Question Anticipated Actual response: Anticipated Actual Response:

Response: manager 1 response: Manager2

manager1 Manager 2
How do you I think he He said that he prioritizes I am He said that he focuses
build strong can talk creating an open space anticipating on creating
relationships about the where team members him to give collaborations and
with your team importance feel safe to express their responses recognizing employees’
members? of active thoughts. He also does that are like achievements. He
listening regular team meetings manager I, promotes culture of
and open and one-on-one emphasizing knowledge sharing
communica meetings. He said that it the where employees work
tion. helps to address issues importance of in groups. He also
and he gives feedback open appreciates and
back to the employees. communicatio acknowledges the
He also creates n and building achievements of each
opportunities outside of trust with employee
work that strengthen employees.
relationships
Can you The He handled a conflict I am He encountered a
describe and manager which was between two anticipating a problem with most of
explain a time can describe employees. They had two scenario his team members.
you handled a a scenario different approaches to a where there They had so many
conflict within when he project. He allowed the was a conflict differences and they
your team? handled a members to express their at work. couldn’t work in teams.
conflict at thoughts and after that They would end up
work. He encouraged them to arguing and fighting all
come up with the time
compromises and
worked together to reach
a resolution that satisfied
both parties. He also
emphasized the
importance of team work
to them
How did you I think he He allowed the members I think he will He scheduled a team
address the can discuss to express their thoughts also discuss building activity where
conflict? the and after that He the strategies he focused on
strategies of encouraged them to he used to improving
solving come up with solve conflicts. communication and
conflicts like compromises and fostering empathy
finding worked together to reach within the team
common a resolution that satisfied members. This activity
ground. both parties. He also created a better
emphasized the understanding of the
importance of team work team members
to them strengths and working
style and it also helped
 them to see conflict
from different
perspectives and
realized the value of
collaboration
What He may talk He said he motivates his He can talk He said that he
strategies do about team by keeping them about motivates his
you use as a providing focused and setting clear recognizing teammates by
manager to opportunitie goals. He also provides farmers providing growth
motivate your s of growth regular feedback. He said achievements opportunities. He
team and keep and this strategy helps team as a way of provides opportunities
them focused encouraging stay motivated and motivating like training workshops
on their work? positive focused on their work as them and challenging
work culture they have a clear assignments. He said
understanding of what that he trusts his
they are expected to do. workers, so he
encourages them to
take ownership of
projects and He also
allow them to make
decisions.
As a manager, I think he He delegates and I think He will He identifies unique
how do you will discuss prioritize task by give answers skills and abilities of
delegate and ways that assessing workload and that are each team member
prioritize can be used skills of each team similar and matches tasks
tasks? to set clear member. He takes into manager 1. I accordingly. He
goals and account the strengths think prioritizes tasks by
assessing and areas which need to managers use considering deadlines
teams’ be developed. He also same
weakness considers current techniques to
and workload of each team delegate work
strengths member to ensure fair
distribution of tasks.
Can you I think he He encountered a I don’t know He faced a challenging
provide an will give an challenging decision what he will decision in
instance of a example of when the organization say but his implementing a change
challenging a went restructuring experience in workflow. There was
decision you challenging process and the process will be shared resistance and
encountered decision he involved merging two ignorance. The change
while serving had to make teams and redistributing was necessary to
as a manager while roles. Teams were improve efficiency, but
and explain working as a resistant and the decision it involved learning
how you manager. brought anxiety among new tools. He
handled it? He may talk them. He managed to scheduled team
about the navigate the challenging meetings explaining
importance decision and foster a the benefits of a
of sense of unity and change and he also
 considering collaboration by being provides support to
multiple empathetic, individual people
perspectives communicating helping them adapt.
effectively and involving
teams in decision
making.
What He may talk He offers constructive Since I don’t He emphasizes
approaches do about feedback and cultivates know much coaching and
you utilize to balanced the professional about these mentorship. He
offer approach, development of team managers, believes in taking a
constructive offering members by utilizing assume they proactive approach to
feedback and support for regular feedback and will give guide and support
cultivate the improveme personalized answers that team members in
professional nt and development plans. He are less reaching their full
development focusing on highlights their significantly potential. He provides
of your team specific accomplishments and different from feedback based on
members? behaviors. offers constructive each other observed performance
suggestions for growth. and offers guidance in
areas that need to be
improved.
How do you He may He ensures effective He may also He practices active
ensure mention communication within mention using listening within the
effective using his team by focusing on various team by emphasizing
communication various establishing clear collaboration the importance of
within your communica communication channels tools and understanding and
team or work tion tools and fostering an open ensuring valuing each other’s
settings? and environment. He regular check perspectives
encouraging implemented regular in at work
collaborativ team meetings to discuss
e work projects
As a manager, He may talk He attends industry I think he will He subscribes to
what strategies about conferences, workshops, also talk about industry’s podcasts,
do you employ networking and seminars to gain networking newsletters to receive
to engage in with peers insights from insights with peers regular updates as he
continuous and reading from industry experts. He and seeking prioritizes continuous
learning and some also engages in out learning as way to stay
stay abreast of publications networking activities professional informed about
industry development industry trends
trends?
 Can you He may He had an issue with I think the He had an issue with an
describe a time discuss a employee who was manager will employee who was
you handled a scenario he constantly failing to meet discuss always missing project
challenging handled a her targets and was various deadlines and was
employee challenging always showing a bad methods such always late for team
performance? employee attitude at work. as meetings.
performanc implementing
How did you e He may He solved the problem by performance He solved the problem
address it? discuss scheduling a one-on-one improvement in a constructive and
methods he meeting discussing the plan. Offering non-confrontational
used to performance concerns guidance and manner. He asked the
solve the and He also asked the support or problems an employee
issue eg employee about the discuss the was facing, and he
offering challenges they were importance of proposed some
guidance facing having honest solutions to the
and support communicatio problems
n