Q: How do you determine if a project or task is at risk?
A: I always make sure that I communicate the expectations of a project clearly to the team members, being sure to outline all that I communicates with executives and managers. By so doing, I reduce the chances of failure. I also ensure that I keep track of the key performance indicators to ensure that the team is producing quality work within the set budget and timeline. It then becomes easy for me to tell when things are not going as expected and the project is at risk
Q : How do you deal with disagreements within the team?
A: Disagreements are not a new thing during teamwork because members often tend to have strong opinions regarding the task at hand. In case of a disagreement, I usually ask the parties involved to take a step back and the lead a discussion aimed at ensuring that everyone understands each other’s point of view. I would then seek to reach a compromise that will allow the team to go back to working together with success as the goal.
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Q : Do you think a team leader is the same as a couch?
A: I believe that a leader is a supportive coach, and this is why I do not use the top-down leadership style. I give the team members a chance to unleash their talent while at the same time providing regular training sessions, performance reviews, and constructive feedback. I believe that the roles of a leader and a coach are intertwined.
Q: How do you evaluate team performance?
A: I strongly believe that the metrics used to evaluate team performance should be aligned with the objectives of the company. Generally, I usually look at the time, quantity, and quality. I also consider employee engagement and morale because these factors can easily make or break a team.
Q: How do you conduct your interviews for prospective team members?
A: As a team leader, my goal is to have a superstar team, and one of the key elements I look out to are the necessary hard skills and soft skills such as oral and written communication, reliability, logical thinking, and adaptability. Other than the questions checking for credentials and experience, I also ask opinion, behavioral, and competence questions, and some brain teasers.
Key Highlights
This was a very insightful interview, where I got to learn a number of important aspects of leadership. For instance, communication of team goals us very essential to help manage expectations. Also, a team is likely to be successful when all the members are working towards a common goal. I also learnt that leaders should also be coaches, and by so doing, they will gain maximally from their team. My interviewee exemplifies the coaching leadership style.
