In addition to making sure that your team gets their work done and that it’s high quality, managing means that you will continually be learning new ways to help people be better at their jobs. As a manager, you’ll be leading performance reviews and challenging employees to grow. So for this question, think back: When it comes to giving feedback, what have you done that works? How did someone take feedback that you gave and make an improvement in their performance, and how did that improvement impact the team or initiative at large? Particularly if you haven’t managed anyone before, you can use an example from times you’ve given feedback to a coworker or even a superior.
You can describe how you were able to keep a team on task and how you’ve held people accountable for their deliverables. What tricks have you learned to help people work smarter and what system(s) have you used to track improvement or lack thereof? If holding others accountable has been difficult, as it was for one seasoned leader I worked with whose employees had different ideas about the flexibility of deadlines, what resources have you relied on to help you solve the problem, such as consulting with mentors or coaches or reading up on the latest trends in employee management, as this leader did?
This is also a time in the interview when you can share your overall leadership philosophy—about what you believe makes people tick, what constitutes effective communication, and how to get the best out of the people you manage.