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As senior leaders, stepping into a new role involves more than assessing the job description—it’s also about understanding who we’ll report to. Here are four critical questions I always ask in interviews, enriched with personal anecdotes to underline their importance.
1. How is conflict handled or encouraged?
Good leaders embrace conflict, recognizing it as a catalyst for growth, while less effective leaders may avoid it, missing opportunities for improvement. By understanding how your potential new boss views and engages with conflict, you can gain valuable insights into the broader conflict culture within the company. For instance, I worked under a leader who fostered an environment where conflict was seen as a constructive element, essential for uncovering and addressing underlying issues. This approach not only helped us resolve problems more effectively but also encouraged a culture of open communication and continuous improvement.
2. Domain ownership and boundaries
Understanding how boundaries are defined and respected within a team is crucial for preventing conflicts and ensuring effective collaboration. In my experience, clear domain ownership fosters autonomy and enhances teamwork. For example, we once implemented a clear delineation of responsibilities that minimized misunderstandings and maximized efficiency. However, there have been times when stepping out of one’s domain to assist with urgent projects was necessary. These instances can be seen as encroaching on another’s ownership, sometimes leading to pushback. By asking your next potential boss about the culture surrounding domain boundaries, you can learn about the organization’s collaboration models and how team members engage with each other.
3. Correcting someone’s compensation
Addressing compensation issues is a critical reflection of a company’s ethics and commitment to fairness. At Polyvore, we were able to promptly adjust compensation disparities due to our transparent policies and open communication lines. This not only resolved financial discrepancies but also reinforced trust within the team. By inquiring about the process for handling compensation discrepancies during your interview, you can gauge a company’s dedication to equity and how they handle sensitive issues.
4. Expressions of gratitude
A leader’s capacity to show gratitude can profoundly impact team morale and loyalty. I remember a project where the team excelled during a challenging time. After the project’s completion, our leader personally thanked each member, detailing their contributions to our success. This gesture boosted morale and fostered a strong sense of loyalty and accomplishment. Asking a potential boss about their last act of gratitude can offer deep insights into their leadership style and their values in recognizing team efforts.
These questions have shaped my understanding of potential bosses and their leadership styles, and I believe they can offer you similar insights.