When Starting With A New Team How Do You Evaluate The Current State Of Their Capabilities
If youre 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, Id review their current duties and responsibilities to learn more about what theyre taking on currently.
Next, Id 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 theyre capable of handling, as well as what ignites their passion.
How Would You Boost A Sagging Teams Morale
Team members can be easily distracted and demoralized on flimsy grounds. Explain to your interviewer how you would keep the lines of communication open and transparent, fill gaps in communication, offer employee recognition, and have trained managers on the team to oversee other details to maximize team productivity and prevent sagging morale.
What Is Your Leadership Style
Even if you have never spearheaded a project, it is best not to be straightforward about this with your interviewer. Match your thinking patterns and behavioral approaches with a leadership style that defines you. Think about real and imagined situations in workplace scenarios, and come up with a befitting answer.
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Essential Leadership Skills And Practices
If youve applied for a leadership position, these are the five leadership skills that the recruiters might be looking for in you:
What’s Your Greatest Weakness
Hiring managers ask you this to determine how you overcome your weaknesses in the workplace. They want an answer that shows your honesty. When you answer, share your ability to overcome your weaknesses, as well as your ability to learn from them and apply what you learned in the future.
Example:”My biggest weaknesses is always wanting to be perfect and expecting perfection in others. While it’s a strength, it’s also a weakness. Throughout my career, I’ve learned the importance of focusing on the bigger picture and understanding that imperfections help us grow.”
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Ion Group Leadership Development Program Interview Questions
15 Sep 2022
I applied through college or university. The process took 1 day. I interviewed at ION Group in Sep 2022
Stage 1 : An Online Test Stage 2 : First Round of Interview: The Interview was comparatively a leisurely round. They asked a puzzle: 50 coins in a dark room & followed by it was a discussion on my on going projects. They would ask various questions related to the tech-stack of the project. They would cross verify the use of tech stack in the project . Next There was a question on balancing the strings .which is quite easy once you have solved questions on leetcode
- 1. Discussion on Capstone Project2. Tech Stack Related to current projects3. 50 coins in a dark room puzzle4. valid parenthesis question
I applied online. The process took 6 months. I interviewed at ION Group
- Motivation/Strength based/competency based questions. Case study was easy, you just need to show off your critical thinking and analytical skills.
What Are The Four Basic Leadership Styles
While there are four primary leadership styles, leaders rarely stick to one exclusively. As a leader, you will be expected to assume roles in different capacities, given your situation. An understanding of the key leadership styles can help you fine-tune your approach according to the circumstances.
Here are the four leadership styles and some situations they are ideal for:
- Direct – This style is useful when one outsources work to freelancers and contractors, giving them clear directions. You dont need to go out of your way to offer support any more than what they need in order to deliver whats expected of them.
- Coach When you lead as a coach, you must articulate the team vision to your subordinates and motivate them to believe in their endeavor wholeheartedly and bring goals to fruition.
- Support – You must be flexible and open-minded to listen to ideas, and encourage suggestions for collaborative teamwork and collective growth. Make each member feel empowered as a contributing partner. As a supportive leader, you play the role of a facilitator but retain the final say.
- Delegate – This is the style adopted when you fully entrust responsibilities to individual team members for their experience and maturity. The delegating style of leadership is most often seen in teams comprising senior executives or managers.
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What’s The Difference Between Program Management And Project Management
As a program manager, it’s important to know exactly what your job entails. Since program management and project management have many similarities, it’s important to show hiring managers you can tell the difference. Hiring managers ask this to ensure you understand the distinction and exactly what your role as a program manager would entail. Provide them with a clear answer that explains the duties of both roles in order to show how they differ.
Example:”While project management is more tactical, program management has a more strategic approach. Project managers take care of daily activities within a project. In contrast, program managers supervise multiple projects with a common goal outlined in a particular program. Program managers also oversee various project managers, creating strategic goals and working alongside top-level management.”
F500 Fldp First Round Interview What To Expect
I was recently invited to a first round interview for a Finance Leadership Development program position with a east-coast rail company. From what i’v seen so far, I expect this interview to be mostly behavioral, non-technical questions. I know the second round, if a make the cut, will require me to go to their HQ and meet and greet all the important people, kiss some babies, and give a prepared presentation based on a given scenario.
Do any of y’all have any experience with FLDP interviews: what kind of questions should I expect, how should I prepare, what company specific info should I know , etc?
Also how many people from each school will generally get invites to second round interviews? I know only five students from my school are being interviewed, so i’m assuming 1-2 will make the cut, but I’m very confident with my ability to beat them all out.
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Example Leadership Interview Questions To Ask Candidates
- Tell me about a time you struggled with work-life balance. Did you manage to solve the problem? How did you do it?
- Tell me about a time you took the lead in a team project. What was the outcome of the project?
- Tell me about a time your idea improved the company in some way. How did you make sure it was implemented?
- Two employees left from your team just before the deadline on a big project. How would you change your leadership style to meet the deadline?
- How do you monitor the performance of individual team members?
- In what specific ways do you motivate your team?
- How do you make decisions about the compensation of team members?
- How would you describe your leadership style?
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 doesnt 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 theyre presenting. That includes paraphrasing to ensure I grasp what theyre 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 thats the case, I let the employee know what steps I plan on taking to vet their idea.
If the idea isnt currently a fit, Ill express appreciation for their contribution and clearly outline why we need to use another direction. If the idea is viable, then well discuss potential implementations and impacts, allowing us to see what may be necessary to make it happen.
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Explore Programs By Topic
Grounded in cutting-edge research conducted by Columbia Business School faculty, our programs are specifically created, not repackaged, to prepare todays leaders for tomorrow. Pivoting our offering to accommodate your new learning needs, we have developed a suite of programs that provides you with the immediate, actionable insights you need today, so you can lead your organization into the future.
- General Management
Rules To Help You Ace Your Leadership Development Program Interview
Are you considering a Leadership Development Program for your first or second job after graduation? If not, then maybe you should.
In case youre not familiar with them, heresa quick primer: Leadership Development Programs are rotational management andtechnical training programs that expose you to a variety of entry-level rolesat a company. Apart from providing a range of hands-on experiences, they alsohelp prepare you for a leadership position when the program is complete.Theyre basically a fast-track route to a successful career in a field yourepassionate about.
Thats particularly true at Thermo Fisher Scientificthe world leader inserving sciencewhere these programs are incredible opportunities to receivementorship, network with senior leaders, and pick up the kind of experiencenecessary for those interested in management positions. Essentially, theyreincubators for the future leaders of the company.
Thermo Fishers Leadership DevelopmentPrograms represent, at their core, a major investment in you on the part of the company. Thats why they pick theircandidates for Leadership Development Programs so carefully. But that doesntmean you have to be intimidated by the recruitment process. You just need toprepare carefully so you can put your best foot forward. So, where do you beginand how can you stand out while interviewing for an opportunity that can changethe course of your career?
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What Is Your Biggest Weakness As A Learning And Development Manager
This is usually one of the toughest questions you can ever be asked in an interview. It needs a delicate balance that most people cannot manage. The interviewer may be asking it for many reasons.
Tip #1: You can talk about a weakness that is a strength in disguise
Tip #2: Do not ruin your chances
Well, sometimes, I work too much that I fail to maintain a social life. I am usually fully engrossed in my work that I may even fail to notice things around me.
What Makes You The Best Candidate For This Position
This question gives you the opportunity to highlight what makes you unique from other job applicants. An interviewer may ask you this question to learn about your best qualifications for the job and how these qualifications can help the company. When you answer this question, emphasize your leadership, communication and problem-solving skills. You should also highlight your ability to work as part of a team.
Example:”Not only am I a strong communicator, but I also have plenty of experience working in a team environment. In addition, I’m a strategic problem solver with the ability to come up with innovative ideas. I’m also able to lead multiple teams to success with clear communication and and plenty of program management experience.”
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Briefly Describe Your Experience
This is an easy question. The interviewer is giving you a chance to talk about your professional experience.
Tip #1: Mention some of the places you have previously worked in
Tip #2: You can mention some of the places you interned if you do not have experience
I interned at Generals Warren Motors upon completing my undergraduate studies. I worked in the Human Resources department and was later employed in the same company to be in charge of employee training. Shortly after leaving the company, I got a job with Wanderlust Motors, where I have been the learning and development manager for the last five years.
Use Your Gut Instincts
The 21 questions weve revealed above will go a long way to helping you find a strong leader for your business.
As always, we recommend using a variety of different interview questions to assess your candidates dont just use all of the 21 above.
If you use every single question you risk making your interview sound a bit stilted and wooden, and it needs to be more rounded and natural sounding.
Try if possible to use a selection of the most appropriate questions.
If you need more inspiration about what makes a great leader, make sure you
Recruiter Pro Tip.
There are, of course, other leadership attributes that cannot be revealed by mere questioning.
To assess these intangibles, youll have to use your gut instincts and keen eye for body language.
You should ask yourself questions like
- Is this candidate likable?
- Are they confident enough to lead other people?
- Will they fit in with my team?
- Do they seem arrogant?
- Are they going to cause friction?
People are a lot more likely to follow and be inspired by leaders that they actually like and trust!
Always let your conscience be your guide!
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Questions About Leadership Style
To ensure your experience and personality add to the organization, employers could ask these leadership style questions:
What makes a good leader?
What’s your ideal leadership style?
How do you measure the performance of your team?
How do you delegate tasks to employees?
Related: Star Method Example Answer
In this video, our host, Taylor, gives an example of a behavioral interview question and a strong answer using the STAR Method.
How Do You Respond To Feedback
Itâs not enough for leaders to provide feedback, they must also be willing to receive it to continue developing professionally. As you craft your response, think about how you appreciate getting feedback, the nature of that feedback , and what you need to hear in order to continue growing.
Sample answer: I value feedback because itâs a meaningful way to learn whatâs workingâand what isnât. Currently, I have monthly 1:1s with my supervisor, where we talk about our projectâs successes and areas that may be causing problems. I use it as an opportunity to âcheck inâ about my work so I can keep growing my skill set.
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What Do You Think Is Most Important In Creating A Positive Culture
Heres a question where there are easily multiple right answers. Its based on your perspective, so you want to discuss the factor that you feel is most critical, as well as why you think its essential.
In my opinion, the most important factor when you want to create a positive culture is recognition. Ideally, gratitude shouldnt 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.
What Are The Roles Of A Learning And Development Manager
Do you know what is expected of you? The interviewer wants to find out.
Tip #1: Precisely outline the roles of a leadership and development manager
Tip #2: Ensure that you mention the roles that apply to the role in question.
A learning and development manager is responsible for the training and development of employees. He/ she identifies talents and strengths or weaknesses in an employee and helps him/ her develop them.
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How Do You Prepare For A Leadership Interview
The interviewer asks situational questions to check your level of proficiency to helm business projects, handling professional setbacks, your route map of success, and how your induction can add value to the company.
Prepare an outline of the most challenging times you faced at a workplace or in life, the challenge per se, and the plan of action you took to overcome those challenges. Explain the consequence, emphasizing its impact on you, your team, and the noteworthy takeaway from the crisis.
The STAR technique is often proposed as the best for aspirants preparing for leadership roles. It is an acronym for: