How does a leader at a company intend to support a team on its way to accomplishing goals during major projects? This single question highlights one of the most critical responsibilities that any managerial candidate should be prepared to answer during a job interview. However, the idea behind the inquiry isn't always addressed or analyzed by hiring managers adequately, as it goes beyond being a simple teamwork question.
A job interview may tend to focus on a candidate's past accomplishments and what skills can move a company forward in relevant ways. However, motivational speaker Alex Budak points out that few interviewees actually answer questions about their managerial styles. What does the person plan to do to celebrate success? How does the manager deal with failure? How can he maintain happiness among all team members?
Instead of talking about key performance metrics, reaching goals and earning the company higher profits, a job interview should root out what a manager does to accomplish the small steps in between starting and ending a project. What does the manager plan to do when one person disagrees with the group? How does the person encourage a team member who is frustrated? What can the supervisor do to make someone feel better while giving feedback?
All of these questions go beyond a basic behavioral teamwork question. Yes, a manager must handle conflict, challenges and difficult situations. Even more important for managers are aspects of developing trust, empowering direct and honest feedback from the team, and using the talents of each person to their full potential.
Interviewers sometimes focus on the mechanics of leadership as opposed to the soft skills a manager needs to support, mentor and grow a group. These skills may be difficult to pin down, but it is possible. Interviewers should determine how someone takes responsibility for his management style without simple statistics. Celebrating minor successes, step-by-step achievements and small leaps forward is just as important as reaching an end goal. Team members need to know that their boss has their backs, and a job interview is the perfect place to find out who has the skills for this.
Job seekers should find ways to bear out these soft skills in an interview if the people asking questions don't breach the subject. Managerial styles could make or break the progress of a company in terms of the talent that comes on board later. People want to work for someone who nurtures their talents rather than stifles them. This manager will likely sit in on a future job interview with a potential new team member. How these future interviewees react to the manager can lead to better retention rates, better hires and better working relationships.
A job interview for managers should focus on the soft skills of how the potential employee leads, encourages and nurtures a team. Interviewees should demonstrate this, even if the people asking questions fail to mention this vital aspect of leadership.
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