- How do you navigate projects with small budgets?
Small businesses often work on small budgets, yet hope to maximize the results of their spending. Interviewers may ask you this question to gauge your level of commitment to completing projects, despite budget restraints. In your answer, explain how you’d accomplish a project that had little funding, employing your problem-solving skills and business acumen.
Example: “When working with small budgets, I re-evaluate projected expenses and make cuts to the budget. I look for things to eliminate from the budget, like travel expenses and company parties. Once I’ve reached a number that I feel good about, I relate my budget plans to key stakeholders for approval.”
- How do you lead efficient business meetings?
Business managers are responsible for directing projects and the meetings that go along with them. Interviewers ask this question to see how well you conduct company meetings. Your answer provides insight into your leadership style and methods.
Example: “I begin every meeting by reading out loud the items on my agenda. This provides a general outline to follow, keeps our meetings productive and ensures that I don’t forget any important items of business. I encourage my team members to submit any questions they might have beforehand so I can give them a face-to-face response. If we can address key issues while we are sitting in a room together, it frees up time later for other projects and opportunities.”
- What steps do you take to ensure your team supports the company’s values?
Strong leaders understand the importance of having a unified team that supports the company’s values and mission statement. By asking this question, interviewers may feel more confident in hiring those who appreciate and recognize values. If possible, relate an experience where you demonstrated loyalty that upheld the company’s values and helped others do the same.
Example: “I believe businesses must hire people who support their values and overall mission. That is why I take steps to ensure my team members are working together harmoniously and feeling valued in their roles. I’ve seen how having a positive company culture reduces employee turnover and makes people want to do their very best work. In the past, I’ve scheduled team-building exercises into our department calendar with a focus on education and understanding of the company’s foundational principles.”
- Tell me about your leadership style
People in management positions come from different backgrounds and have leadership styles as unique as their personalities. Interviewers can better understand how prospective managers will handle communication with their team members by asking this question. Answer truthfully. Explain how you’ve led your teams in the past and be sure to highlight any achievements that directly resulted from your mentorship and guidance.
Example: “My style of leadership is much like coaching. I like to teach and mentor those who possess the skills needed for the job but may lack confidence in certain areas. Over the years, I’ve noticed that the more you show trust in someone’s abilities, the more you’ll experience positive results that lead to efficient work habits and completed goals.”
- Explain your decision-making process
Because managers make some of the most critical business decisions, hiring managers want to know exactly how you approach decision making. This helps them understand your thought processes and overall attitude when faced with tough decisions. Begin by outlining your process and then provide a specific example of a past decision you’ve made.
Example: “Before I make any critical decisions, I make sure I completely understand all aspects of the issue. I gather relevant information, assess all options and create a pros and cons list. Depending on the impact of the decision, I may bring in other stakeholders to get their opinion on the matter. In my past role, this strategy worked well and helped unite department managers who desired more facts regarding the issue.”
- Describe your process of delivering negative feedback
Managers must sometimes deliver constructive criticism when an employee’s performance becomes unacceptable. This can lead to heightened emotions in the workplace, which may impact the overall morale of the department. How you answer this question demonstrates your capacity to handle difficult tasks. Explain one example of a time you delivered negative feedback and received positive results.
Example: “I’ve learned from past work experiences that there is always room for improvement. Although I do my best to encourage and support my team members in their roles, there are times when employees struggle to meet their performance goals.
In these situations, beyond annual performance reviews, I have requested one-on-one meetings with the entire team. I used these meetings as an opportunity to reinstate expected outcomes and encourage any questions related to their roles. By doing so, I can uncover any issues employees may be hesitant to bring up. I find that if you show respect, you get respect.”
- Are you a risk-taker?
If you get asked this question, you may wonder how best to respond. It typically depends on the company culture and long-term goals. That’s why it’s important to research the company ahead of time to learn about its pace. If they seem like a fast-moving company that values quick thinkers, you may answer in favor of taking risks to achieve desired outcomes. If you sense conservatism and lengthy decision-making processes, you may support a more cautious approach.
Example: “It depends on the urgency of the issue at hand the magnitude of the risk’s impact. Because I respect the amount of work it takes to run a successful business, I generally don’t make a risky decision unless I feel 100 percent sure it is the right decision. If there is less risk involved, I feel better about taking the risk. Having the right amount of information to make an informed decision is the best choice for me.”
