Manager's Interviews:

Manager's Actual Responses - Mitch Bullough

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1. In your opinion, what does failure look like for a manager? - Failure from a management perspective is when the leader is not present the team falls apart. A manager in a technical role is responsible to balance aptitude and desire to learn within the team. 
2. Do you feel like you are failing or succeeding in your current role? - I fell like I am behind the curve. Recent employee surveys show that I have a lot to work on. I also don't feel comfortable taking time off because I feel that work will fall behind without me here. That is part of my shortcomings as a manager.
3. What would you consider the qualities of a great manager & leader to be? - A manager should be giving people opportunities to succeed. A manager should identify opportunities for growth and development for each individual. A manger should balance aptitude and desire to not overwhelm people but keep them enticed.
4. Do you feel like you are actively practicing these mantras in your current position?  - Yes. A manager is willing to be wrong and open to ideas. A manager has the difficult task of keeping everyone informed and motivated at the same time. Focusing too much on the negative issues and perceptions promotes a loss of morale for the group. it gives the perception that it is okay to complain and not do our part.
5. What did your best day at work look like this past year? - Moving day for our group. We moved from one building to another with our work caught up enough that we could all enjoy a bit of free time while moving. We did not have to hurry and get setup to meet customer demands. Other departments were appreciative of the effort we put in before moving.  
6. What did your worst day at work look like this past year? - The day the employee evaluations came out. It was difficult not to take the feedback personally.
7. Which methods of motivating employees have you found most effective in your career as a manager? - Allow employees to set their goals and destinations and give them the opportunities to succeed. People can go as far as they want to go if they have the desire. 
8. How do you typically approach/handle struggling employees? - Treat them with kindness. Some people probably think I am too soft on my employees, but I think I am more successful treating employees with kindness and understanding.  
9. What do you consider it to be your greatest managerial accomplishment in your career so far? - Developing people. People that move from lower levels to gain skills valuable enough to make them successful is my favorite part of management.
10. What has been your greatest failure since you first took on a managerial role? - I over encouraged a previous employee and saw their potential as their current capabilities. I was very eager to compliment them and build confidence. They took that as agreement that their current capabilities merit a pay increase and increase in responsibility. When they were not given those things, they left for another job thinking they were at a higher level than they are. They were unsuccessful in their next position as wel becasue they had potential but were not fully capable yet. 

BONUS: What would you like your legacy to as (insert company)’s (insert position)? - I think people will look at my time and recognize that I developed people and the department in general. 

Kevin Green - Managers Responses 

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1.    In your opinion, what does failure look like for a manager? - Failure looks like an office with low morale. When subordinates are not motivated to work and subsequently aren’t able to feel satisfaction from hitting their numbers. This can also come about because of lack of direction from leaders.

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2.    Do you feel like Kevin is succeeding in his current role? Why or why not? - He is succeeding. He has succeeded all my expectations. The biggest reason is his ability to prioritize so he can feel successful.

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3.    What would you consider the qualities of a great manager & leader to be? - In the book “Radical Candor”, there is section that teaches individuals “how to be a kick a** boss without losing your humanity”. A great manager is empathetic but also able to cause people feel responsible. A great manager doesn’t throw out free passes all the time. Being personal with those you lead goes a long way. When you can talk with them they will go farther faster. Communicating the right message and being someone that has humanity is essential for any manager.  

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4.    Do you feel like Kevin is actively practicing these mantras in his current position? - Yes. What I appreciate about Kevin is that he can do the hard things. I think that’s what managers have to be good at. If there is ever a potentially difficult or awkward conversation that needs to happen, Kevin never backs away from that. He definitely has his blue personality that gives him the humanity part. He is also a good communicator. He makes a point to always close the loop on projects and ask what the next step is.  

5.    What types of initiatives coming from a manager have you found most motivating in your career? - I like initiatives that give us room to dream and expand. I struggle when new changes are made that drill down exactly what each person is doing at every second of the day. A good initiative has a real cause. Like placing students in their first job.

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6.    What did your best day at work look like this past year? - The days where the student lands a job or passes that stats class that they have been struggling with. Sharing those victories with the students even if I had very little to do with the outcome. We are here for the students.

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7.    What did your worst day at work look like this past year? - My worst days at work are when the Huntsman School gets worked over in the media. Especially when there is very little factual elements in the articles. Days when things are out of your control completely are hard for me.

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8.    What types of responsibilities, roles, or challenges are you looking forward to taking on more often? - I want to take on more tasks that increase efficiency with our staff and help them succeed. Those are the projects that get me excited.

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9.    What types of responsibilities, roles, or challenges would you like to engage in less? - I would love to engage in less paperwork. I go through a lot of approval processes that are required by state.

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10.   What would the ideal role for you look like at USU? - A role where I could engage aggies wither students, alumni, or donors with the university. I love watching people light up because of the common connection with Utah State University.

11.   What do you consider it to be your greatest accomplishment in your career so far? - I don’t think I’ve had one that I was solely responsible for. I’ve been on many great teams that have experienced accomplishments but I can’t take sole credit for any of these big wins. If I had to select one, I would say the grand opening of Huntsman Hall. That was a big undertaking that was only possible because everyone pitched in 110%. Focused Fridays has been another initiative that our group has implemented that has been widely successful. It’s an initiative that helps the students in tremendous ways.

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12.   What would you like your legacy to be at USU? - I don’t want people to look back and say, “oh that happened because of Kim”. I think legacies are more about the effect that you have on others. The legacy is that we help students get new and better jobs. I would like to help the legacy of something bigger help others. Alumni relations is a great example of that. If anything, I want to be known for helping students be successful as they enter the work force and for reengaging alumni with the university legacy. 

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Becky Howard: Manager's Actual Responses

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

Disappointing the expectations of customers, employees, and/or stockholders

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

Generally succeeding

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

Enthusiastic commitment to the mission of the organization

Ability to inspire and motivate the team to deliver for the customer

Attention to detail

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

Yes, but always room for improvement, especially in attention to detail

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

When faced with several difficult challenges in one day, working through each, delegating tasks to team, reaching goal in each area 

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

Because of letting details slide, losing money, losing an employee.

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

Appealing to their values in the end result for everyone, not just themselves (bonus).

How do you typically approach/handle struggling employees?

Back to the basics, what do you value most? What can you do to fulfill expectations of customers and owners.

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

Successfully administering a $1 million grant project in Marquette County in 2008-2009

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

Any time losing an employee over matters that could have been handled with better attention to detail.

Three such incidents come to mind.

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