Question	Answer
How do you set performance objectives?	I set performance objectives using SMART. These objectives must be specific, measurable, achievable, relevant, and time-bound.
How do you plan your work activities?	I track all action items using an excel spreadsheet. I usually call this file "tracker" where I prioritize each activity and set the estimated date of completion. I also measure the completion percentage as the work progress.
How do you arrange tasks, people, and other resources to accomplish the work?	First, I have to determine the scope, time, cost, and resources I have for each work I have to start and accomplish. Then, I have to prioritize each one of them depending on the urgency of each task.
How would you describe your style of leadership?	My personality test shows that I am a "commander" type of leader. I am visionary and charismatic and share my vision with them, motivating and ensuring results. However, I am also working and striving to be a "servant leader". Being a servant leader makes people feel valued and is something that I want to nurture in me.
How do you measure performance goals are being achieved?	At the beginning of the year, I set goals and formulate a plan to achieve these goals. I check progress and determine which resources are needed to achieve my goals. The goals are specific, measurable, achievable, relevant, and time-bound. I am able to measure my performance because metrics are met at the end of the year.

Question	Answer
What can you do to motivate a team?	Support and relationship between team members and a leader are very important to keep the team motivated. This includes all the efforts and practice demonstrated by the supervisor to ensure that the team members will be successful in his or her role. The supervisor's efforts and practice include frequent check-ins, rewards, and recognition to show appreciation. Members of the team must feel that their work is valued and this will keep them motivated.
Are you able to collaborate with others and accept new ideas?	Yes, I lead an integrated product team whose members come from different functions like engineering, supply chain, contracts, planning, and operations. As a leader, I need to be open to new ideas to achieve success within the team.
How do you monitor the performance of the people that you lead?	At the beginning of the year, we set goals and formulate a plan to achieve these goals. We meet each quarter to check progress and determine which resources are needed to achieve each goal by end of the year. The goals must be specific, measurable, achievable, relevant, and time-bound.
Can you tell me about a time when you solved a problem for your employees/employer?	I am a Program Manager and lead teams to achieve the organization's goal and meet the customer's expectations. Many of our team members are with the company for many years and are used to completing their tasks with the old process. As a Program Manager, I implement process improvement that aims to increase the organization's productivity and ensure that we are compliant with regulations.
How do you measure your own performance at work?	At the beginning of the year, I set goals with my direct supervisor and formulate a plan to achieve these goals. We meet each quarter to check progress and determine which resources are needed to achieve each goal. The goals are specific, measurable, achievable, relevant, and time-bound. Based on previous years, I am able to measure my performance because metrics and estimated completion dates were set.
How do you resolve conflicts between team members?	First of all, conflict should not be ignored. Open communication is the key to resolving conflicts between members. I believe in an open-door policy and careful listening to all parties.
How do you recognize the achievement of others?	I recognize employee contributions from any team member across our organization through the START Awards program. This is a monetary recognition that includes a written report about the employee's contribution to the success of any given project. Employees' feedback for this type of recognition is positive and reflects increased employee morale as shown in quarterly pulse survey results.

• Analyze the interviewee's responses.
• Summarize what you learned from your interview.This summary is to be about what you learned about leadership styles and approaches from the interviewee; it is not about what you learned about interviewing or the interview process.
• Explain how you would apply what you learned into your own leadership responsibilities.
• Distinguish the differences between management and leadership.