Ace Your Behavioral Interview - 20+ FAQs Answered Using STAR Method [Updated 2020]

Companies today are looking for leadership skills not only from employees with leadership, supervisory, and managerial roles - but also from employees who are individual contributors.

What leadership skills do you find the most useful?

By asking this question the interviewer wants to assess your leadership experience.

Take the opportunity of this question and showcase your leadership skills, leadership style, and leadership experience.

Use leadership traits in your answer, but do not just give a one liner like 'I find team building skills to be the most useful.'. Follow it up with one or more concrete examples from your past jobs where you demonstrated this skill successfully.

Best way to do this is to keep your STAR stories ready and answer in the STAR method.

How do you describe your leadership style?

By asking this question the interviewer wants to access your leadership skills

There are several different styles of leadership that will benefit a variety of organizations and teams, depending on the niche and administration. Review the various leadership styles, and decide which of them best fits your approach. You may find that you prefer combining two styles or that certain situations require one style, while other situations need another. Understanding what these types of leadership mean will help you describe your own leadership strategy correctly during your interview. Give an example of your leadership and the outcomes of your efforts.

I call myself a transformational leader because I empower my team to set targets that are closely associated with the priorities of the organization. Under my previous job, I met with the members of the team every quarter to evaluate the company's priorities and assess the success of overall team objectives. We realized during one of our meetings that our new target was too department-focused and that we had lost track of how it benefited the company. We adjusted our team goal to address clearly the quality issues which affected our business. I also held individual meetings with each team guide to help them in outlining their personal, organizational goals. For example, one of my team members wanted to produce twice as many outcomes, so we worked together to refine her target to produce a smaller number of outcomes with better quality and assurance rating. This transformative leadership style helped my team to achieve an overall company target and improve the overall quality of our work.

What was a tough decision you had to make as a leader, and why did you take that decision?

Decisiveness is one of the key hallmarks of a successful leader. As a leader you have to make decisions, and some of these decisions are tough to make - potentially impacting projects, teams, clients etc.

Answer this question using the STAR method, taking an example from your one of your previous jobs where you took a tough decision. Craft your answer in such a way that you showcase your other leadership traits in addition to Decisiveness - such as Emotional Intelligence, Empathy, Teamwork etc.

How do you build a successful team?

Building and developing cohesive teams that work together efficiently to achieve the goals and visions laid out by a leader - is a key leadership trait. As a leader you have to hire and fire team members, develop and nurture them, motivate them, delegate efficiently, and manage conflicts among them.

Answer this question using the STAR method, taking an example from your one of your previous jobs where you built a successful team. Craft your answer in such a way that you showcase your other leadership traits in addition to team building - such as Emotional Intelligence, Empathy, Vision, Planning etc.

What is the most significant change that you brought to an organization?

Leaders are visionaries, and that's what differentiates leaders from managers.

To prepare for this question refer back to your past jobs and list down your work and achievements that contributed positively to the organization.

It need not be a dramatic change, it could be an innovative project that added, a task that added to the revenue stream, a new client etc.

Give an example of a time when you demonstrated strong leadership skills.

Situation: In my previous role as a team lead, we faced a major crisis when a key team member unexpectedly quit.

Task: As the leader, it was crucial for me to quickly address the situation and ensure minimal disruption to the project.

Action: I immediately held a team meeting to assess the impact and reassign responsibilities. I also personally stepped in to fill the gap temporarily.

Result: Despite the setback, we successfully completed the project on time and within budget. The experience strengthened the team's trust in my leadership.

Describe a situation where you had to motivate and inspire your team to achieve a challenging goal.

Situation: Our company was tasked with launching a new product within an aggressive timeline.

Task: As the leader, I needed to motivate my team to go above and beyond their regular duties and work collaboratively towards the goal.

Action: I organized regular team meetings to communicate the importance of the project and the potential impact on our company's success. I recognized individual and team achievements and provided continuous feedback and support.

Result: Through effective motivation and inspiration, my team exceeded expectations and successfully launched the product, resulting in increased revenue and recognition for their efforts.

Tell me about a time when you had to resolve a conflict within your team.

Situation: Two team members had a disagreement that was negatively impacting the team's dynamics and productivity.

Task: As the leader, it was essential to address the conflict promptly and find a resolution that satisfied both parties.

Action: I scheduled a private meeting with each team member to understand their perspectives. Then, I facilitated a calm and respectful discussion where both individuals could express their concerns. We worked together to find common ground and identify a mutually beneficial solution.

Result: The conflict was successfully resolved, and the team members were able to rebuild their working relationship. The experience highlighted my ability to mediate conflicts and maintain a harmonious team environment.

Can you provide an example of a time when you delegated tasks effectively to achieve a goal?

Situation: We had a complex project with multiple deliverables and a tight deadline.

Task: As the leader, I needed to delegate tasks strategically to ensure efficient project execution and optimize team members' strengths.

Action: I carefully assessed each team member's skills and assigned tasks accordingly, considering their expertise and development goals. I communicated clear expectations, provided necessary resources, and established regular check-ins to monitor progress.

Result: By effectively delegating tasks, we achieved our goal within the given timeframe, and each team member felt empowered and motivated by their contribution.

Tell me about a time when you faced resistance to change as a leader. How did you handle it

Situation: I proposed a new initiative that would streamline our processes and improve efficiency within the team.

Task: As the leader, I needed to address resistance to change and gain buy-in from team members to successfully implement the initiative.

Action: I organized team meetings to present the rationale behind the proposed changes and the potential benefits. I actively listened to concerns, addressed them with empathy, and provided support to team members who struggled with the transition. I also involved key stakeholders in the decision-making process to ensure a sense of ownership and collaboration.

Result: Over time, the resistance diminished, and the team embraced the changes, leading to increased productivity and positive outcomes.

Describe a situation where you had to make a tough decision as a leader.

Situation: We were faced with a budget shortfall, and I had to make a difficult decision to lay off a few team members.

Task: As the leader, I had to consider the financial stability of the company while also showing empathy towards affected employees.

Action: I carefully analyzed the situation and explored alternative solutions, such as reducing expenses in other areas. However, after thorough evaluation, I determined that layoffs were unavoidable. I scheduled one-on-one meetings with the affected employees, explained the situation transparently, and provided resources to support their transition.

Result: Although the decision was tough, it ensured the financial sustainability of the company and demonstrated my ability to make difficult choices while maintaining compassion for the well-being of my team.

Can you share an example of a time when you successfully led a team through a period of significant change or uncertainty?

Situation: Our organization underwent a major restructuring, resulting in significant changes to team structures, reporting lines, and job responsibilities.

Task: As the leader, it was essential to provide clarity, support, and guidance to ensure a smooth transition during the uncertain period.

Action: I organized town hall meetings to communicate the reasons behind the restructuring and addressed team members' concerns. I provided personalized support to team members by conducting one-on-one meetings, discussing their career aspirations, and helping them navigate the changes effectively.

Result: Through open communication and personalized support, my team successfully adapted to the changes, maintaining high morale and productivity throughout the transition.

Tell me about a time when you had to lead a team with diverse backgrounds and perspectives.

Situation: I was tasked with leading a cross-functional team composed of individuals with diverse cultural backgrounds and expertise.

Task: As the leader, I needed to foster a collaborative and inclusive environment that leveraged the strengths of each team member.

Action: I organized team-building activities to build trust and understanding among team members. I encouraged open dialogue and active listening to ensure all perspectives were heard and respected. I also facilitated regular knowledge-sharing sessions to promote cross-functional learning and collaboration.

Result: By valuing diversity and promoting inclusivity, my team achieved higher levels of innovation and creativity, leading to improved project outcomes.

Can you give an example of a time when you mentored or developed a team member to reach their full potential?

Situation: I noticed a team member with great potential but lacking confidence and necessary skills to take on more significant responsibilities.

Task: As the leader, it was important for me to provide guidance and mentorship to help the individual grow professionally and reach their full potential.

Action: I scheduled regular one-on-one meetings to understand the team member's aspirations and career goals. I identified development opportunities and assigned challenging tasks while providing guidance and constructive feedback. I also recommended relevant training programs and connected the individual with internal mentors.

Result: With consistent mentorship and support, the team member gained confidence, developed new skills, and eventually took on a leadership role within the organization, showcasing their full potential.

Describe a situation where you had to lead a team to overcome a significant setback or failure.

Situation: Our team experienced a major setback when a critical project deliverable was not met on time, jeopardizing the entire project's success.

Task: As the leader, I needed to rally the team and devise a plan to recover from the setback and prevent further negative impact.

Action: I called for an emergency meeting to assess the situation and understand the underlying causes of the failure. I fostered a blame-free environment and encouraged team members to share their perspectives openly. Together, we developed a recovery plan, identified process improvements, and redistributed tasks to ensure the project's success.

Result: Through collaborative problem-solving and a resilient attitude, we were able to overcome the setback, deliver the project successfully, and apply the lessons learned to enhance our future performance.

Questions on teamwork are commonly asked in interviews because teamwork is an essential aspect of many job roles and organizational environments.

1. How do you describe your communication style?

“I have an adaptive communication style. My preferred and natural communication style is direct communication. I strive to articulate clearly, straightforwardly and concisely, leaving no room for ambiguity.

But I can tailor my communication style to suit the situation, audience, or cultural context. For example, I can switch to indirect, passive, or aggressive communication style if the need arises.

In addition I practice active listening, emotional intelligence, empathy, open dialog, brainstorming of ideas, constructive feedback, etc.

Overall, my communication style is characterized by clarity, adaptability, and a commitment to fostering positive relationships within and across organizational teams.”

2. Can you give an example of a time when your communication skills positively impacted your team dynamics.

Situation: In my previous role as a project manager, our team was facing significant challenges in meeting deadlines and maintaining cohesion due to miscommunication and misunderstandings not only within the team but with other cross-functional teams as well.

Task: As the project manager, it became my responsibility to find the root cause for the communication breakdown, address the issue, and bring the project back on track.

Action: I started by bringing the teams together in a call and having an open discussion on the cause for the misunderstandings. The cause for the misunderstanding turned out to be the replacement of a few key members with new members in one of the teams, who were not completely on-boarded with the project details.

To mitigate the issue I arranged for additional project on-boarding sessions for these new members, so that they get up-to-date with the project intricacies and are in sync with other members of the project team.

In addition, I implemented several strategies to enhance communication within the teams. Firstly, I organized regular team meetings to discuss project progress, clarify goals, and address any concerns.

Additionally, I encouraged open dialog by creating a safe space where team members felt comfortable expressing their ideas and opinions.

I also utilized various communication channels, including emails, instant messaging, and shared project management platforms, to ensure everyone stayed informed and connected.

Result: As a result of these efforts, we saw a noticeable improvement in team dynamics. Clearer communication led to better understanding of tasks and deadlines, reducing instances of confusion and overlap.

Team members became more engaged and motivated, fostering a collaborative environment where everyone felt valued and supported. Ultimately, our team was able to overcome challenges more effectively, leading to improved productivity and successful project outcomes.

3. Can you describe a situation where you had to collaborate with a difficult team member?

Situation: In one of my previous jobs, I was assigned to work on a project with a team member who had a different working style than mine and this often created conflicts between us.

Task: As a team player, it was crucial for me to find a way to collaborate effectively with this person and maintain a positive working relationship, so that the project deliverables were not impacted.

Action: I first scheduled a one-on-one meeting with this team member to understand his perspective and discuss our differences. I actively listened to his concerns, and then conveyed my concerns.

We understood each others view points and took collective actions to mitigate the issue - we established clear communication channels, set expectations, and found common ground to align our working styles.

Result: By actively listening and adapting to each other's needs, we were able to overcome our initial challenges and develop a productive working relationship, resulting in successful project completion.

4. Give an example of a time when you had to mediate a conflict between two team members.

Situation: In one of my previous projects, two team members had a disagreement regarding project priorities, leading to a tense and unproductive working environment.

Task: As a team lead, it became my responsibility to to resolve the conflict and restore positive team dynamics.

Action: I scheduled a meeting with both individuals to understand their perspectives and concerns.

I facilitated an open and respectful discussion, encouraging active listening and emphasizing the shared goal of the project.

Through constructive dialogue, we reached a compromise that satisfied both team members and aligned the project priorities.

Result: The conflict was successfully resolved, and the team members were able to work collaboratively and effectively, resulting in improved project outcomes.

3. Describe a situation where you had to lead a team through a challenging project with tight deadlines.

Situation: Our team was tasked with completing a complex project with demanding deadlines and high stakes.

Task: As a team player and leader, it was crucial for me to ensure effective coordination and support to meet the project requirements.

Action: I held a kick-off meeting to discuss project goals, allocate responsibilities, and establish a clear timeline. I regularly checked in with team members to track progress, provide assistance where needed, and address any obstacles promptly. I also encouraged open communication and collaboration to optimize our efficiency.

Result: Through effective teamwork and proactive leadership, we successfully completed the project within the tight deadlines, achieving our objectives and maintaining the team's motivation and morale.

4. Can you give an example of a time when you had to step into a different role to support your team?

Situation: Due to unforeseen circumstances, a team member was unable to fulfill their duties, which put the project at risk.

Task: As a team player, it was crucial for me to step in and take on additional responsibilities to ensure project continuity.

Action: I immediately offered to take on the vacant role temporarily while working closely with the team member to understand their tasks and responsibilities. I adjusted my workload and priorities accordingly and provided support and guidance to team members who needed assistance.

Result: By stepping into the different role, I prevented any disruptions to the project and successfully fulfilled the team member's duties. This experience highlighted my adaptability and commitment to supporting the team's success.

5. Give an example of a time when you successfully motivated your team during a period of low morale.

Situation: Our team experienced a period of low morale due to setbacks and challenges faced during a project.

Task: As a team player and leader, it was crucial for me to boost team morale and motivation to maintain productivity and engagement.

Action: I organized a team-building activity to improve camaraderie and collaboration. I also held individual meetings to understand each team member's concerns and provided support and encouragement. I recognized and celebrated small wins to uplift the team's spirits and fostered a positive work environment through open communication and appreciation.

Result: Through my efforts, the team's morale improved significantly, leading to increased motivation, better collaboration, and ultimately, successful project completion.

6. Describe a situation where you had to manage a team with diverse cultural backgrounds.

Situation: I was appointed as a team leader for a project that consisted of team members from diverse cultural backgrounds.

Task: As a team player and leader, it was essential for me to create an inclusive environment that respected and leveraged our cultural diversity.

Action: I organized a team-building session to encourage open dialogue and understanding among team members. I promoted active listening and created opportunities for team members to share their cultural experiences and perspectives. I also ensured that cultural celebrations and traditions were respected and incorporated into team activities.

Result: By embracing and valuing cultural diversity, our team fostered a sense of inclusivity and collaboration. We gained a broader range of insights and ideas, leading to enhanced creativity, innovation, and project success.

7. Give an example of a time when you had to handle a team member's underperformance.

Situation: One of my team members consistently underperformed, which affected the overall team's productivity and outcomes.

Task: As a team player and leader, it was crucial for me to address the underperformance and find a solution to improve individual and team performance.

Action: I scheduled a private meeting with the team member to discuss their challenges and understand the underlying reasons for their underperformance. Together, we developed an action plan that included clear performance expectations, additional training or support, and regular check-ins to monitor progress. I also provided constructive feedback and guidance to help the team member improve their skills and motivation.

Result: Through ongoing support and guidance, the team member's performance gradually improved, positively impacting the overall team's productivity and cohesion.

8. Describe a situation where you had to resolve a disagreement within your team regarding project decisions

Situation: Our team encountered a disagreement regarding a critical project decision, leading to a delay in progress.

Task: As a team player and leader, it was crucial for me to facilitate a resolution that satisfied all team members and ensured project continuity.

Action: I scheduled a team meeting to provide a platform for open discussion and expression of concerns. I encouraged active listening and created an atmosphere of respect and collaboration. We analyzed the pros and cons of different approaches, sought common ground, and ultimately reached a consensus decision that aligned with the project's goals.

Result: The disagreement was successfully resolved, and the team's unity and focus were restored, allowing us to move forward and achieve project milestones.

9. Give an example of a time when you had to delegate tasks effectively to achieve a team goal.

Situation: Our team was assigned a complex project with multiple tasks and a tight deadline.

Task: As a team player and leader, it was crucial for me to delegate tasks strategically to optimize team members' strengths and ensure efficient project execution.

Action: I carefully assessed each team member's skills, expertise, and workload capacity. I assigned tasks based on individual strengths and development goals, ensuring a balance of workload. I provided clear instructions, established deadlines, and maintained open lines of communication to address any challenges or questions.

Result: By effectively delegating tasks, our team achieved the project goal within the given timeframe. Each team member felt valued and empowered, resulting in enhanced collaboration and overall team performance.

10. Describe a situation where you had to manage a remote team and ensure effective communication and collaboration.

Situation: Due to a company-wide shift to remote work, I was assigned to lead a team that operated remotely from different locations.

Task: As a team player and leader, it was crucial for me to establish efficient communication channels, maintain team cohesion, and promote effective collaboration despite the physical distance.

Action: I implemented regular team meetings using video conferencing tools to ensure face-to-face interaction. I set clear communication guidelines, including response times and preferred channels. I encouraged the use of collaborative platforms to share documents and updates in real-time. I also organized virtual team-building activities to foster rapport and trust among team members.

Result: Through effective remote team management, we maintained open lines of communication, achieved project milestones, and built a strong virtual team culture based on trust and collaboration.

11.Can you describe a situation where you had to handle conflicting priorities within your team?

Situation: Our team faced conflicting priorities as multiple projects required our attention simultaneously.

Task: As a team player and leader, it was crucial for me to prioritize tasks effectively and ensure alignment with overall objectives.

Action: I scheduled a team meeting to discuss the conflicting priorities and understand the importance and urgency of each project. Together, we evaluated dependencies, resource availability, and impact on stakeholders. We then collaboratively rearranged deadlines, negotiated with stakeholders, and reallocated resources to balance the workload and meet project requirements.

Result: Through open communication and effective prioritization, we successfully managed conflicting priorities, met project deadlines, and maintained a high level of productivity within the team.

13. Describe a situation where you had to lead a team in adapting to new technologies or tools?

Situation: Our team was required to adopt a new technology platform to enhance our productivity and collaboration.

Task: As a team player and leader, it was crucial for me to facilitate a smooth transition, ensure training and support, and promote adoption and proficiency among team members.

Action: I organized training sessions and workshops to familiarize the team with the new technology. I provided ongoing support and resources to address any challenges or questions. I encouraged team members to share their knowledge and best practices, fostering a collaborative learning environment. I also monitored progress, identified areas of improvement, and provided additional training or guidance as needed.

Result: Through effective change management and support, our team successfully embraced the new technology, leading to increased efficiency, streamlined workflows, and improved collaboration.

14.Can you give an example of a time when you facilitated effective teamwork between remote team members in different time zones?

Situation: Our team consisted of members located in different time zones, posing challenges to communication, collaboration, and coordination.

Task: As a team player and leader, it was crucial for me to establish a framework that allowed for efficient teamwork and minimized time zone differences.

Action: I implemented a shared calendar system to schedule meetings and set communication expectations, taking into account the different time zones. I encouraged asynchronous communication methods, such as using collaborative platforms and documentation, to ensure information sharing and progress updates. I also facilitated regular check-ins and team huddles to address any issues or concerns promptly.

Result: Through effective time zone management and clear communication channels, our remote team overcame the challenges, achieved seamless collaboration, and successfully delivered projects, regardless of geographical barriers.

15.Describe a situation where you had to manage a team with conflicting personalities or work styles.

Situation: Our team consisted of individuals with diverse personalities and work styles, which sometimes led to conflicts and difficulties in collaboration.

Task: As a team player and leader, it was crucial for me to promote understanding, respect, and effective teamwork despite the differences.

Action: I organized team-building activities and exercises that fostered empathy, improved communication, and built trust among team members. I encouraged individuals to recognize and appreciate each other's strengths and perspectives. I also facilitated open discussions to address conflicts and find mutually beneficial solutions, ensuring that the focus remained on the project goals.

Result: By nurturing a culture of understanding and collaboration, our team learned to leverage individual differences as strengths, leading to improved teamwork, increased productivity, and successful project outcomes.

16.Give an example of a time when you had to handle a team member's excessive workload or burnout.

Situation: One of my team members was consistently overwhelmed with a heavy workload, leading to signs of burnout and decreased productivity.

Task: As a team player and leader, it was crucial for me to address the situation, redistribute tasks, and support the team member to regain their balance and motivation.

Action: I scheduled a private meeting with the team member to understand their workload challenges and concerns. Together, we identified tasks that could be delegated or reassigned to other team members. I also encouraged the team member to practice self-care and provided resources for stress management. Additionally, I ensured open communication channels and ongoing check-ins to monitor their progress and well-being.

Result: Through the redistribution of tasks and support, the team member's workload became more manageable, and their motivation and productivity improved. This experience highlighted the importance of recognizing and addressing burnout to maintain a healthy and high-performing team.

17.Describe a situation where you had to manage a team through a period of rapid growth or expansion.

Situation: Our team experienced rapid growth and expansion due to increased demand for our services.

Task: As a team player and leader, it was crucial for me to ensure seamless onboarding, maintain team cohesion, and optimize productivity during the period of growth.

Action: I collaborated with HR to develop a streamlined onboarding process that facilitated smooth integration of new team members. I organized team-building activities and workshops to foster camaraderie and shared goals. I also reassessed our workflows and resources to ensure scalability and efficiency. I provided ongoing support and mentoring to new team members and existing employees during the transition.

Result: By effectively managing the team through the growth phase, we successfully integrated new members, maintained high productivity levels, and sustained a positive team culture.

18.Give an example of a time when you had to make a tough decision that impacted the team's dynamics or morale.

Situation: I had to make a tough decision to restructure the team, which involved changing roles and responsibilities, impacting the established dynamics and potentially affecting morale.

Task: As a team player and leader, it was crucial for me to communicate the decision effectively, address concerns, and manage the transition to maintain team morale and performance.

Action: I scheduled a team meeting to explain the reasons behind the decision, emphasizing the overall benefits for the team and the organization. I provided a platform for team members to express their concerns and ensured transparent communication throughout the process. I offered support and training to team members adapting to new roles and responsibilities.

Result: Despite initial uncertainties, the team recognized the benefits of the decision and embraced the new structure. Morale gradually improved as team members saw the positive outcomes, such as increased efficiency and skill development, leading to enhanced team dynamics and performance.

19.Describe a situation where you had to collaborate with a team from a different department or organization.

Situation: Our team was tasked with collaborating with a team from a different department or external organization to achieve a common goal.

Task: As a team player and leader, it was crucial for me to establish effective communication, build relationships, and ensure seamless collaboration across teams.

Action: I initiated regular meetings and established clear communication channels with the collaborating team. I fostered a collaborative environment by setting common goals, aligning expectations, and defining roles and responsibilities. I actively listened to their perspectives, shared insights, and found areas of synergy to leverage each team's strengths. I also resolved conflicts or issues promptly through open and respectful dialogue.

Result: Through effective collaboration, the teams successfully achieved the common goal, leveraging diverse expertise and resources. This experience highlighted the power of cross-functional collaboration in delivering impactful results.

20. Can you give an example of a time when you had to provide constructive feedback to a team member to enhance their performance

Situation: One of my team members demonstrated areas for improvement in their performance, affecting the overall team's productivity.

Task: As a team player and leader, it was crucial for me to provide constructive feedback to help the team member enhance their skills and contribute more effectively.

Action: I scheduled a private meeting with the team member to discuss their performance and areas for improvement. I provided specific examples of their strengths and areas that needed development. I listened to their perspective and collaboratively established SMART goals to guide their progress. I offered guidance, resources, and ongoing support, including periodic check-ins to monitor their growth.

Result: Through open and constructive feedback, the team member took initiative to improve their performance. Their efforts resulted in enhanced skills, increased productivity, and a positive impact on the overall team's success.

Tell me about a time when your team worked well with other team or teams to accomplish a goal?

In performing my duties as an IT consultant, my team was tasked with implementing a data recording tool in order to more effectively extract relevant information from client databases.’ This became quickly problematic as we found that our client requested that the database should be programmed in a language which was unfamiliar to my colleagues.

I approached this problem by consulting with other programmers involved with working for our client. I found that it would be more effective to reorganise tasks suited to my colleague’s individual competencies, agreeing with the alternative team’s lead supervisor to delegate tasks appropriately. This was effective because it mitigated any potential time-management problems. Instead of wasting precious resources, we productively capitalised on the areas in which we specialised in, such as working on the technical solutions of the task whilst members of the other team engaged in designing the basic infrastructure.

As our teams worked under two separate managers, I considered that multi-managing the various tasks of our employer might lead to confusion. In this respect, I found that communication was going to be highly significant in making sure that our tasks were completed efficiently and within our client’s delivery time-frame. I setup weekly consultations which would were designed to review both of our team’s progress and provide a framework where colleagues could give feedback and suggest appropriate ways to resolve any potential issues which may arise.

I found this invaluable because we were better able to complete the project co-managing individual tasks together and deliver the project on time. Perhaps most importantly; we worked to allocate technical problems on the basis of colleague suitability, which proved to be a highly effective and efficient way to deal with the tasks, particularly as time-management became a much more crucial issue towards the project’s end. As a team we appreciated the importance of communication, mitigating any breakdown in the workload or suitability for our delegated tasks.

Tell me about a time when your team's commitments were at risk and you stepped up to successfully deliver on time.

In my previous role as a Supervisor, I oversaw the daily operations of inventory management. My manager at the time had become overbooked with requests and delegated the responsibility of training a new cohort of employees to me within a fixed deadline. In performing my ordinary duties, I realised that I would not be able to complete both tasks and also sign-off on all of our firm’s continuing freight deliveries.

After consulting with my manager, I decided to change the normal process of training staff in order for it to coincide with tasks I was already engaged to, helping colleagues with their queries as I accepted deliveries and followed up on my primary deadlines. I had to carefully consider how I could resolve both objectives. In the end, I found it much more effective to train staff both 'on' and 'off the job' in order to give my colleagues the full attention they required as they executed their own duties. Continual time-management was critical to the success of resolving these issues, in addition to communicating effectively with staff to prevent future issues arising which could have been resolved at first instance. Allocating additional non-working hours to create the training program and delivering it in addition to my duties helped me to develop a greater appreciation for efficiency and multi-managing long-term tasks.

I was able to deliver the training while successfully acting out my duties in signing-off orders. I found it important to manage my expectations realistically and plan accordingly to mitigate any risks involve which could adversely affect the modest time-frame specified by my Manager.

Tell me about a time when you were overloaded and hence impacting team deliverables. What did you do?

As an Associate Analyst at my previous company, I was tasked with rectifying spreadsheet errors on a transaction our firm had been working on for 2 months. The scale of this task was significant as it required me to remodel the information in order to ensure that it was consistent. This became problematic because my line-manager brought forward the deadline by two weeks, whilst I was, at the same time, already engaged with requested work to produce a competitor report on the South American fixed equities market.

In order to more effectively handle the situation, I met with my manager to discuss the specific requirements and time restraints of the project. This allowed me to break down the process into smaller segments which I could attribute a time factor which synergised well with my ordinary work requirements. Micro-managing the individual requirements of the task allowed me to produce more detailed solutions which I was then able to put in place whilst simultaneously carrying out the requirements of my primary role as part of my team.

As the deadline approached, I identified more efficient ways to prioritise my manager’s task. Having worked in data procurement prior to my current role, I understood the nuances required of the task. Working with other employees’, I was able to categorise and separate which primary tasks were “urgent” from those that had a more lenient time-scale and plan accordingly. I planned and organised my team teams to carry out strategic organisational processes which more efficiently dealt with inventory-related problems and disputes. This was significant because it gave me more time to spend on my manager’s task, identifying possible errors and being able to correct them with time to submit it to my lead for review.

Tell me about a time when one of your team members was struggling to deliver. What did you do?

As an Operations Manager, I was in charge of managing staff, which included supervision of inventory and stock related duties. I noticed that one of my new colleagues had started to neglect his duties as he was finding it difficult to manage his workload. This started creating complications in the general productivity of the group that I oversaw and so I sought to rectify the problem.

I invited my colleague to an informal conversation over a cup of coffee. In my experience as a manager and supervisor, I have overseen employees who have found tasks challenging or even outside of their subject-specific area. I recommended ways in which my colleague could manage his workload – for instance, by micro-managing tasks into smaller segments which he responded well to.

I also offered to put time aside after work to retrain him in order to better understand the inventory checking process. I found this valuable because I would be able to spend time helping my colleague without either of us neglecting our primary duties during working hours. I have found informal consultations invaluable in rectifying team-related issues. I reasoned that, if I could provide training, reassurance or help guide him in the right way, my colleague would be able to better manage his workload in the long-term without relapsing into similar problems in the future.

As my colleague matured into his role, he demonstrated a much more effective ability to complete his duties. When it became apparent that he could benefit from advice, I put time aside to suggest ways that he could more effectively resolve any management related problems in addition to more efficiently completing his work-load.

5. Tell me about a time when you had a conflict with a team member or your manager. How did you manage the conflict.

I was tasked with implementing a training policy designed to help employees mediate disputes in order to increase the efficiency of operations in our firm’s warehouse. Unexpectedly my Manager requested that I compile a report documenting the process and present it stakeholders in two weeks’ time.

This was problematic because of the scale of the task involved. As a “Store Supervisor”, I oversaw up to 27 employees in the day to day running of operations. It was not initially clear how I would be able to implement the policy whilst at the same time, ensuring that productivity was not disrupted as I turned my attention to other responsibilities. I communicated my concern to my manager and was granted a 1-week extension.

Following the two-week period, my manager approached me and asked me to forward the document to him, despite him having granted me an extra week to complete it. I reminded him of the granted extension, but he insisted it would be needed the following day. I remained calm instead of arguing that the initially agreed extension should be forced. I decided to invest time consulting with him about the various options available, which seemed to defuse the situation. I left feeling more optimistic about completing the project at such short-notice and started work on compiling the report.

I found that it was more important to work with my manager than waste precious time insisting on enforcing something which would make no contribution to the fact that the deadline was not going to be changed. In this respect, communication was important; despite my manager reneging on his agreed extension, I tried to find productive ways to benefit from his experiences of the process, setting up a consultation and considering the various options available. I was able to complete the report, while still commanding the respect of my manager having delegated a complicated task to me in a small window. I found it invaluable to be conscious of time-management, and being as efficient as possible when I quickly realised that the deadline was not going to be changed.

How do you prioritize tasks?

Your response to this question should clarify to your interviewer how efficiently you evaluate which activities require more attention and focus than the other. When responding, identify a scenario in which you prioritized one role over another without compromising any other obligations you had to fulfill. Use the star method to answer this question.

I build a to-do list for myself every day when I get to work. This list includes the things I need to complete during that day. I organize my list by the degree of priority and deadline so that I can first concentrate on the most important and urgent tasks while remembering all the other tasks on the list to ensure that they are all completed. In my last job, I was promoted to team manager, and my work duties changed to include less background support and more customer interaction. I adapted to the transition by responding to emails first thing each day. I then draw up a list of clients I have to call and answer all their questions when I do call them.

How do you manage deadlines?

Many workplace projects have tight deadlines that also maintain the quality and standard set by the organization and avoid unnecessary delays. Your ability to beat deadlines reflects on your total time management skills as well as the ability to adapt to new responsibilities. Describe how you manage your assignments, tasks, and deadlines when addressing this question. By adding more detailed information about your project management procedures, you will convince the interviewer that you are well-organized and always deliver projects to time.

It is important to me to meet deadlines, and so I use project management software to keep track of all my projects and their due dates. When new assignments come up, I add them to my software list to include the deadline, which helps me to prioritize tasks that have to be done on my to-do list. I also divide bigger projects into smaller, more manageable tasks so that in the days leading up to the deadline, I can quickly finish them.

Can you describe a situation in which you were late to complete a task, or you missed a deadline?

This is often a difficult question to answer in an interview because it asks the candidate to talk about failure, which is what most people try to avoid. The interviewer is not only looking at how you failed but, more importantly, about why you failed. Usually, the answer lies in the conditions and the circumstances surrounding such a situation. Should you take full responsibility for not reaching a time limit? Or is it a burden that totally depends on others? Your best strategy is to think about a specific case where you missed a deadline due to unexpected or unplanned circumstances and take full responsibility for the shortcoming and talk about what you have been doing to prevent such a scenario from repeating itself ion the future.

I have both a direct line manager and a dotted line manager in my current position. Recently, due to a vital firefighting request from my dotted line manager, I had my primary project disrupted. While my direct line manager approved of working on this request, it took me off my production schedule for my primary project. I was able to tackle the firefighting issue and still execute on my primary project, but it ended up being more than a week late due to the diversion. I talked to my direct line manager about this, and we decided to set up contingency buffer time in future projects to enable me to move to the dotted line department if and when necessary. I also discussed with my dotted line boss about training another worker in the department so that in these types of circumstances, I would not be the only person to cover.

How do you deal with conflict?

To provide an excellent response to this question, assure your interviewer that you are a good listener who can consider alternative viewpoints without getting offended. You may also discuss how a private space can be used for dispute resolution—purpose to provide an example where possible and how you successfully applied your techniques.

In a conflict situation, I consciously readjust my attitude. Which means I try to listen to the perspective of the other person without being aggressive. I always seek to shift the dispute to a private space in order to prevent more complications. This has helped me several times in my formal workplace to prevent little arguments from escalating to bigger ones. And it has proven successful each time for me.

Can you recall a time of conflict with a coworker?

Questions regarding actions demand that you explain how you behave in a real-life scenario. This sort of question is being posed by potential employers to know more about your personality. Previous behavior also shows how you will respond in similar circumstances in the future, so make sure to offer an example you are proud of or clarify the things you have gained from the encounter. Instead of focusing on the dispute itself, it is necessary to highlight the agreement that took place.

I worked on an IT project as a project manager, and one technician was constantly late in completing the tasks. He responded aggressively when I confronted him about it. I stayed calm and acknowledged the deadlines were daunting and asked if I could help him improve his results. He cooled down and told me he was participating in another project where he had to perform tasks that were not in his job description. After a discussion with the other project manager, we came up with a resolution that eased the workload of the technician. The technician provided excellent work for the remainder of the project.

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

Although interviewers also want to know that prospective candidates are truthful and have clear views, they also want new members of the team to be someone that respects and obeys authority. When addressing this question, it is best to note the following; First, refrain from saying anything degrading about your former manager, as your interviewer/employer is likely to interpret this as an unprofessional behavior. Second, make sure the reaction demonstrates that you respect authority and people in power and as well ready to follow instructions.

In some situations, when I disagreed with a supervisor, I felt it was important to voice my opinion, and it actually proved beneficial. For example, the unfriendly behavior of a former manager had a negative impact on my work, and I began to lose enthusiasm and job satisfaction. Finally, I called for a meeting and told him how I felt in a calm and respectful way. To my surprise and delight, he told me that he was having problems with his personal life and that he could not cope well. He made an effort to be less harsh after that, and I got more understanding.

When you are faced with a problem, what do you do??

Usually, managers ask this question to understand what your problem-solving method is. They’re looking for you to explain a systematic method of problem-solving that involves collecting information, evaluating the information, and making decisions based on what you find.

If I'm faced with a problem, I usually start by studying or looking at examples of how others have solved this problem. After doing this research, I will then determine which approach to solving the problem will work best for the company and me. Then, I decide what steps to take to solve the problem, and I start setting the process in motion while interacting with my managers and co-workers. I’ve discovered that this usually works, and I have been able to solve different problems in my workplace with this method.

How do you weigh the pros and cons before making a decision?

This question allows the employer to better understand the method you use to solve a problem, they also want to evaluate how you make an intelligent decision based on the information and details that you have gathered.

If I have a list of advantages and disadvantages to help me make a decision, I start by considering whether the drawbacks would prevent me from achieving my desired result or trigger undue pressure somewhere else. If so, then it is likely the approach will not be successful. If not, I will evaluate if the advantages outweigh the disadvantages in terms of a good outcome. When the pros outweigh the cons, then any adverse consequences are worth enduring and dealing with as they come.

What metric do you routinely track? How do you use the information you get to change the approach that has not been working well?

This is a question you might face when you interview for a job that requires you to evaluate statistics and analytics for decision making. To avoid losing concentration, pick two or three metrics you routinely use and consider how these metrics influence your decisions.

As an email marketing consultant, I often use open rates and conversion rates to assess my campaign success. If open email rates are small, I will review the material and make sure it is relevant and meaningful to the reader, or seek to change the subject heading to make it more interesting. If conversion levels are small, I'll look at the email copy again to make sure it's clear and convincing, and review the offer to make sure it's important and valuable to the target audience.