Leadership Interview Questions Part Four (Good Leaders Ask Great Questions)

   

 Good Leaders Ask Great Questions

Part Four

The Art of Asking the Right Questions in Potential Leadership

As inspired by E.J. Lugo, the adage "Good leaders ask great questions" holds true across all domains of leadership, especially for camp directors and supervisors striving to build an engaged and cohesive team. The interview process can unveil potential employees' behavior and enthusiasm—qualities critical to enhancing the overall camp experience for staff and campers alike.

Emphasizing enthusiasm over skills can be beneficial, as skills can be taught, while the eagerness to learn and embrace new challenges often grows with time and experience. This philosophy nurtures a "growth mindset," which is indispensable in personal and professional development.

In preparation, I consulted with human resource professionals and scoured through resources to compile a list of behavioral questions. These inquiries delve into candidates' past experiences as indicators of future behavior, echoing John Maxwell's sentiment: “In job interviews, ask candidates how they have previously handled frustration, disappointment, and challenging situations with co-workers.”

Who will you choose to lead this summer?

Questions For Potential Cabin Leaders:

1. Reflect on a project or accomplishment with a small group you're proud of; What was your role? What types of things did you specifically do?
2. Describe a difficult or frustrating situation at work and how you addressed it.
3. Have you ever made an unpopular decision? What was the outcome?
4. Recall a moment you were redirected by someone else. How did you respond?
5. Tell me about a time amongst friends or peers, did you eagerly participate or hold back? Why?
6. What do honesty, caring, respect, and responsibility mean to you?

Feel free to share your experiences in the comments. What type of questions have been successful for you? Which ones haven't?

Share in the comments what topics you would like to hear these style questions? What has worked for you and what has not?

I hope you have enjoyed these questions and will consider coming back for the next set in the series on interview questions.

For further reading, explore these resources:

RESEARCH SOURCES: Be the Expert! Additional Items To Research

1. Forbes - "Top 10 Best Interview Questions to Ask" (www.forbes.com)
2. Harvard Business Review - "Recruiting Lessons for the Long Game" (hbr.org)
3. Inc. Magazine - "8 Interview Questions You Need to Ask to Hire the Best" (www.inc.com)
4. SHRM - "Behavioral Interviewing Strategies for Interviewers" (www.shrm.org)
5. LinkedIn Talent Solutions - "The Best Interview Questions to Assess Top Talent" (business.linkedin.com)
6. The Muse - "51 Great Questions to Ask" (www.themuse.com)
7. Fast Company - "15 Interview Questions to Ensure Successful New Hires" (www.fastcompany.com)
8. Glassdoor - "50 Most Common Interview Questions" (www.glassdoor.com)
9. Business Insider - "The 27 Best Interview Questions According to Recruiting Experts" (www.businessinsider.com)
10. Entrepreneur - "Successful Interview Questions" (www.entrepreneur.com)

Relevant Statistics

1. 67% of employers say retention rates would be higher if candidates had a clearer picture of what to expect (Glassdoor)
2. 75% of interviewers say that the questions the candidate asks matter as much as the questions they answer (Robert Half)
3. Companies that use structured interviews are 50% more likely to identify bright hires (Forbes)
4. 69% of hiring managers report being perplexed by unconventional interview responses (Harvard Business Review)
5. 87% of companies say that improving retention is a critical strategy (LinkedIn)

Relevant Articles

1. Harvard Business Review - "The Value of Structured Interviews" (hbr.org)
2. Forbes - "Why Personality Matters In Interviews" (www.forbes.com)
3. Business Insider - "Innovative Interview Techniques" (www.businessinsider.com)
4. SHRM - "Engaging Interview Techniques Beyond Questions" (www.shrm.org)
5. Inc. - "Transformational Interviewing Strategies" (www.inc.com)

You can sign up for a daily dose of John Maxwell at: Minute With Maxwell

I am on www.buymeacoffee.com If you like the BLOG, please consider buying me a coffee today.

Follow me here or at:

Facebook Page for daily "Today's Essential Thoughts" https://www.facebook.com/alferreiracoach 

 

Leadership Interview Questions Part Three (Good Leaders Ask Great Questions)

  

 Good Leaders Ask Great Questions

Inspired by E.J. Lugo

These questions can help camp directors and supervisors assess potential staff and their level of engagement as thy navigate your interview process.

The goal is select a staff team that will enhance the overall camp experience for both staff and campers. I have typically hired for enthusiasm and not skills. Skills can be taught. Enthusiasm to learn and embrace new things develops over time as individuals gain experience, build confidence in their ability to learn, and recognize the benefits of continuous growth in personal and professional life; this is often referred to as a "growth mindset."

BACKGROUND: I spent the last few months in research and consultation with human resource professionals as well as the most common questions that stem from Behavior Based questions. I have compiled a grouping of questions below that help determine specific behaviors that youth development professionals at camp deem necessary for successful camp leadership candidates.

Remember, all questions are like Ogres. Okay, if you don't get the reference, but here is the video link. Questions are layered and you can dig deep or go in a deep dive in a discussion.

John Maxwell says, "In job interviews, ask candidates how they have previously handled frustration, disappointment and challenging situations with co-workers. Listen for how they have been influenced by others or how the feedback of a previous supervisor has made a difference in their leadership style. The ability to accept and adapt based on such assessment is a critical skill for effective leaders.

QUESTIONS PART THREE

(These are not intended to be first questions or get to know you questions. These are to determine a behavior about what they have done in the past. Past performance being the best indicator for future behavior.)

Questions For Potential Cabin Leaders:

Tell me about a project or accomplishment (where you worked with a small group of people) that you are very proud of having been a part of? You may have seen this question in Power Hiring and behavior based questions from Lou Adler.)

Describe a group experience that you felt like your most authentic self?

What has been a difficult situation that you have overcome? Did you seek guidance? Was it on the internet, parent, friends?

When have you felt the most like a leader? What are the attributes that you have displayed?

Tell me about a time when you did not feel like you were under control of yourself?

What are some triggers that cause you stress? How have you managed that in a group environment?

What’s the next thing you are looking forward to doing in the next 10 days? What excites you about that?

Tell me in the comments what topics you would like to hear these style questions? What has worked for you and what has not?

I hope you have enjoyed these questions and will consider coming back for the next set in the series on interview questions.

Be the Expert! Additional Items To Research

1. Forbes - "Top 10 Best Interview Questions to Ask" (www.forbes.com)
2. Harvard Business Review - "Recruiting Lessons for the Long Game" (hbr.org)
3. Inc. Magazine - "8 Interview Questions You Need to Ask to Hire the Best" (www.inc.com)
4. SHRM - "Behavioral Interviewing Strategies for Interviewers" (www.shrm.org)
5. LinkedIn Talent Solutions - "The Best Interview Questions to Assess Top Talent" (business.linkedin.com)
6. The Muse - "51 Great Questions to Ask" (www.themuse.com)
7. Fast Company - "15 Interview Questions to Ensure Successful New Hires" (www.fastcompany.com)
8. Glassdoor - "50 Most Common Interview Questions" (www.glassdoor.com)
9. Business Insider - "The 27 Best Interview Questions According to Recruiting Experts" (www.businessinsider.com)
10. Entrepreneur - "Successful Interview Questions" (www.entrepreneur.com)

Relevant Statistics

1. 67% of employers say retention rates would be higher if candidates had a clearer picture of what to expect (Glassdoor)
2. 75% of interviewers say that the questions the candidate asks matter as much as the questions they answer (Robert Half)
3. Companies that use structured interviews are 50% more likely to identify bright hires (Forbes)
4. 69% of hiring managers report being perplexed by unconventional interview responses (Harvard Business Review)
5. 87% of companies say that improving retention is a critical strategy (LinkedIn)

Relevant Articles

1. Harvard Business Review - "The Value of Structured Interviews" (hbr.org)
2. Forbes - "Why Personality Matters In Interviews" (www.forbes.com)
3. Business Insider - "Innovative Interview Techniques" (www.businessinsider.com)
4. SHRM - "Engaging Interview Techniques Beyond Questions" (www.shrm.org)
5. Inc. - "Transformational Interviewing Strategies" (www.inc.com)

You can sign up for a daily dose of John Maxwell at: Minute With Maxwell

I am on www.buymeacoffee.com If you like the BLOG, please consider buying me a coffee today.

Follow me here or at:

Facebook Page for daily "Today's Essential Thoughts" https://www.facebook.com/alferreiracoach 

 

Leaders Interview Questions Part Two (Good Leaders Ask Great Questions Series)

 

 Good Leaders Ask Great Questions

Inspired by E.J. Lugo

These questions can help camp directors and supervisors assess potential staff and their level of engagement as they navigate your interview process.

The goal is select a staff team that will enhance the overall camp experience for both staff and campers. I have typically hired for enthusiasm and not skills. Skills can be taught. Enthusiasm to learn and embrace new things develops over time as individuals gain experience, build confidence in their ability to learn, and recognize the benefits of continuous growth in personal and professional life; this is often referred to as a "growth mindset."

BACKGROUND: I spent the last few months in research and consultation with human resource professionals as well as the most common questions that stem from Behavior Based questions. I have compiled a grouping of questions below that help determine specific behaviors that youth development professionals at camp deem necessary for successful camp leadership candidates.

Remember, all questions are like Ogres. Okay, if you don't get the reference, but here is the video link. Questions are layered and you can dig deep or go in a deep dive in a discussion.

John Maxwell says, "In job interviews, ask candidates how they have previously handled frustration, disappointment and challenging situations with co-workers. Listen for how they have been influenced by others or how the feedback of a previous supervisor has made a difference in their leadership style. The ability to accept and adapt based on such assessment is a critical skill for effective leaders.

Peel away at the layers of each answer with deeper questions.

QUESTIONS PART TWO

(These are not intended to be first questions or get to know you questions. These are to determine a behavior about what they have done in the past. Past performance being the best indicator for future behavior.)

Time Management: Can you describe a situation when you had to do a number of things at the same time>

Tell me about a time where you had difficulty completing all the things?

Knowing what you know now, what would you have done differently?

Evaluationg Alternatives: Can you describe a time where you had a number of alternatives to choose from to complete a task or manage priorites?

Tell me about how you assembled the information to decide?

Tell me about some major decisions you have made in the last 6 or 12 monhts?

Are one of those decisions diificult for you? (Describe it for me)

Interpersonal Skills: Can you describe a recent unpopular decision you mad and what the result was?

or

Tell me about a past situation whre you found yourself in a difficult or frustrating situation from an individual you worked with?

As you can see, these examples are about how folks have worked in the past. There may be times that your candidate has never had a job prior to this interview. I always ask for them to think about times where they worked with others perhaps on a team, at church, or on a school project. One can always extrapolate performance based on past experience; no matter how different it may be from the role that they are applying.

Tell me in the comments what topics you would like to hear these style questions? What has worked for you and what has not?

I hope you have enjoyed these questions and will consider coming back for the next set in the series on interview questions.

Be the Expert! Additional Items To Research

1. Forbes - "Top 10 Best Interview Questions to Ask" (www.forbes.com)
2. Harvard Business Review - "Recruiting Lessons for the Long Game" (hbr.org)
3. Inc. Magazine - "8 Interview Questions You Need to Ask to Hire the Best" (www.inc.com)
4. SHRM - "Behavioral Interviewing Strategies for Interviewers" (www.shrm.org)
5. LinkedIn Talent Solutions - "The Best Interview Questions to Assess Top Talent" (business.linkedin.com)
6. The Muse - "51 Great Questions to Ask" (www.themuse.com)
7. Fast Company - "15 Interview Questions to Ensure Successful New Hires" (www.fastcompany.com)
8. Glassdoor - "50 Most Common Interview Questions" (www.glassdoor.com)
9. Business Insider - "The 27 Best Interview Questions According to Recruiting Experts" (www.businessinsider.com)
10. Entrepreneur - "Successful Interview Questions" (www.entrepreneur.com)

Relevant Statistics

1. 67% of employers say retention rates would be higher if candidates had a clearer picture of what to expect (Glassdoor)
2. 75% of interviewers say that the questions the candidate asks matter as much as the questions they answer (Robert Half)
3. Companies that use structured interviews are 50% more likely to identify bright hires (Forbes)
4. 69% of hiring managers report being perplexed by unconventional interview responses (Harvard Business Review)
5. 87% of companies say that improving retention is a critical strategy (LinkedIn)

Relevant Articles

1. Harvard Business Review - "The Value of Structured Interviews" (hbr.org)
2. Forbes - "Why Personality Matters In Interviews" (www.forbes.com)
3. Business Insider - "Innovative Interview Techniques" (www.businessinsider.com)
4. SHRM - "Engaging Interview Techniques Beyond Questions" (www.shrm.org)
5. Inc. - "Transformational Interviewing Strategies" (www.inc.com)

You can sign up for a daily dose of John Maxwell at: Minute With Maxwell

I am on www.buymeacoffee.com If you like the BLOG, please consider buying me a coffee today.

Follow me here or at:

Facebook Page for daily "Today's Essential Thoughts" https://www.facebook.com/alferreiracoach