And, in this training video tutorial, I am going to give you seven fantastic interview

questions and answers for managers.

So, if you have any kind of manager interview coming up, or supervisory role, or leadership

interview, then this video is for you.

So, just a couple of bits before we get straight into the questions and answers, a very warm

welcome from me.

That's me there on the right-hand side.

My name is Richard McMunn.

I spent 20 years as a manager in the fire service.

I've managed lots of people in my own business as well, and I believe the sample questions

and answers are really going to help you.

In this video, I'm going to teach how to pass your managers interview.

Please do watch the video from beginning to end, and I'm also going to give you the slides.

So, you can take notes, but I'm also going to give you the link so you can download these

slides on slide SlideShare and start using them during your preparation.

Also, if you want to learn more as you go along, I've put a link below the video where

you can get access to my free interview course.

Don't access it yet.

Wait until I've finished this tutorial.

Also, please subscribe to the channel.

Just click the red button, the subscribe button below, and then you'll get notified when I

create more interview questions and answers videos.

And, guys, I'd really, really appreciate it; if you do like the video and you gave it a

thumbs up below the video, I'd really appreciate that.

It motivates me to do more for you.

Okay, let's get straight into it through the manager interview questions and answers.

Question Number 1: what are the qualities of a good manager?

It's virtually a guaranteed question because obviously the qualities required to be a manager

are many and varied, but here's a few tips before I give you a sample response.

Don't forget to use positive words in your response to this question.

These should include words such as competent or competency, you're professional, you're

adaptable, you're decisive, you're a good communicator and a good listener, you are

firm, and you are fair.

So, also make sure you mention that you're a supportive member of your team, and you

also are a visionary and you are strategic in your thinking because every organization

wants a manager who looks to work towards achieving the goals and the strategic aims

of the company.

Okay, sample response to Question 1: what are the qualities of a good manager?

"The qualities of a good manager are many and varied, and in particular, you have to

be totally focused on the aims and strategic goals of the organization you're working for.

Now, in addition to this, you need to be competent in your role, be willing to constantly evolve

and develop, and also set a good example to your team.

You also need to be professional and adaptable, decisive, a good communicator and listener,

be firm when required, fair, supportive, a visionary, and also be strategic in your thinking.

I believe I possess all of these qualities and feel I would be a great manager for your

organization if I am successful at interview today."

So that's a great sort of short, sharp, and punchy response that gives all the right qualities

for being a successful manager.

Don't forget I'm going to tell you where you can download these slides so you can print

them off and use them during your preparation.

So, Question Number 2: describe your management style.

Now, everyone has a different kind of management style.

Here's a few tips based on my experience before I give you the sample response.

Perhaps the most effective management style that works for all scenarios includes the

following.

Someone who's decisive, firm, and they expect the highest standards, but they are also fair

and approachable.

They are supportive so they motivate the team as well, but they're supportive in nature

and they are always looking to continually evolve.

And they want their team to evolve as well.

So here's my sample response to the manager interview question: describe your management

style.

"My management style is a combination of different key elements that are designed to achieve

results.

I am firm, and I am also a manager who sets high standards.

I'm also decisive in my decision-making and somebody who expects their team to continually

improve, evolve, and develop.

I achieved this by being supportive of my team, but at the same time, I expect nothing

but hard work and commitment from my team members.

I always strive to get the best from my team and will always deliver the best results for

my employer.

Again, another great response that you can use."

Question Number 3: give an example of a difficult team you had to manage.

So, we've got to give an example here.

It needs to be specific in nature.

Mention your most difficult team was some time ago.

Now, this demonstrates you now have the skills and experience to manage teams effectively

with minimal problems.

So, if you say, "Yeah, it was some time ago.

I don't tend to have that many problems now, but if I do, I have the skills, qualities,

and attributes to manage your team."

Also, give an example where you learned a tremendous amount from the situation, and

this has served to make you a better manager.

Now, obviously when I started managing, I'm sure you are the same, you go into situations

and you sometimes make mistakes.

That's fine, but you have to learn from those mistakes.

That's the important thing, and that's what makes a great manager, somebody who continually

evolves, and they develop their skills.

So, here's my sample response to: give an example of a difficult team you had to manage.

"Perhaps the toughest team I had to manage was in the early days of being a manager.

It was a fast and steep learning curve, and I did make some mistakes that I have since

learned from.

Now, the team had just lost a long-serving manager and there were some people within

the team who was set in their ways.

I went in with new and fresh ideas and changed a number of things perhaps too quickly.

The team made it difficult for me to implement the changes I wanted to make, and the team

meetings I held were a laborious and challenging process.

However, I persevered, I learned from my mistakes and managed to eventually turn things around.

I started to get the team onboard, listened to their ideas and suggestions.

And after six months hard work, we had the best performing team within the organization,

and it was a start of a very productive environment where everybody felt valued and appreciated.

I learned a tremendous amount from that experience.

And whenever I go into a new team now, I have a set approach that works really well."

So that's the kind of response; it's open and honest.

You're being honest in the fact that, yeah, you've made mistakes before but you managed

a difficult team.

You had problems but you turned it around.

And the important bit is that it was a success at the end and you had a very productive team.

Question 4: what do you like about managing people?

Now, my tips here.

Mention that the difficult and challenging parts are the best elements as managing people.

Managing people can be difficult, but if you are a great manager, you will like the challenges

that come along.

Now, state how you love to see people develop through your coaching and motivational skills.

Obviously, your aim is to get the most out of people regardless of their experience or

age.

So, here's my sample response to: what do you like about managing people?

"Now, the best thing about managing people is that everybody is different and therefore,

as a manager, you have to adapt your coaching and motivational skills to suit each person

within your team.

I love the challenge of getting the most out of people, supporting them through their work,

and seeing them achieve great things.

In particular, I enjoy carrying out regular appraisals with my staff to ensure they have

what they need to perform to the best of their abilities but also holding them accountable

for their work.

to summarize, I enjoy taking on the challenges managing people involves.

I feel I work at my peak when I am motivating, coaching, and developing my team."

Now, it's not going to be long now before I tell you where you can download these slides.

Hopefully, you're getting a lot from these that you can use during your interview.

Question Number 5: as a manager, how would you persuade people to do what you want?

So, as managers, we have to be really good at negotiating, getting people on board.

So, state that you are a good negotiator and that you feel you have the skills required

to motivate and encourage your team to share your vision.

Give a specific example of how you persuaded someone to follow your lead.

So, if you can give examples, that's a great response.

Here's my sample response for you to use to Question 5: as a manager, how would you persuade

people to do what you want?

"I believe I am a good negotiator and I have the ability to motivate and persuade people

to share and follow my vision.

For example, whilst managing a team recently, during a difficult project, a senior member

of the team made it clear he did not believe the path we were taking was the correct one.

I took the time to listen to his concerns and made him aware that I valued his seniority,

experience, and his opinions.

Once I had listened to his views, I then explained why I felt his suggested route would not work.

I provided evidence based on my experience why his suggested route could fail.

I then began to explain why I felt my plan would work and that I actually needed him

to be directly involved in order for it to be a success.

I asked him to take a proactive role in managing part of the project and explained to him how

his expertise would be integral to the successful delivery of the project.

By empowering him and by utilizing his experience and skills, I managed to win him round and

he helped to successfully deliver the project on time and within budget."

So you'll see there that I've given a sample response that's specific in nature.

I've given an actual situation to that question.

Question 6: how would you monitor the performance of your staff?

Another great manager interview question.

Let's take a look at some tips.

Tell the interview panel you would conduct regular appraisals to monitor performance

and also hold your team accountable.

This is integral to monitoring performance is to speak to your team on a regular basis,

on an individual basis one-to-one.

Give examples of how you are able to motivate your staff and make them feel valued by listening

to them and providing support, training, and guidance where appropriate.

Let's now take a look at a sample response to the manager interview question: how would

you monitor the performance of your staff?

"First and foremost, I would conduct regular appraisals and meetings with my staff to find

out their strengths, weaknesses, and also what they needed to perform their duties to

the standard required.

I would also set deadlines and make my teams stick to them religiously.

I feel that, by applying deadlines for work to be completed, staff are more likely to

develop successful habits and complete work on time.

Finally, I also think it's very important to reward and praise staff when they work

well.

Again, by simply praising your staff, they are more likely to work hard for you and achieve

the goals of the company."

Question 7: who was the last person you had to speak about regarding underperformance?

So, as managers, we will get people from time to time who underperform.

We have to have a certain set of skills to get to the bottom of it and to also put a

plan in place to rectify it.

So here's a couple of tips.

If possible, tell the interview panel it was someone you had just started working with.

What I mean by that is you say you go into your team, somebody was underperforming, this

is then not as a direct result of your management style.

You got into a new team, someone's underperforming, therefore you are able to turn it around and

demonstrate your management skills.

So, be firm with the individual but set goals for the member of staff, provide support and

empathy where appropriate, and also give training, and get to the bottom of the problem really

quickly.

This is crucial.

Let's take a look at a sample response for: who is the last person you had to speak about

regarding underperformance?

"In a previous role, I just started managing the team when I noticed a member of staff

was missing deadlines and they appear to have a lackadaisical attitude to their work.

I immediately held a meeting with them to raise my concerns but to also get to the root

of the problem quickly.

My aim was to resolve the issues as soon as possible and also put a plan in place to get

them back working to the required standard.

After speaking to them for a few minutes, it became apparent they were having serious

problems at home in their personal life.

I decided that the best approach here would be demonstrate empathy, provide support and