Initial Idea of How Managers May Reply

Before interviewing our managers, we decided to put ourselves in our manager's shoes and try to answer our interview questions as we think our managers would reply. The goal is to see our own preconceptions and compare our answers to how our managers see reality.

Mitch Bullough Interview Initial Assessment:

1. In your opinion, what does failure look like for a manager? - Failure in a Manager role is when trust is lost. Trust encompasses most aspects of a Manager's role and is a resource that is developed.
2. Do you feel like you are failing or succeeding in your current role? - My Manager's answer will be that he is having mixed success. I agree, to a point. My current workgroup is experiencing record low morale and job satisfaction. I attribute the issues largely to the presentation of decisions from Corporate and failure to effectively manage projects. Our project load is large enough that we are 400+ projects behind. Luckily the projects are not critical , but the looming work deteriorates any accomplishments we have weekly.
3. What would you consider the qualities of a great manager & leader to be? - Good Managers are effective at using the strengths of their team to accomplish tasks and are continuously developing strengths in others. Investing in the success of others is a strategic way to ensure that goals and expectations are met and trust is built. Employees have the same responsibility, even if the relationship is more defined and formal.
4. Do you feel like you are actively practicing these mantras in your current position?  - I would say that my Manager is trying to develop people and their skills, but I don't hink it is a current priority. We have several large issues that are drawing on our time and frankly being prioritized over the welfare of the team. 
5. What did your best day at work look like this past year? - A good day for our group was when we developed a software solution that was intuitive and easy enough to use that Temps could use the program and process complex work to help free time for other projects. 
6. What did your worst day at work look like this past year? - We lost several key personnel within the past year or so. They left because they disagreed with the direction our group was heading and felt they were not being heard. The entire team is still suffering because we were not prepared to lose key people. 
7. Which methods of motivating employees have you found most effective in your career as a manager? - My boss is very good at delegating and giving development opportunities to employees. He tries to give everyone an additional project that develops the team in the long-term. His management style empowers some employees and shuts off others. My boss is good at promoting diversity and helping everyone feel comfortable asking questions.  Our group is encouraged to be self-starters and motivate ourselves and each other.
8. How do you typically approach/handle struggling employees? - One of my coworkers is a bit of a lost cause in the eyes of my Manager. He has been largely unsuccessful in developing this person and it has gotten to the point that the disagreements are public knowledge. My boss likes to work through others in the team to accomplish his goals, even if he is not the most clear on his purpose. My boss is good at taking emotion and personal feelings out of the equation, though for some, that makes him harder to relate to. Struggling employees are given plenty of voice, but my boss usually encourages employees to solve their own issues. 
9. What do you consider it to be your greatest managerial accomplishment in your career so far? - My boss has built the team from a place of little respect, to a place of reasonable respect within some departments. The vision has not always been constant, but the talent is within the team and if we can manage our time well, we have good enough skills that we can make a huge impact.
10. What has been your greatest failure since you first took on a managerial role? - Losing the trust of several key team members has hurt the team. Corporate decisions were involved to make the case worse, but there was a similar group with a vocal leader that was willing to express concerns and negotiate for their team. My boss is sometimes a little too "by the book" and misses the opportunity to turn bad situations into good situations. Relying on the power structure to resolve problems has been largely unsuccessful and we rarely see the results of our successes. We are obsessed with our metrics and refuse to take initiative for our own performance. We are a critical production bottleneck, but have no influence or voice in the big picture. Variability in projects and expectations leads to situational success criteria.

BONUS: What would you like your legacy to as (insert company)’s (insert position)? - I think my boss prides himself on the talent he has gathered. Before he was Manager we had a team of specialists with little crossover or complexity. We have developed tools and skills to be a critical piece in our company. Our group has always been the "whipping boy" for placing blame on project failures and shortcomings. My boss has improved that, but he doesn't showcase the team to those most critical of our role. He has done the best he can and is fighting the same corporate culture that has always plagued our site. He will probably be remembered as the Manager that took a dying team and revitalized them. Some of the issues cannot be helped, but he could work on transparency with those issues. 

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Becky Howard's Interview Initial Assessment:

In your opinion, what does failure look like for a manager? 

I feel that failure occurs when your subordinates no longer trust you to lead. When I lack trust in an owner or manager, I feel that I lose respect and motivation to follow their lead.

Do you feel like you are failing or succeeding in your current role? 

I feel that my manager (Owner of the company) will respond that he is succeeding at his role. I feel that he believes strongly in numbers and growth. As we continue to grow, he will see this as a sure sign that he is succeeding as a leader.

What would you consider the qualities of a great manager & leader to be?

 I feel that a great manager will empower his employees. They will be sure you are properly equipped to not just succeed in their job but also to grow.

Do you feel like you are actively practicing these mantras in your current position? 

I feel that my manager will say he is practicing empowerment and I tend to agree in a sense. My manager loves to let his subordinate’s problem solve. He has managers for a reason, we handle problems, so he doesn’t have to. He doesn’t always practice properly equipping his subordinates or making sure training is continued to allow growth.

What did your best day at work look like this past year? 

I feel that my manager will say his best day was when he handed over our yearly charitable donation. We donate a portion of our proceeds to an organization of our owner’s choice at the end of the year. It is a sign of our growth and his love for the community.

What did your worst day at work look like this past year? 

I feel my manager will whole heartedly agree with me when I say our Kitchen Manager leaving without notice was the worst day. We are a USDA kitchen and require a USDA certified cook in the kitchen. We were in the middle of the busy season and no way to bake. It was a scramble to get certification for one of our bakers, stay on top of current orders and take over other duties of the kitchen manager. We were forced to limit orders which led to a very slow month until we could go back to full operation.

Which methods of motivating employees have you found most effective in your career as a manager?  

My Manger loves to delegate and will not micro manage his managers. We are allowed the freedom to handle situations without his approval. There is very little that he requires his feedback, usually that is reserved for speaking with reporters. This has allowed for me to have confidence in handling crisis situations.

How do you typically approach/handle struggling employees? 

My manager has so much patience for struggling employees. I have seen very few employees be fired, even after some truly fire-able offenses. His typical method is to just have conversations with them but there are rarely goals set to achieve or repercussions for continued negative action. I don’t feel this method is the best in many situations as it leads to observing employees to feel that very little effort needs to be put in to maintain their job.

What do you consider it to be your greatest managerial accomplishment in your career so far?

 My manager has built a company from scratch that has survived for 20 years with continued growth. This company survives through a good reputation, a good product and community respect. While I feel there are many areas to be improved, my manager has continued to succeed while ignoring many techniques I have learned through my MBA experience.

What has been your greatest failure since you first took on a managerial role? 

My Manager took on the ownership of a restaurant in partner with his current company. It turned out he was not cut out for restaurant ownership and it left him frustrated and exhausted and in a financial situation that was not favorable. He was able to find someone to manage in a situation where they are working to buy the restaurant. This was not a financial win nor a confidence boost but I feel he learned from the situation and he is better managing his own expectations and abilities.

Dylan Caples Interview Initial Assessment:

In your opinion, what does failure look like for a manager? 

I believe that the largest failure a manager can make is a failure in communication.  Whether that be lack of communication, setting unclear expectations, or not giving feedback to employees that is clear, useful, and hopefully empowering.

Do you feel like you are failing or succeeding in your current role? 

I started this week, so a difficult question to answer.  I do think that I made a great first impression on my boss and coworkers, and have learned a lot already.

What would you consider the qualities of a great manager & leader to be? 

I think that understanding is the most crucial quality in a manager.  Not only understanding the capabilities of his/her subordinates, but also understanding expectations from those above him/her, and being able to adapt one’s management style to best connect the bottom of a company all the way to the top.

Do you feel like you are actively practicing these mantras in your current position? 

Yes and no.  Again, I’m not currently in a management role, but I do make sure to ask questions when things are unclear, and make sure that when I’m communicating to others, that I ask if clarification is necessary, and for feedback on how to improve my own performance.

What did your best day at work look like this past year?

I had a great day a few months ago where I solved a problem plaguing my group for weeks, and also was able to find time to start working on a project that I created for myself, which my manager at the time praised.

What did your worst day at work look like this past year? 

There isn’t one day which really stands out, but I do know that when I am not well rested, that I have a hard time starting a project in the morning and find myself procrastinating and not ready to tackle the day.  Definitely need to improve on my sleep schedule.

Which methods of motivating employees have you found most effective in your career as a manager?

I have found that motivating employees can be found in one-on-one sessions with an employee and ask them what they think are there strengths/weaknesses, and also asking an employee if they have ideas on how to improve the group.  When people feel they are working on ideas that they came up with, they tend to be more passionate.

How do you typically approach/handle struggling employees?

In terms of my peers, I find that when they are struggling, I can ask them to work with me on a project and ask them questions about things that they know, to give them confidence and open a dialogue, while giving them my expertise on things I think they may be struggling with.  Willingness to work with someone can go a long way.

What do you consider it to be your greatest managerial accomplishment in your career so far?

Waking up in the morning... haha.  I don’t really have an answer here, but I hope to start to answer this question in the near future.

What has been your greatest failure since you first took on a managerial role?

I had a manager who told me about how he was fired from his first managerial role.  After going back to a senior scientist position, he worked on honing his skills and learning from his bosses what it takes to be a great manager.  He’s the best manager I’ve had to date.

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