David Miliband, CEO of the International Rescue Committee and former British Labour Party politician once said of leadership in an interview, that it’s about “making people feel they can be the best they can be.”
Sheryl Sandberg said, “Leadership is about making others better as a result of your presence and making sure that impact lasts in your absence.”
I love these quotes for their simplicity and clarity. For me, and many others, leadership is about empowering others – providing them the platform and the confidence to realise their full potential and be the best they can be.
A former CTO I worked with often lamented how hard it was to find strong technical leaders in tech. He noted that while many skilled engineers had the potential to lead, few wanted to, and those who did often lacked the know-how—usually due to poor management examples they had themselves encountered.
I wanted to write this piece to provide additional guidance to technology leaders on how to adequately prepare for interviews that delve into their ability to lead and manage teams effectively. Below are three key leadership questions that you need to be able to answer confidently and competently to demonstrate your ability to bring success to a team.
One: Navigating Performance Accountability: Swimming or Sinking?
One of the pivotal questions which often appear in interviews is a situational one, such as: “Can you provide an example of when you had to hold a team member accountable for not meeting expectations? How did you approach it, and what was the result?”
This question is significant because it seeks to reveal your approach to performance management. It tests your ability to balance support and accountability, and evaluates your aptitude for having honest, yet constructive conversations with your team. Your answer should provide evidence of your assertiveness and empathy woven into a common thread – a strategy for fostering improvement without destroying morale.
Two: The Architect of Confidence and Resilience
Interviewers will typically want to know how you coach your team members. They will aim to assess your skills in building confidence and resilience amongst them. Hence, be prepared for queries like: “Can you give an example of when you encouraged a team member to take on a challenge they felt unprepared for? How did you support them, and what was the result?”
To aptly answer this question, reflect on scenarios when you identified learning opportunities for your team members. Convey how your interventions challenged them, yet were attainable, and how your support structures ensured their success.
Three: Cultivating Growth: The Role of the Mentor
A tough question you may face could be, “Describe a time when you identified untapped potential in a team member. What steps did you take to develop their skills, and what was the outcome?”
This question is geared towards understanding your keenness to identify the strengths of your team members and how you proactively foster their growth. It requires you to demonstrate your commitment to support team members’ personal development, even when the pathway may not be initially clear.
Leadership is an incredibly multifaceted concept.
It demands inspiring conviction, fostering resilience, leading by example, and prioritising integrity. To navigate these facets, a leader must demonstrate keen self-awareness, recognising their individual strengths and weaknesses. Continually striving to improve is fundamental for effective leadership. Remember, leadership is a privilege and not an entitlement.
Whether you’re cross-examined about performance management, your mentorship style, or fostering resilience, ensure preparedness. Mastering your response to these three key questions will cement your reputation as a strong and effective leader.
“My job was to make everyone understand that the impossible was possible. That’s the difference between leadership and management.” Sir Alex Ferguson
Ready to face your next leadership challenge? To discuss your future career aspirations and potential opportunities, get in contact today. Let’s make leadership optimisation your stepping-stone to success.
Looking to attract new talent? Stay tuned for more tips and guidance to answer challenging interview questions, to effectively identify and recruit exceptional talent within your team.
Keep yourself ahead in your career by following our insights series. And remember, strong leadership starts with self-awareness and ends with self-improvement.