Tough Interview Questions: What Makes You Effective? | NoBSJobSearchAdvice.com

EP 1776 This is a question that can be asked of people at a manager-level, Director level and into the C suite. Obviously, expectations will be different depending upon your seniority,

Read Full Transcript

This is a question that will be asked of the person at a manager level and above.

There is a difference between the expectation of a managerial candidate versus someone in more a leadership role. As you get progressively up the organizational ladder, there’s greater expectations that you think holistically in answering the question.

So, the question is, “What makes you effective?” .

As a manager, you over basically monitoring performance, you’re driving the bus, you are managing the behaviors of the team of individuals to ensure that tasks our performed right. I’m obviously simplifying it, but ultimately that's what it boils down to; you’re managing a team of individuals to ensure that the performing the tasks that need to be done within the time limit that’s been established for them.

As you become more of a leader, it's less about driving the bus (that's the way I interpret that language of management) into selecting teams of people who our inspired to get things done. I want to differentiate “inspiration” from “motivation.” A great definition I learned from Lance Secretan, one of the world’s leading executive coaches and he describes motivation as being that “driving the bus” kind of behavior. They have to “do it for you.” versus inspiration is that they want to do it. That they have that internal drive, that internal determination to get things done.

So, in this particular case, I turn around and say, “What makes you effective?” And the answer starts off with hiring a great team of individuals to work with me, people who really want to do well and really are committed to the organization and to this particular project and team. So number 1, notice how you are passing off credit to other individuals and, if you're acknowledging that you hired great people.

Number 2 is, these individuals really care and they want to get things done. Before you start thinking that I'm just sitting back at desk, collecting a check, (obviously being facetious with the language here), obviously I have to look at the perspective of how my managers are getting things done. How my directors are getting things done to ensure that if there are any friction points, they are cleared up.

From there, it's impossible to get everything clear, but I want to create as frictionless an environment as possible with the idea being we want to have this environment… Do you see where I am going with this? I am describing what I do from 30,000 feet versus from 3 feet manager level 3 feet at the manager level. At 3 feet, you are into everything. You may be micromanaging. You may be operating a little bit more hands-off.

But again, at 3 feet you're in the weeds; at 30,000 feet, you are looking from hierarchical perspective, and looking at the politics of the organization, trying to create less friction for the team to get things done that they have been hired to do to get done and what makes you effective is to hire people who are inspired to do this. Obviously, I am simplifying things. You’ve got your own way of expressing this. I think this is a good way to look at the difference of being in the weeds versus 30,000 feet.

So if you're in the C suite, you are obviously not in the weeds. If you're in executive of an organization, you not in the weeds. You have people who do things and you obviously monitor your manager’s and director’s and VP’s performance to ensure things are getting done.

There is quite of story about Alan Mullally, former president of Ford, who took over the organization at a time that they were failing. This is during the crisis in 2008 and he came up with a very simple system that was designed to have his leadership communicate with him where they were on their goals. It was a color-coded system and these people had been trained to give everyone, but to give the leadership of the organization, their bosses, a “thumbs up” that everything was going well. Yet, in fact, the firm was losing billions of dollars.

Mullally sees the reports from his senior leadership and they're all green coded, “This is fabulous! I guess we’re happy to be losing billions of dollars every year!”

What he needed to do was change the communications style and not punish people who told the truth. You can work this story in (I would encourage you to go research it for yourself) but I'm sure you can also work in the element that basically says, “ and I create an environment where my leadership and even some of the staff people feel as though they can come and give me bad news. I am not talking about squabbles within the organization, but I'm talking about the difficult messages that sometimes leadership doesn’t hear, and needs to have brought to their to their attention. I create that kind of environment where people will come to me to tell me the bad news as well as the good news.

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, all as well as executive job search coaching, job coaching and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1700 episodes and “The No BS Coaching Advice Podcast” and is a member of The Forbes Coaches Council. “No BS JobSearch Advice Radio” was named a Top 10 podcast for job search. JobSearchTV.com is also a Top 10 YouTube channel for job search.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a free Discovery call.

If you have a quick question for me, you can get it answered with a 3-5 minute video at https://www.wisio.com/TheBigGameHunter at 30% of what I charge through my website.

JobSearchCoachingHQ.com offers great advice for job hunters—videos, my books and guides to job hunting, podcasts, articles, PLUS a community for you to ask questions of PLUS the ability to ask me questions where I function as your Jeff NoBSJobSearchAdvice.comally with no conflict of interest answering your questions.  

Connect with me on LinkedIn. Like me on Facebook.

Join and attend my classes on Skillshare. Become a premium member and get 2 months free.

Watch my videos on YouTube at JobSearchTV.com, the Job SearchTV app for FireTV or BingeNetworks.tv for AppleTV, Roku and 90 other devices

Join Career Angles on Facebook and receive support, ideas and advice in your current career and job.

You can order a copy of “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.” If you are starting your search, order, “Get Ready for the Job Jungle.”

Don’t forget to give the show 5 stars and a good review in iTunes

Would you like to talk through a salary negotiation or potential negotiation you’re involved with? Order and schedule time with me.

Do you have questions or would like advice about networking or any aspect of your search. Order and schedule time with me.

Would you like me to critique your resume. Order a critique from me

Jeff’s Kindle book, “You Can Fix Stupid: No BS Hiring Advice,” is available on Amazon.

About the author

Leave a Comment, Thought, Opinion. Speak like you're speaking with someone you love.

%d bloggers like this: