People Flashcards
Describe your management style
I trust my team. I start out every project by making sure that I give clear directions and outline our overall goals, but I make a real effort not to micromanage. I prefer to remain hands-off when it comes to individual tasks, but at the same time, I’m always available for help, guidance and assistance when needed. I like to know what’s going on with regular informal check-ins, but I try not to make people feel like I’m breathing down their necks or forcing everyone to sacrifice valuable work time in order to hold unnecessary team meetings.
How do you define success?
I find a lot of value in setting goals, outlining the steps required to achieve those goals, and then completing those steps. This not only allows me to break down the big picture into easily actionable parts, but also gives me a good overall idea of what needs to be accomplished. Each box I check off on my list of tasks is a small success on the way to the larger finished project.
How do you manage stress among your team members?
While I find I do some of my best work under pressure, I know not everybody works that way which is why I like to keep a close eye on how everyone on my team is doing. If I start to notice stress or negativity within the team, I try to tackle it quickly and proactively. I’ll talk with the individuals and assess the situation and see exactly how I can help alleviate it.
How do you handle conflict between team members?
There are always two sides to every story, which is why it’s so important to me to remain as neutral and open-minded as possible whenever I hear of conflict between teammates. I was in a situation a few years ago..
Tell me about a time you let an employee go.
Nobody likes firing people, but there are times and situations when it just has to happen.
Tell me about a time you led by example.
To me, you can’t be a good leader if you’re not willing to also do the work. While I set tasks for my team, I always make sure they’re not tasks I myself wouldn’t be willing to do.
How do you motivate people?
Motivation isn’t a one-size-fits-all solution, so I like to really get to know my team on an individual level. I feel like this gives me a good feel for what works for each person.
Give an example of a tough decision you had to make.
When making professional decisions, I like to keep in mind the good of the company before I consider personal feelings.
What is your biggest management weakness?
There are times when I have to remember that although I’m the supervisor and ultimately responsible for the success or failure of a project, that I also have to step back and trust my employees to do the jobs I’ve hired them for. In past situations when problems would arise I would often find myself jumping in and fixing the problem myself, bypassing the person who was assigned the task. While my jumping in did solve the immediate problem, it would often lead team member to feel as though I didn’t trust them or lacked confidence in their ability. It was a hard lesson to learn and one I still struggle with, but now, when I am faced with an issue, I step back, take a deep breath and really assess what’s going on and how I can fix it without stepping on toes or undermining my fellow teammates.
How do you delegate tasks to your team?
I prefer to delegate tasks based on the aptitude of each team member for the task at hand. Prior to delegation, I like to sit down with my team and discuss the project. We break it down and determine exactly what needs to get done and who is the best person for each task. I review each assignment personally and make sure that the individual it’s assigned to has the level of knowledge and skills to complete the task in the time required.
