use our guidance for each question just as a suggestion in case you need help. The important thing is expressing who you are, what matters to you and what you want to share with UC.

1. Describe an example of your leadership experience in which you have positively influenced others, helped resolve disputes or contributed to group efforts over time. Things to consider: A leadership role can mean more than just a title. It can mean being a mentor to others, acting as the person in charge of a specific task, or taking the lead role in organizing an event or project. Think about what you accomplished and what you learned from the experience. What were your responsibilities?

Did you lead a team? How did your experience change your perspective on leading others? Did you help to resolve an important dispute at your school, church, in your community or an organization? And your leadership role doesn't necessarily have to be limited to school activities. For example, do you help out or take care of your family? 2. Every person has a creative side, and it can be expressed in many ways: problem solving, original and innovative thinking, and artistically, to name a few. Describe how you express your creative side. Things to consider: What does creativity mean to you? Do you have a creative skill that is important to you? What have you been able to do with that skill? If you used creativity to solve a problem, what was your solution? What are the steps you took to solve the problem?

How does your creativity influence your decisions inside or outside the classroom? Does your creativity relate to your major or a future career? 3. What would you say is your greatest talent or skill? How have you developed and demonstrated that talent over time? Things to consider: If there is a talent or skill that you're proud of, this is the time to share it.You don't necessarily have to be recognized or have received awards for your talent (although if you did and you want to talk about it, feel free to do so). Why is this talent or skill meaningful to you?

Does the talent come naturally or have you worked hard to develop this skill or talent? Does your talent or skill allow you opportunities in or outside the classroom? If so, what are they and how do they fit into your schedule? 4. Describe how you have taken advantage of a significant educational opportunity or worked to overcome an educational barrier you have faced. Things to consider: An educational opportunity can be anything that has added value to your educational experience and better prepared you for college. For example, participation in an honors or academic enrichment program, or enrollment in an academy that's geared toward an occupation or a major, or taking advanced courses that interest you; just to name a few.

If you choose to write about educational barriers you've faced, how did you overcome or strive to overcome them? What personal characteristics or skills did you call on to overcome this challenge? How did overcoming this barrier help shape who you are today? 5. Describe the most significant challenge you have faced and the steps you have taken to overcome this challenge. How has this challenge affected your academic achievement? Things to consider: A challenge could be personal, or something you have faced in your community or school. Why was the challenge significant to you? This is a good opportunity to talk about any obstacles you've faced and what you've learned from the experience. Did you have support from someone else or did you handle it alone?

If you're currently working your way through a challenge, what are you doing now, and does that affect different aspects of your life? For example, ask yourself, How has my life changed at home, at my school, with my friends or with my family? 6. Think about an academic subject that inspires you. Describe how you have furthered this interest inside and/or outside of the classroom. Things to consider: Many students have a passion for one specific academic subject area, something that they just can't get enough of. If that applies to you, what have you done to further that interest? Discuss how your interest in the subject developed and describe any experience you have had inside and outside the classroom such as volunteer work, internships, employment, summer programs, participation in student organizations and/or clubs and what you have gained from your involvement.

Has your interest in the subject influenced you in choosing a major and/or future career? Have you been able to pursue coursework at a higher level in this subject (honors, AP, IB, college or university work)? Are you inspired to pursue this subject further at UC, and how might you do that?

7. What have you done to make your school or your community a better place? Things to consider: Think of community as a term that can encompass a group, team or a place like your high school, hometown or home. You can define community as you see fit, just make sure you talk about your role in that community. Was there a problem that you wanted to fix in your community?

Why were you inspired to act? What did you learn from your effort? How did your actions benefit others, the wider community or both? Did you work alone or with others to initiate change in your community? 8. Beyond what has already been shared in your application, what do you believe makes you a strong candidate for admissions to the University of California? Things to consider: If there's anything you want us to know about you but didn't find a question or place in the application to tell us, now's your chance. What have you not shared with us that will highlight a skill, talent, challenge or opportunity that you think will help us know you better?

From your point of view, what do you feel makes you an excellent choice for UC? Don't be afraid to brag a little.

Writing tips

Start early..

Give yourself plenty of time for preparation, careful composition and revisions.

Write persuasively.

Making a list of accomplishments, activities, awards or work will lessen the impact of your words. Expand on a topic by using specific, concrete examples to support the points you want to make.

Use “I” statements.

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20 Common Nurse Leader Interview Questions and Answers

Common Nurse Leader interview questions, how to answer them, and sample answers from a certified career coach.

You got called in for an interview as a nurse leader—congratulations! You’re probably thrilled, but also feeling a bit panicked, wondering What are they going to ask me? or How will I handle a question I don’t know how to answer? Worry no more—we’ve got inside information on common interview questions for nurse leaders as well as some advice for how you can answer them.

What strategies do you use to ensure that nurses are providing the highest quality of care?
How do you handle difficult conversations with staff members or patients?
Describe a time when you had to make an unpopular decision as a nurse leader.
Explain your understanding of evidence-based practice and how it applies to nursing.
What experience do you have in developing and implementing policies and procedures for a healthcare organization?
How do you stay informed about changes in the healthcare industry and new developments in patient care?
What strategies do you use to motivate and engage nurses in their work?
How do you approach conflict resolution between staff members or between staff and management?
Describe a successful team building initiative you have led in the past.
How do you evaluate the performance of nurses and provide feedback on their work?
What is your experience with budgeting and financial planning for a healthcare organization?
How do you ensure that nurses are following safety protocols and adhering to best practices?
What strategies do you use to foster collaboration among different departments within a healthcare organization?
How do you handle complaints from patients or family members?
What experience do you have in recruiting, hiring, and onboarding new nurses?
How do you ensure that nurses are up-to-date on their certifications and continuing education requirements?
What strategies do you use to promote professional development opportunities for nurses?
How do you create a culture of respect and inclusion in the workplace?
What experience do you have in managing complex projects related to patient care?
How do you ensure that nurses are properly trained and prepared to handle emergencies?

1. What strategies do you use to ensure that nurses are providing the highest quality of care?

Quality patient care is the most important goal of any healthcare organization, and nurse leaders play a critical role in ensuring that nurses are providing the best care possible. This question allows the interviewer to gauge your understanding of the importance of quality care and your ability to develop strategies to ensure that nurses are providing the best care possible.

How to Answer:

Talk about the strategies you have implemented in the past to ensure that nurses are providing the highest quality of care. Examples could include developing and implementing evidence-based protocols, conducting regular performance reviews, instituting a mentorship program for new nurses, or creating an environment where nurses feel comfortable voicing their concerns and asking questions. You can also talk about how you use data to track patient outcomes and identify areas for improvement. Finally, emphasize your commitment to ensuring that patients receive the best possible care.

Example: “I believe that quality patient care is the foundation of any healthcare organization, and I take my role as a nurse leader seriously. My strategies for ensuring that nurses are providing the highest quality of care include developing evidence-based protocols to guide practice; conducting regular performance reviews with nurses to ensure they’re meeting standards; instituting a mentorship program where experienced nurses can help new nurses learn the ropes; creating an environment where nurses feel comfortable voicing their concerns and asking questions; and using data to track patient outcomes and identify areas for improvement. Above all, I am committed to ensuring that patients receive the best possible care.”

2. How do you handle difficult conversations with staff members or patients?

A successful nurse leader needs to be able to manage difficult conversations without compromising the quality of patient care. This question is designed to assess your ability to handle stressful situations while still maintaining a professional demeanor. It also allows the interviewer to gain insight into your conflict resolution skills and how you would handle difficult conversations within the organization.

The best way to answer this question is to provide an example of a difficult conversation you’ve had in the past and how you handled it. Talk about the steps you took to deescalate the situation, such as listening carefully to both parties involved, staying calm, and using active listening techniques. You should also emphasize your commitment to maintaining a professional environment for all staff members and patients.

Example: “I recently had to make a difficult decision about staffing levels for one of our units. I looked at the data and weighed all of the options, but ultimately decided that we needed to reduce staff in order to meet budget constraints. It wasn’t an easy conversation, but I explained my reasoning clearly and openly. I also made sure to emphasize how this decision would help us continue providing quality care—which was ultimately what mattered most. The team understood my rationale and appreciated my transparency. In the end, it was a successful decision and the unit has continued to thrive. I learned from this experience that clear communication is key when making tough decisions. Being open and honest with your team can go a long way towards helping them understand why you chose a certain path.”

3. Describe a time when you had to make an unpopular decision as a nurse leader.

As a nurse leader, you’re expected to make decisions that will benefit the team and the organization as a whole. However, these decisions aren’t always popular with your team or peers. The interviewer wants to know that you can make difficult decisions and stand by them, even in the face of resistance. They’ll also want to know that you can handle difficult conversations and situations in a professional manner.

Start by talking about the situation and why you had to make an unpopular decision. Explain what made it difficult, how you weighed your options, and ultimately why you chose the path that you did. Then, talk about how you communicated the decision to your team and peers. Highlight any positive feedback or results from the decision and emphasize how it benefited the organization in the long run. Finally, explain what you learned from the experience and how it has helped shape your leadership style moving forward.

Example: “I was in a difficult situation when I had to make an unpopular decision as a nurse leader. Our department was facing budget cuts and we needed to reduce staff hours for the upcoming quarter. Despite my team’s protests, I decided that it would be best to implement a rotating schedule across all departments to minimize layoffs. To ensure everyone was on board with the plan, I took time to explain the rationale behind my decision and how it would benefit the organization in the long run. The response wasn’t overwhelmingly positive, but they eventually accepted the change and respected me as their leader. This experience taught me the importance of clear communication when making tough decisions and helped me develop a more effective leadership style.”

4. Explain your understanding of evidence-based practice and how it applies to nursing.

The healthcare industry is constantly changing and evolving, and nurses need to stay up to date on the latest best practices and treatments to provide the highest quality of patient care. Evidence-based practice is an approach to healthcare that relies on the most current and accurate scientific evidence to make decisions about care. This question helps the interviewer understand how well you understand the evidence-based approach and how you would apply it in a nursing setting.

Begin by explaining what evidence-based practice is and how it differs from traditional approaches to healthcare. Then, give an example of a situation where you have used the evidence-based approach in your nursing practice. Finally, explain how you would use this approach in the role you’re interviewing for. Make sure to emphasize that you understand the importance of staying up to date on the latest research and treatments so that you can provide the best possible care for patients.

Example: “Evidence-based practice is an approach to healthcare that involves using the most current and accurate scientific evidence to make decisions about care. It differs from traditional approaches in that it relies on data, research, and clinical expertise to inform decisions rather than relying solely on personal experience or intuition. In my role as a nurse leader, I strive to use evidence-based practice whenever possible. For example, when evaluating a patient’s treatment plan, I take into account the latest medical literature and guidelines, then discuss them with the patient to ensure they understand all of their options. This allows us to create individualized plans that are tailored to each patient’s needs while still providing the highest quality of care.”

5. What experience do you have in developing and implementing policies and procedures for a healthcare organization?

Policy-making and implementation is a key part of any nurse leader’s job. It’s important to show your interviewer that you have experience in developing and implementing policies that are effective and in line with the organization’s goals. This question will also give you an opportunity to discuss any successful policies you’ve implemented in the past and how they have improved patient care.

You should be prepared to discuss the policies you’ve developed and implemented in the past. Talk about how you involved other members of the healthcare team in the policy development process, such as physicians, administrators, and nurses. If possible, provide an example of a successful policy you created that improved patient care or reduced costs for the organization. Finally, emphasize your understanding of the importance of following regulations and laws when creating and implementing policies.

Example: “I have extensive experience in developing and implementing policies and procedures for healthcare organizations. During my time as a nurse leader at XYZ Hospital, I was responsible for creating numerous policies that improved patient care while also ensuring compliance with all applicable laws and regulations. For example, I developed a policy to reduce wait times in the emergency room by streamlining triage processes. This policy resulted in an average wait time reduction of 25%. I was also involved in the development of a policy to ensure standardization of nursing documentation across departments, which greatly improved communication between nurses and other members of the healthcare team.”

6. How do you stay informed about changes in the healthcare industry and new developments in patient care?

Nursing is a field that’s constantly evolving, and it’s important that nurse leaders have their finger on the pulse of the latest trends, regulations, and treatments. By asking this question, the interviewer is looking to see if you’re the type of person who proactively seeks out new information and stays ahead of the curve when it comes to patient care.

The best way to answer this question is by providing concrete examples of how you stay informed. Talk about the types of professional organizations and publications you read, conferences you attend, or courses you take to stay up-to-date on changes in the healthcare industry. You can also mention any online communities or sources that you use to keep abreast of new developments. The more specific your examples are, the better!

Example: “I stay informed about changes in the healthcare industry and new developments in patient care by reading a variety of professional journals and attending conferences. I’m a member of several nursing organizations, like the American Nurses Association and the National League for Nursing, which keep me up-to-date on the latest trends. Additionally, I follow some relevant blogs and podcasts to make sure I’m never out of touch with what’s happening in the field. I also take continuing education courses whenever possible to sharpen my skills and learn more about the latest treatments and technologies.”

7. What strategies do you use to motivate and engage nurses in their work?

Working in a healthcare environment can be challenging and demanding, and it’s important for nurse leaders to be able to motivate and engage their staff. The interviewer is likely looking for an answer that demonstrates your understanding of the importance of creating a positive work environment and your ability to implement strategies that will encourage and support employees. This could include providing recognition and rewards, fostering collaboration and fostering a sense of ownership in the work.

Start by discussing your understanding of the importance of motivating and engaging nurses in their work. Then, provide specific examples of strategies you have used or seen used to motivate and engage nurses. For example, you could talk about how you’ve implemented recognition programs for outstanding performance, organized team-building activities, provided mentorship opportunities, or created a culture that encourages open communication and feedback. Finally, emphasize the positive results these strategies have had on nurse morale and engagement.

Example: “I understand the importance of creating a positive work environment and motivating my staff to do their best. I’ve implemented several strategies, such as recognition programs for outstanding performance and team-building activities that foster collaboration. I’ve also created an open communication culture in which feedback is encouraged and welcomed. These initiatives have been met with enthusiasm from the nurses, leading to increased morale and engagement, and ultimately improved patient care.”

8. How do you approach conflict resolution between staff members or between staff and management?

Leaders in any field need to know how to manage difficult situations. In the healthcare field, this is especially true. You’ll be working with teams of people, and conflicts are bound to arise. The interviewer wants to know that you can handle these issues with tact, diplomacy, and professionalism. They want to know that you have the skillset to deescalate the situation and find a resolution that works for everyone.

You should demonstrate your understanding of the importance of conflict resolution and how it can improve team morale. Talk about how you have successfully handled conflicts in the past, such as by listening to both sides and asking questions to understand the issue better. You can also share any strategies that you use to resolve conflicts, such as offering alternative solutions or suggesting a compromise. Finally, emphasize your commitment to creating an environment where everyone feels heard and respected.

Example: “I approach conflict resolution with the goal of finding a solution that works for everyone. I believe it’s important to create an environment where everyone feels respected and heard. I try to listen to both sides and ask questions to better understand the issue. I also like to offer alternative solutions or suggest a compromise. In the past, I have been successful in resolving conflicts between staff members and between staff and management. I believe that by working together, we can find a solution that is beneficial for everyone.”

9. Describe a successful team building initiative you have led in the past.

The most successful healthcare teams are built on trust, respect, and collaboration. As a nurse leader, it’s your job to foster and encourage these qualities among your team members. By asking about a successful team building initiative you’ve led in the past, the interviewer wants to get a sense of your ability to build strong relationships and create a positive work environment.

To answer this question, you should focus on a team building initiative that has had positive results. Talk about how you identified the need for a team building activity, what steps you took to plan it, and how it helped improve relationships among your team members. Be sure to highlight any key takeaways from the experience and explain why it was successful.

Example: “In my current role as a nurse leader, I recently planned a team building retreat for my department. We identified the need for a more cohesive team that would be better equipped to handle the challenges of our fast-paced work environment. I worked with the team to create an agenda that included both team building activities and professional development. Through the retreat, we were able to develop stronger relationships, increase collaboration, and foster a sense of camaraderie among our team members. It was a great success and a valuable learning experience for everyone involved.”

10. How do you evaluate the performance of nurses and provide feedback on their work?

Being a nurse leader is more than just being a nurse—you have to have the ability to lead, motivate, and evaluate other nurses. Interviewers want to know that you understand the importance of evaluating nurses’ performance and providing feedback that will help them improve. They want to know that you have a process for providing feedback that is fair, consistent, and useful for nurses.

Start by talking about your process for evaluating nurses. Explain how you observe nurses’ performance, provide feedback in a timely manner, and document all evaluations. Talk about the importance of providing constructive criticism that helps nurses improve their skills and grow professionally. You can also discuss any systems or tools you have used to evaluate nurses’ performance, such as surveys, checklists, or scorecards. Finally, emphasize the importance of creating an environment where nurses feel comfortable receiving feedback and working together to improve patient care.

Example: “I believe in evaluating nurses’ performance in a fair and consistent manner. I use a variety of tools and systems to evaluate nurses’ performance, including surveys, checklists, and scorecards. I also provide timely feedback so that nurses can take action to improve their performance. I always make sure to provide constructive criticism that helps nurses grow professionally. I also strive to create an environment where nurses feel comfortable receiving feedback and working together to improve patient care.”

11. What is your experience with budgeting and financial planning for a healthcare organization?

As a nurse leader, you may be asked to manage the overall financial health of the organization. This means understanding how to create a budget, how to manage costs, and how to track the financial performance of the organization. Knowing how to manage a budget and financial planning is an essential part of being a successful nurse leader, and this question will help the interviewer determine if you have the skills to do so.

When answering this question, focus on the budgeting and financial planning experience you have had in previous roles. Talk about any successes you have had with creating budgets or managing costs, as well as any challenges you faced and how you overcame them. If you don’t have direct experience with budgeting and financial planning, talk about other experiences that demonstrate your ability to think strategically and manage resources. For example, if you have managed a team of nurses, you can discuss how you used data and analytics to make decisions and maximize efficiency.

Example: “I have extensive experience with budgeting and financial planning for healthcare organizations. In my previous role as a nurse leader, I was responsible for creating and managing the annual budget for the organization. I worked closely with the finance team to ensure that our budget was accurate and that we were able to manage costs and maximize efficiency. I also tracked the financial performance of the organization, regularly reviewing the budget and making adjustments as needed. In addition, I developed a financial strategy for the organization that enabled us to achieve our long-term goals.”

12. How do you ensure that nurses are following safety protocols and adhering to best practices?

Nursing is a demanding job, and patient safety is of utmost importance. It’s the nurse leader’s job to ensure that nurses are following safety protocols and adhering to best practices. This question will help the interviewer gauge your ability to lead and manage a team of nurses, as well as your commitment to patient safety.

Start by talking about your experience in managing a team of nurses and how you’ve implemented protocols to ensure that they are following safety protocols. You can also talk about how you set expectations for the team, such as regular check-ins, training sessions, and feedback loops so that everyone is up-to-date on best practices. Finally, discuss the measures you take to monitor adherence to safety protocols and best practices, such as audits or spot checks.

Example: “I have a strong commitment to patient safety and ensure that all nurses under my supervision are following safety protocols and adhering to best practices. I have implemented regular check-ins with the team to ensure that they are up-to-date on the latest protocols and best practices. I have also provided training sessions and feedback loops to ensure that everyone is on the same page. Additionally, I regularly conduct spot checks and audits to ensure that nurses are following the protocols and best practices that have been put in place. This ensures that patients are receiving the highest quality of care.”

13. What strategies do you use to foster collaboration among different departments within a healthcare organization?

Healthcare organizations need to be able to coordinate care and services across departments—from nurses to physicians to physical therapists. Nurse leaders must be able to foster these relationships, as well as ensure that all departments are working together to meet organizational goals. Interviewers will want to know how you ensure that collaboration is taking place and that conflicts are resolved quickly and effectively.

To answer this question, you should talk about the strategies that you have used in the past to foster collaboration. For example, you could discuss how you set up regular meetings between departments, or how you created a shared vision for the organization and communicated it to all staff members. You could also discuss how you encouraged open communication by providing feedback loops and creating opportunities for team-building activities. Additionally, be sure to mention any specific successes that have come from your efforts to promote collaboration within an organization.

Example: “In my previous role as a nurse leader, I worked to foster collaboration among different departments by setting up regular meetings between departments and creating a shared vision for the organization. I also provided feedback loops and encouraged open communication by creating opportunities for team-building activities. As a result, I was able to help resolve conflicts quickly and effectively, and I was able to create a strong sense of collaboration that resulted in improved patient care and satisfaction.”

14. How do you handle complaints from patients or family members?

Nurses are often the first line of defense when it comes to patient care. In addition to providing care, they also need to be able to handle any complaints that arise. This question helps the interviewer gauge your ability to handle difficult conversations, solve problems, and communicate with patients and their families. It also provides an opportunity to discuss how you prioritize patient care and satisfaction.

Start by emphasizing your commitment to patient care and satisfaction. Explain how you prioritize listening to the concerns of patients and their families, and that you take any complaints seriously. Talk about how you work with other members of the healthcare team to ensure that all concerns are addressed in a timely manner. Discuss any strategies or techniques you use to de-escalate tense situations and resolve conflicts. Finally, explain the importance of communication and how you strive to keep everyone informed throughout the process.

Example: “I take complaints from patients and their families very seriously. I prioritize listening to their concerns and strive to ensure that their needs are met. I work with other members of the healthcare team to address any issues that arise, and I use my communication and problem-solving skills to de-escalate tense situations and resolve conflicts. I believe it is important to keep everyone informed throughout the process, and I strive to ensure that all parties are satisfied with the outcome. I am committed to providing the best possible patient care and experience, and I take pride in doing so.”

15. What experience do you have in recruiting, hiring, and onboarding new nurses?

Nurse leaders need to be able to identify, hire, and onboard new nurses for the team. This requires a deep understanding of the job requirements for nurses and the ability to evaluate potential candidates. It also requires the ability to develop a strategy for onboarding new nurses, so that they can begin their new roles quickly and effectively. The interviewer will want to know that you have the skills and experience necessary to lead a successful hiring process.

Begin by describing any experience you have in the recruiting and hiring process. This could include anything from managing job postings to conducting interviews, to developing onboarding plans for new hires. You should also explain how your experience has helped you develop a better understanding of what it takes to be a successful nurse leader. Finally, if you have any tips or strategies that you use when recruiting and hiring nurses, feel free to share them with the interviewer.

Example: “I have extensive experience in recruiting, hiring, and onboarding nurses. I have managed job postings, conducted interviews, and developed onboarding plans for new hires. Through my experience, I have developed a strong understanding of what it takes to be a successful nurse leader. I have also developed a strategy that I use when recruiting and hiring nurses. I use a combination of online job postings, targeted outreach, and interviews to ensure that I am selecting the best candidates for the position. I also have an onboarding plan that I use to help new nurses become acclimated quickly and effectively.”

16. How do you ensure that nurses are up-to-date on their certifications and continuing education requirements?

Nursing leaders are responsible for ensuring that their staff is properly trained and certified for their roles. They must also keep tabs on their continuing education requirements, which can change over time. This question is a great way for a potential employer to gauge your organizational skills and your ability to stay on top of the latest regulations and requirements.

You should be prepared to discuss your organizational and administrative skills when answering this question. Talk about how you stay up-to-date on the latest certifications and continuing education requirements by attending conferences, reading industry publications, or utilizing online resources. You can also talk about how you ensure that nurses are compliant with these standards by tracking their certifications, setting reminders for renewals, and checking in regularly with staff members. Finally, emphasize your commitment to staying informed of any changes in regulations or requirements so that your team is always up-to-date.

Example: “I understand the importance of staying up-to-date on certifications and continuing education requirements, and I make sure that the nurses I manage are compliant. I regularly attend conferences and read industry publications to ensure that I’m aware of any changes or updates to regulations or requirements. I also keep a database of each nurse’s certifications and set reminders for when their certifications are due to expire. I follow up with nurses to make sure they are taking the necessary steps to renew their certifications and I’m always available to answer any questions they may have. My goal is to ensure that all of the nurses I manage are compliant with the latest regulations and are able to provide the highest level of care to our patients.”

17. What strategies do you use to promote professional development opportunities for nurses?

Professional development is key to helping nurses and healthcare professionals stay up-to-date with best practices and new technologies. As a nurse leader, you should be able to articulate how you support and encourage your staff to pursue continuing education and other professional development activities. This question is a great chance to demonstrate your understanding of the importance of professional development and how you create an environment that values and encourages it.

Talk about the strategies you’ve used in the past to promote professional development opportunities, such as creating a budget for continuing education courses or offering tuition reimbursement. You can also discuss how you provide mentorship and coaching to your staff, or what initiatives you have implemented to help them stay up-to-date on best practices. Finally, talk about any awards or recognition programs you have developed to recognize staff members who pursue additional training.

Example: “I believe that ongoing professional development is essential for nurses and other healthcare professionals to stay current with best practices and new technologies. I’ve implemented a number of strategies to promote professional development opportunities, such as creating a budget for continuing education courses and offering tuition reimbursement. I also provide mentorship and coaching to my staff, and I have developed a recognition program to recognize staff members who pursue additional training. I feel strongly that these initiatives have helped to create an environment that values and encourages professional development.”

18. How do you create a culture of respect and inclusion in the workplace?

Nursing is a high-pressure job, and it’s essential that nurses maintain a positive attitude and work well with each other. This question will help the interviewer understand how you handle difficult situations and how you strive to create a workplace environment that is supportive and collaborative. It will also give the interviewer a sense of your leadership style and how you motivate and inspire your team.

To answer this question, you should first explain what you believe creates a respectful and inclusive workplace. This could include things like open communication, active listening, setting clear expectations, providing recognition for good work, and fostering an environment of mutual respect. You can also share examples of how you’ve achieved these goals in the past or how you plan to do so if hired. Finally, be sure to emphasize that creating an atmosphere of respect and inclusion is essential to ensuring the success of your team.

Example: “I believe the key to creating a culture of respect and inclusion in the workplace is fostering open communication and listening to all team members. I strive to create an environment where everyone’s ideas and opinions are respected and valued, no matter their position or experience. I also believe in setting clear expectations and recognizing good work, which helps to motivate and inspire my team. In my current role as a nurse leader, I have implemented these practices, and the result has been a more positive and productive work environment. I am confident that I can bring this same level of enthusiasm and success to your team if hired.”

19. What experience do you have in managing complex projects related to patient care?

Nursing leaders are expected to be able to manage complex projects related to patient care. This question is designed to assess your level of experience in this area and gauge your ability to handle multiple tasks and prioritize competing demands. Your answer should include examples of how you have successfully managed projects and the results achieved.

Be sure to provide specific examples of how you have managed complex projects related to patient care. Describe the scope of the project, your role in it, and any challenges you faced. If possible, include details about the results that were achieved. Explain what strategies or processes you used to ensure successful completion of the project. Finally, emphasize your ability to work with a variety of stakeholders, including other healthcare professionals, patients, and their families.

Example: “I have extensive experience managing complex projects related to patient care. For example, I recently coordinated a multi-disciplinary team of healthcare professionals to develop a comprehensive program for the early detection and treatment of cardiovascular disease. I was responsible for developing and implementing a detailed plan of action, as well as managing all aspects of the project, from budgeting to communication with stakeholders. I also led the team in developing a risk management plan to ensure patient safety. In the end, the project was a success and resulted in improved patient outcomes. This experience has given me the skills and confidence to manage complex projects related to patient care in any setting.”

20. How do you ensure that nurses are properly trained and prepared to handle emergencies?

Nurses are expected to be prepared to handle any emergency situation that may arise. To do this, they must be properly trained and knowledgeable about the latest protocols and procedures. This question is a great way for an interviewer to gauge your ability to make sure nurses are up to date on the latest protocols and can handle any emergency situation that may come their way.

To answer this question, you should discuss the steps that you take to ensure nurses are properly trained and prepared for emergencies. Examples of these steps could include providing regular training sessions on emergency protocols, making sure all nurses have access to up-to-date resources, and having a system in place to review and update protocols as needed. You should also emphasize your commitment to ensuring nurses have the knowledge and skills necessary to handle any emergency situation they may encounter.

Example: “My priority as a nurse leader is to ensure that nurses are properly trained and prepared to handle any emergency situation that may arise. To do this, I provide regular training sessions on the latest protocols and procedures and make sure all nurses have access to up-to-date resources. I also have a system in place to review and update protocols as needed. I’m committed to ensuring nurses have the knowledge and skills necessary to handle any emergency situation they may encounter, and I’m always looking for ways to improve our training program to ensure nurses are fully prepared for any situation.”

20 Chief Strategy Officer Interview Questions and Answers

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U.S. Clears Way for Antitrust Inquiries of Nvidia, Microsoft and OpenAI

The Justice Department and the Federal Trade Commission agreed to divide responsibility for investigating three major players in the artificial intelligence industry.

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By David McCabe

Reporting from Washington

Federal regulators have reached a deal that allows them to proceed with antitrust investigations into the dominant roles that Microsoft, OpenAI and Nvidia play in the artificial intelligence industry , in the strongest sign of how regulatory scrutiny into the powerful technology has escalated.

The Justice Department and the Federal Trade Commission struck the deal over the past week, and it is expected to be completed in the coming days, according to two people with knowledge of the matter, who were not authorized to speak publicly about the confidential discussions.

Under the arrangement, the Justice Department will take the lead in investigating whether the behavior of Nvidia , the biggest maker of A.I. chips, has violated antitrust laws, the people said. The F.T.C. will play the lead role in examining the conduct of OpenAI, which makes the ChatGPT chatbot, and Microsoft , which has invested $13 billion in OpenAI and made deals with other A.I. companies, the people said.

The agreement signals intensifying scrutiny by the Justice Department and the F.T.C. into A.I., a rapidly advancing technology that has the potential to upend jobs, information and people’s lives. Both agencies have been at the forefront of the Biden administration’s efforts to rein in the power of the biggest tech companies. After a similar deal in 2019, the government investigated Google , Apple , Amazon and Meta and has since sued each of them on claims that they violated antimonopoly laws.

For months, Nvidia, Microsoft and OpenAI largely escaped the brunt of the Biden administration’s regulatory scrutiny. But that began to change as generative A.I., which can produce humanlike text, photos, videos and audio, burst onto the scene in late 2022 and created an industry frenzy.

Regulators have recently signaled that they want to get ahead of developments in A.I. In July, the F.T.C. opened an investigation into whether OpenAI had harmed consumers through its collection of data. In January, the F.T.C. also started a broad inquiry into strategic partnerships between tech giants and A.I. start-ups, including Microsoft’s investment in OpenAI and Google’s and Amazon’s investments in Anthropic, another young A.I. company.

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Here are some questions you might hear at an executive leader interview: 8. Explain the importance of change leadership. 9. Tell me about your relationship with your last company's chief executive officer (CEO). 10. Explain a time you developed and executed a vision for a company. 11.
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EXAMPLE ANSWER: "In my last position, I was asked to oversee a project because I had prior experience leading project teams. However, the project wasn't aligned with my area of expertise. Additionally, I was currently overseeing two other projects, both of which were long-term and of high value to the organization.
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11. Tell me about a time when you delegated a critical project successfully. Delegating a critical project is a litmus test for a leader's ability to assess team members' strengths and weaknesses, trust in their capabilities, and provide the right balance of autonomy and support.
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Then, to make your answer even better, give a specific example of how you did this in one of your past leadership experiences. 12. Tell me about a time when you failed. This is another behavioral question where the interviewer is looking to gauge how you react to tough situations - in this case, a failure or setback.
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1. Don't say you've never led anyone. Pick your most impressive leadership experiences as you think back and try to come up with an answer for this. It might be on a sports team, in a class project, or in previous jobs. But whatever you do, don't answer this interview question by saying, "I'm not really a leader", or "I'm not ...
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9. Tell me about a time you had a significant impact on a team or project. There are many ways in which leaders make an impact, including delegating tasks, motivating team members, and resolving conflict. Think about a time when you experienced a particular success as a result of your leadership.
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2. Choose a Story to Share. Once you know what you think leadership is, it's time to think about times you've put it into practice. You should also ask yourself what leadership situations and skills are likely to come up in the job you're interviewing for to help you pick the most relevant story.
30 Leadership Interview Questions and Example Answers
In a leadership interview, recruiters or hiring managers often ask several types of questions that can assess the candidate's behavior, problem-solving, decision making, communication and management skills. To help you prepare for the interview, here are the top 30 leadership interview questions along with sample answers in three categories ...
7 Leadership Interview Questions (With Example Answers)
Related: Problem-Solving Skills: Definitions and Examples. 6. Tell me about a difficult decision you've made recently, and how you approached it. Decision making is an important part of being a successful leader, and an interviewer may ask this question to assess your decision-making skills and processes.
30 Leadership Interview Questions & Answers
3. Tell me about your leadership qualities. 4. When do you best demonstrate yourself as a leader? 5. Tell me about a time when you took charge of a meeting. Was the outcome a positive one? 6. Tell me about a time when you effectively delegated tasks.
11 Essential Leadership Interview Questions and Answers
to provide quality judgment and advice. Leadership versus management. 5. Tell me about an innovative solution you developed to a non-traditional problem. Innovation and creativity are key competencies explored in leadership interview questions. Effective and strategic leaders promote change and innovation.
12 Example Answers to "What Is Your Leadership Style?" Interview Question
Example Answer #1: Transformational Leadership Style. Example Answer #2: Situational Leadership Approach. Example Answer #3: Servant Leadership Style. Example Answer #4: Democratic Leadership Approach. Example Answer #5: Laissez-Faire Leadership Style. Example Answer #6: Visionary Leadership Approach.
30 Senior Team Leader Interview Questions and Answers
In the same way, a senior team leader's role involves fostering a positive team environment, motivating team members, and driving productivity. Thus, your ability to effectively inspire and motivate is critical, and this question is designed to unearth your strategies for accomplishing this. Example: "Motivating a team requires ...
Best Ways To Answer Interview Questions About Your Leadership Skills
Leadership is an extremely valuable skill in the workplace. Although many of the soft skills needed to be a successful leader are skills that can be acquired through practice and attention, having some of the characteristics of a strong leader can indicate to a hiring manager that you are a strong candidate. Hiring managers know that leaders are needed at every level within an organization and ...
Writing an Effective Leadership Essay: Tips and Examples
A leadership essay is a college application essay that requires you to share your previous experiences as a leader. We've got examples to help you write one. ... Really ask yourself questions and dig into the concept of leadership as a real thing that has had real effects on your life. Write With Your Own Voice and Style.
Leadership interview questions and answers
These questions look at a range of skills and qualities essential for leadership such as: emotional intelligence, conflict resolution, team motivation and more. Interviewers often use behavioural and situational questions to understand how you have handled past experiences and how you might approach future challenges.
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You'll be expected to demonstrate not just your technical expertise but also your ability to inspire, motivate, and lead a diverse team. To help you prepare for this high-stakes conversation, we have compiled a list of common executive interview questions along with some guidance on how to approach them. 1.
Interview questions answered: What is your leadership style?
Before I proceed to 7 sample answers to the question, I want to make sure you understand two things. First: job interview is not a school exam at the college of management. Second: people sitting in the interviewing panel are not teachers. And though we have many categorizations of leadership styles and you can relate to one of them in your ...
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They should have excellent communication skills and be able to motivate others to achieve goals.". 2. What are the various forms of leadership styles in a global organization? This question is a great way to show your knowledge of leadership styles and how they can be applied in a global organization.
Leadership Interview Questions (With Example Answers)
Leadership is invaluable to a company. That's why the interview process is so important. Employers need a way to see if you can be an agent of change for their organization. Hiring managers and recruiters rely on open-ended questions to reveal how you would handle challenging situations. Below you'll find a guide of commonly asked […]
6 Leadership Interview Questions That You Can Expect
6 Questions To Expect In A Leadership Interview. 1. Describe a time when you were responsible for leading a team to achieve a challenging goal. Leadership positions are challenging, and hiring ...
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Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including 301 Smart Answers to Tough Interview Questions, named in the top 10 list of "Best ...
50+ Top Interview Questions and Answers in 2023
Tell me about a time you failed. This question is very similar to the one about making a mistake, and you should approach your answer in much the same way. Make sure you pick a real, actual failure you can speak honestly about. Start by making it clear to the interviewer how you define failure.
Leadership Interview Essay
Essay Leadership interview. I had interviewed about leadership with Lee who is the manager of strategic planning in my company. To sum up the interview, he defined that leadership is causing other people to do what the leaders want. That is, leadership is helping other people to rise to their full potential while accomplishing the mission and ...
Servant Leadership: Putting Your Team First for Greater Success
Robert K. Greenleaf first used the phrase in his 1970 essay "The Servant as Leader," in which he stressed that the main goals of a servant-leader are the development and well-being of individuals as well as the communities to which they belong. Essential Ideas for Servant leadership. Empathy: Perceiving and experiencing another person's emotions.
The Historian's Notebook: The First SOMers
Initiative on Leadership and Organization Multidisciplinary understanding of leadership and organizations; ... A New York Times interview with Donaldson piqued the curiosity of James Firestone '78. Another incoming student, ... In their application essays, many of the incoming students showed a particular eagerness to study the intersections ...
Personal insight questions
Remember, the personal insight questions are just that—personal. Which means you should use our guidance for each question just as a suggestion in case you need help. The important thing is expressing who you are, what matters to you and what you want to share with UC. 1. Describe an example of your leadership experience in which you have ...
20 Common Nurse Leader Interview Questions and Answers
Being open and honest with your team can go a long way towards helping them understand why you chose a certain path.". 3. Describe a time when you had to make an unpopular decision as a nurse leader. As a nurse leader, you're expected to make decisions that will benefit the team and the organization as a whole.
U.S. Clears Way for Antitrust Inquiries of Nvidia, Microsoft and OpenAI
Lina Khan, the chair of the F.T.C., said in a February interview that when it came to A.I., the agency was trying to spot "potential problems at the inception rather than years and years and ...

Top 10 Leadership Interview Questions (+ Example Answers

By Mike Simpson

What Is Leadership?

How to Answer Leadership Interview Questions

Get Our Job Interview Questions & Answers Cheat Sheet!

Top 10 Leadership Interview Questions And Answers

1. Can you tell me about a time when you demonstrated leadership capabilities on the job?

2. Which supporting skills do you think are most important when it comes to leadership?

3. When there is a disagreement on your team, how do you handle it?

4. If a team member is underperforming, what steps do you take to improve their performance?

5. Tell me about your approach to delegation.

6. When a member of your team presents you with an idea, how do you respond?

7. When starting with a new team, how do you evaluate the current state of their capabilities?

8. Tell me about a time when you declined an opportunity to lead. Why did you choose not to step into the leadership role?

9. What do you think is most important in creating a positive culture?

10. How has your leadership style changed over time?

25 More Leadership Interview Questions

Putting It All Together

FREE : Job Interview Questions & Answers PDF Cheat Sheet!

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Interview Questions

How To Answer “What Is Your Leadership Style?” (Interview Question)

How To Answer “What Is Your Leadership Style?” In Job Interviews

1. Don’t say you’ve never led anyone

2. Sound like you have a method or system that works for you

3. Share specific examples if possible

Options & Examples for How to Describe Your Leadership Style

Common leadership styles:

If you’re having trouble coming up with your leadership style, here’s a trick:

“What is Your Leadership Style?” Sample Interview Answers

Example Answer #1:

Example Answer #2:

12 Expert-Approved Responses to ‘What Makes You Unique?’ in Job Interviews

30 Leadership Interview Questions and Example Answers

Types of Leadership Interview Questions

Behavioral-Based Questions

Situational Questions

Performance-Driven Questions

Behavioral-Based Interview Questions

Why Use This Type of Interview Question?

How to Identify Behavioral Traits

Situational Interview Questions

Performance-Driven Interview Questions

Sample Leadership Interview Questions

10 Behavioral-Based Interview Questions with Sample Answers

Tips for Answering Leadership Interview Questions

Importance of preparation

Body language

Importance of examples

Common Mistakes to Avoid When Answering Leadership Interview Questions

Overemphasis on individual achievements

Using negative language

Avoiding the question

How to Assess Leadership Skills

Core Leadership Competencies

Identifying Leadership Qualities

Importance of Experience

The Key Qualities of Successful Leaders

Personal Qualities

Characteristics that Distinguish Successful Leaders

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30 Leadership Interview Questions & Answers

1. If you were hired for this position, what are the first changes you would implement?

Anonymous Interview Answers with Professional Feedback

3. Tell me about your leadership qualities.

4. When do you best demonstrate yourself as a leader?

5. Tell me about a time when you took charge of a meeting. Was the outcome a positive one?

6. Tell me about a time when you effectively delegated tasks.

7. When have you had to lead by example?

8. Tell me about a time when you took charge of a situation but the outcome was disappointing.

9. Have you had the opportunity to teach an important skill to a co-worker?

10. Have you ever had to give an employee a poor performance review? How did you feel about that responsibility?

11. What do you find to be the most difficult aspect of leading your current team?

12. Tell me about a time when you tried to encourage a fellow team member. Was the encouragement well received?

13. When are your leadership skills the most effective?

14. What do you believe would be your biggest leadership challenge in this role?

15. Tell me about a time when you led a difficult project. What was the outcome?