How To Interview For Your First Management Or Leadership Role!
In this guide, we will teach you how to interview for your first-ever management or leadership position.
So, if you have an interview coming for your first-ever management or leadership role, make sure you keep reading because we promise to help you be successful!
To help you pass your first-ever management or leadership interview, we will cover the following 3 things:
#1. We will give you 5 really important tips for passing your interview. You do not want to miss these tips because they are crucial to your success!
#2. We will tell you the exact management words and phrases you must use during your first management or leadership interview to show the hiring manager you have what takes to succeed in the role.
#3. We will give you some example answers to the interview questions that are highly likely to come up during your first-ever management or leadership interview.
5 REALLY IMPORTANT TIPS FOR PASSING YOUR FIRST-EVER MANAGEMENT OR LEADERSHIP INTERVIEW
TIP #1. MAKE SURE YOU ARE PREPARED FOR HYPOTHETICAL AND SITUATIONAL INTERVIEW QUESTIONS.
Questions such as, how would you deal with an underperforming member of your team, and how would you deal with conflict between two team members are going to come up during your first management or leadership interview. Later on during this tutorial, we will tell you exactly how to answer these and more tough interview questions.
TIP #2. SPEAK LIKE A MANAGER DURING YOUR INTERVIEW!
During your interview, I recommend you use corporate buzzwords and phrases that show the hiring manager you are already thinking like management. There are 12 corporate words you can use in your answers to the interview questions that will help you come across as a ready-made leader. Let’s take a look at them:
#1. STRATEGIC VISION. Strategic vision is the company’s overall plan of action to help it achieve its business and commercial objectives.
#2. DIVERSITY AND INCLUSION. Great leaders and managers understand the importance of diversity and inclusion. Diversity is recognizing, respecting, and valuing differences in people within a team or an organization, and inclusion is making sure everyone in your team gets access to opportunities and resources.
#3. COMMERCIALLY-FOCUSED. If you are commercially-focussed you concentrate your efforts on helping the business achieve its core objectives. The core objectives of a business are usually to increase revenue and profits.
#4. DELEGATE. As a manager, when you delegate you are assigning tasks and responsibilities to your team members based on their strengths.
#5. RETURN ON INVESTMENT. Return on investment means you make sure the business sees a positive return from its actions, activities, and expenditure.
#6. SYNERGY. Synergy is making sure, as a manager or leader, that your team works collaboratively and in harmony with each other to complete all projects and tasks.
#7. CUSTOMER EXPERIENCE / CUSTOMER JOURNEY. All businesses need happy customers and as a manager or leader, it will be your responsibility to make sure the customer experience and journey are first-class all of the time!
#8. GAP ANALYSIS. Gap analysis is assessing the progress of a project and then determining what needs to be done or which resources need to be allocated to it to get it finished on time and to the required standard.
#9. VALUE FOR MONEY. Value for money is making sure the business’ resources are used responsibly and wisely.
#10. TEAM VALUES AND CULTURE. All good teams should have a positive workplace culture that encourages inclusive working and values that everyone believes in and signs up to.
#11. STAKEHOLDERS. Stakeholders and partners are people or organizations who have a vested interest in the company you are working for. It is vital, as a manager or leader, that you build good relationships with stakeholders and partners.
#12. KPIs or KEY PERFORMANCE INDICATORS. KPIs are essentially targets and objectives you need to work towards to help the company achieve its commercial objectives. An example of a KPI could be to attract a set number of new customers in a particular month.
So, there’s 12 management and leadership buzzwords and phrases you can use in your forthcoming interview to show the hiring manager you are already thinking like a leader and a manager!
TIP #3. HIGHLIGHT ANY PREVIOUS EXPERIENCE WHERE YOU HAVE SHOWN LEADERSHIP INITIATIVE
Although you haven’t yet held a management or leadership position, I recommend you give examples in your interview where you have shown leadership initiative. This might be where you helped a team member develop a specific skill, where you came up with an idea to improve the efficiency of a business, or where you used your initiative to overcome a challenging problem.
So, when the interviewer says to you, WHY SHOULD WE HIRE YOU, you could say:
“You should hire me because I believe I already have what it takes to be a successful manager and leader. Recently, I helped a co-worker develop their computer skills which improved their performance at work. I also took the initiative several weeks ago and found a new supplier for the business because I was concerned the old one was letting us down and this was impacting negatively on our valued customer’s experience.”
By giving examples of where you have already shown leadership and management initiative you will significantly increase your chances of success!
TIP #4. KNOW YOUR LEADERSHIP STYLE BEFORE YOU ATTEND THE INTERVIEW!
Now, although you haven’t yet held a leadership or management position, you should have an idea of the type of leader and manager you are going to be. During your interview, there is a strong possibility you will have to answer the tough interview question, what’s your leadership style?
There are seven different leadership styles. These are:
- Autocratic
- Democratic
- Pace-setting
- Coaching
- Transformational
- Laissez-fare
- Affiliative
When you are ready, you can watch a great video on how to answer the interview question “what’s your leadership style?”.
TIP #5. ASK THE RIGHT QUESTIONS AT THE END OF YOUR MANAGEMENT OR LEADERSHIP INTERVIEW!
At the end of your interview, you will have the chance to ask some questions of your own. Whatever you do, do not ask questions about the salary, benefits, or perks of the job!
Instead, ask questions that show you are keen to get started, that you want to excel in the role, and that you genuinely want their business to be successful.
Here are 3 great questions to ask at the end of your first management or leadership interview:
Q1. What are the challenges facing the business right now and how could I help you to overcome them in this role?
Q2. What are the plans for the company over the next five to ten years?
Q3. What advice would you give to a new manager who wants to excel in the position?
Let’s now take a look at several example management and leadership interview questions we recommend you prepare for including sample answers.
Q1. TELL ME ABOUT YOURSELF
Because this is going to be the first interview question you will need to answer, it is imperative you get your interview off to a flying start. Give a response that shows you are confident in your abilities, you have the skills and qualities to match the job description, and don’t forget to use some of those management buzzwords and phrases we gave you earlier on.
Here’s a great example answer to help you:
“Thank you for giving me this opportunity today. Over the years, I have been working towards becoming a manager and a leader. I have attended several training development courses to help enhance my skills, I have watched carefully the managers I have worked under to learn how to lead, and I have read numerous books on the subject of leadership.
The skills and qualities I possess include being commercially-aware, not being afraid to make difficult decisions that are in the best interests of your business, and ensuring all staff embrace the already-established values and culture of the company. Because I have a firm and confident style of leadership, you can rely on me to always put the needs of the business first, and to make sure you maintain your position as a market leader.
If you hire me in this position, I will help the business achieve its strategic vision, I will develop my team to ensure they reach their full potential, and I will make sure the company continually sees a positive return from its activities, investments, and expenditure.”
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- The secrets to passing any interview;
- The common mistakes made at the interview (and how to avoid them!);
- Over 50 interview questions to prepare for (and how each is assessed);
- Full answers to each of the questions so you can learn how to deliver successful answers of your own.
- Beating the competition (what you MUST do to be successful);
- Checklists and printable resources;
- All interview answers are verified by our interview panel of experts.
- Instant online access as soon as your order is placed to over 50 interactive modules.
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Q2. HOW WOULD YOU DEAL WITH CONFLICT BETWEEN TWO CO-WORKERS?
This question comes up often during management and leadership interviews. In your answer, show you are the type of manager who sets high standards and who is not afraid to tackle conflict when it happens to prevent it from escalating into a serious problem.
Here’s a great example answer to help you:
“If I become your manager, one of the first things I will do is sit down with my team and layout my expectations. One of my expectations is that I want everyone to work collaboratively and to put any personal differences aside.
However, if I do notice conflict between two co-workers, I will let them know I am aware of it, and I will encourage them, as responsible adults, to resolve it themselves. I will then monitor the situation moving forward.
If they are unable to resolve the conflict I will step in and facilitate its resolution. I will sit down with the co-workers, establish the root cause of the conflict and explain the steps I want them to take to resolve it quickly for the sake of the team.”
Q3. HOW WOULD YOU DEAL WITH AN UNDERPERFORMING MEMBER OF YOUR TEAM?
A big mistake often made by new managers and leaders is to turn a blind eye to underperformance. Whenever you notice a member of your team underperforming you should tackle it straight away. This sends a message to the entire team that you are a confident manager who expects high standards to be maintained!
Here’s a great example answer to help you:
“I would deal with underperformance straight away. If you ignore it, it can not only escalate into a bigger problem but it also sets a bad example for the rest of your team.
To deal with it, I would speak to the team member in private to establish the cause of their underperformance, and I would ask them questions to find out the exact cause of the problem.
They may be having issues in their personal life or they may feel they have not received the right level of training. Whatever the cause of the problem was, I would put a plan of action in place to get them back up to speed quickly and then support them moving forward.”
Q4. WHAT WILL YOU DO IN THE FIRST 30 DAYS OF STARTING IN THE ROLE?
This question comes up often during first-time management and leadership interviews. It is assessing whether you have a plan in place or whether you are someone who is likely to need lots of guidance and support! If you need lots of guidance and support you are less likely to get hired!
Here’s a great example answer to help you:
“I already have a plan of action in place of what I will do in the first 30 days of starting as your manager and leader.
I will sit down with you, the senior management team, to obtain a full brief of the business objectives and the strategic vision of the company.
I will then watch my team for the first week and observe their performance. This will allow me to establish their strong points and the areas I feel they can improve on.
I will then sit down with my team and layout my expectations. I believe it is important to set the bar high so everyone fully understands what is expected of them. At some stage during the first few weeks of starting in the role, I will carry out performance reviews with all members of staff to get to know them better, to identify their strengths and weaknesses, and to establish their training needs. I will then monitor and direct the team moving forward to ensure the business succeeds.”
UNLOCK 50+ Interview
Questions & High-Scoring Answers Today + Get the insider video tuition for EACH question for FREE!
- The secrets to passing any interview;
- The common mistakes made at the interview (and how to avoid them!);
- Over 50 interview questions to prepare for (and how each is assessed);
- Full answers to each of the questions so you can learn how to deliver successful answers of your own.
- Beating the competition (what you MUST do to be successful);
- Checklists and printable resources;
- All interview answers are verified by our interview panel of experts.
- Instant online access as soon as your order is placed to over 50 interactive modules.
SPECIAL OFFER £97.99 NOW: FREE with a 30-day trial!
