and answers.

If you have any kind of leadership interview coming up whatsoever, I promise you this training

video is going to help you.

I'm going to give you seven specific leadership interview questions to prepare for and I am

also going to give you suggested answers that you can work with in preparation for your

interview.

So, before we get into it, a very warm welcome to this tutorial.

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

My name is Richard McMunn and I've been a leader for over 20 years now and I've been

helping people like you to successfully pass their interviews through this YouTube training

channel.

And in particular in this video, like I say, we're going to focus on the leadership interview

and making sure you are fully prepared.

Please do make sure you click the red SUBSCRIBE button below the video, that way you will

get notified immediately as soon as I create new videos like this, and I'm doing them every

week now.

Also, I would very, very much appreciate it if you gave the video a thumbs up & like,

that will motivate me to do more for you.

And also, in return, if you tell me the name of your leadership interview, what sector

or industry it's in, in the comments section below this video, I will give you some interview

questions to prepare for, in addition to the seven are coming right now.

OK let's get straight into it.

Question number one of your leadership interview: “What qualities are needed to be an effective

leader?”

OK, here's my suggested answer.

“Leadership qualities are many and varied.

However, the most important ones include an ability to motivate your team towards achieving

the company goals, being aware of your team's strengths and their weaknesses, being able

to focus intently on strategic goals and aims regardless of pressure, being an outstanding

communicator, a negotiator and also being able to continually review your own performance

to ensure you develop your skills knowledge and expertise to enable you to excel in your

role at all times.

That's a great response to the first leadership question “What qualities are needed to be

an effective leader?”

Let's take a look at question number two.

“Describe your own leadership style?”, which is pretty much a guaranteed question

in a leadership interview.

Here's my suggested answer for you.

“I am a transformational and visionary leader who has the ability to get the most out of

his team members.

I set high standards from the get-go and I expect my staff to work hard to achieve the

strategic aims of the company.

I believe that, by setting high standards and expectations of my team, it allows me

to delegate effectively which in turn allows me to focus on the wider organizational goals.

I have a track record of achievement and I enjoy the challenge of motivating my team

to enable them to excel in their role.”

Question number three: “Describe a time when you demonstrated effective leadership

skills?”, so you are actually giving a specific answer here to this.

And to this interview question, a way to respond to this is by using the STAR technique.

Tell them what the situation is.

Tell them what the task was, what action you took and also what the result was.

I have also put a link in the description below this video to my STAR INTERVIEW TECHNIQUE

TRAINING video.

So, once we finish this tutorial I suggest you click that link and have a look at that

video because it will help you to structure your responses.

Okay here's the answer.

“Describe a time when you demonstrated effective leadership skills?

“In my last leadership role I was given the task of transforming an under-achieving

team.

I started out by monitoring the team and in particular the performance of each individual

before making a plan that was designed to achieve the company goals in the fastest time

possible.

I then sat down with the team collectively to both share my vision and to also set the

standards I expected from everyone.

I then conducted appraisals with each member of staff to get to know their strengths and

their weaknesses.

Each team member was given targets to reach as part of their appraisal and at the start

of each week I held a short meeting to assess progress and to also provide support to the

team from a leadership perspective.

Now, although I had a number of difficult challenges along the way, I managed to turn

the team around.

When I left the department, the team was the most productive within the organization.”

That's a solid response to question number three!

Question number four: “How do you delegate responsibilities efficiently?”

So, how do you delegate responsibilities efficiently, because as you know, as a leader you have

to be good at delegating and you have to let go and trust people.

Here's my response to that question.

“Whenever I take on a new leadership role I first of all assess the strengths and weaknesses

of each team member.

I also get to know what motivates each member of the team as this enables me to delegate

the right tasks some projects to the right people.

I then sit down with each person and explain the vision and strategic goal of the organization

to give them a thorough understanding of what we are all working towards and what we want

to achieve.

I then delegate the task and give the individual a thorough brief, what the expectations are

and also a strict time for them to work to find this approach to delegation to be highly

effective.

And it also enables me to put trust in that individual and their ability to deliver.

Question number five: “How would you motivate a team?”

So, as you know, as a leader you have to be great at motivating your team and keeping

them going to work towards the strategic aims of the company.

Here's my suggested answer.

“I would motivate the team in three ways.

Firstly, I would get to know their strengths weaknesses and also what drives and motivates

them both personally and professionally.

I believe that by getting to know these important factors gives you the information you need

to get the most out of a team member.

Secondly, I would set goals and targets for each team member and also inform them what

the company goals were, and the reason why we were working towards these goals.

I feel strongly that if you inform people you empower them.

Finally, I would praise and reward people when they successfully reach their goals or

targets, people respond well to praise whenever it is deserved.

If you fail to recognize the achievements of your team they will soon become demotivated

and feel devalued.”

Question number six of your leadership interview.

“How do you monitor the performance of the people that you have to lead?”

Here's my suggested answer.

“I monitor the performance of team members by first of all setting them targets to achieve

or projects to complete within a set timeframe.

That way I have something to measure their performance against.

I also always ensure I conduct six-monthly appraisals of each team member.

Whilst the appraisals do take time to complete properly, I feel they are absolutely vital

for monitoring the team members performance.

The appraisal is always a two-way discussion and it gives the appraiser the opportunity

to discuss things that might be hindering them within their role.

So, to summarize: I monitor the performance of my team by setting goals and targets, and

also by conducting regular two-way appraisals.”

A great response!

Question number seven.

“Describe a time when you failed as a leader?”, and now this is a difficult one because we

have all failed as leaders.

Okay, but you have to be honest.

This is the important thing.

Give them an example of when you failed, but also tell them what you did about it, so you

learn from every experience, which makes you a better leader.

Any leader who says he or she hasn't failed is not, in my opinion, telling the truth.

So, here's my answer to this question for you.

“I don't fail often as a leader, but I can remember one particular time when I made a

mistake that I learned a tremendous amount from.

It was when I first achieved promotion into a leadership role and I was keen to make a

positive impact for my CEO.

Now, unfortunately, I didn't take the time to get to know the team and I immediately

made changes that weren’t particularly helpful.

This had the negative effect of demotivating the team and I then had the challenge of winning

them back around and getting them on my side.

I learned a huge amount from this experience and I am now a much more competent leader.

I always find out as much as possible about the team before making changes and this enables

me to work with each team member’s strengths, whilst also getting to know the areas they

need to improve on.

Being honest with yourself and also being able to reflect and learn from every experience

is something I feel is vital to becoming an outstanding leader.”

OK, now if you'd like more interview questions, by the way, you can connect with me on LinkedIn.com

if you'd like, to say hi.

Have a look in the description below the video.

I've also got more training videos right here on YouTube.

But if you'd like access to my free online interview training course, go to the website

www.PassMyInterview.com or click the link directly below this video.

Please don't forget to SUBSCRIBE, give the video a thumbs up.

I really hope you've enjoyed it!

I love creating videos for you and that motivates me to do more.

And don't forget, tell me the name of your interview, your leadership interview in the

comments section below and I'll give you some more questions to prepare for.

Thank you very much for watching and I wish you all the very best in your pursuit to passing

your leadership into it.

Thank you.