The “Leadership Style” question is one that seems to trap a lot of people. It usually appears during interviews for leadership or managerial roles, but it is starting to crop up in lower level positions too. It’s a bit tricky because it is very easy to give a lame, flowery answer that doesn’t say anything, but will sound nice. Unfortunately, giving a bland answer to this question can really hurt you – if the employer doesn’t feel the answer is genuine it can raise alarm bells. Leadership positions tend to have a lot of impact on the bottom line of the business. The stakes are high, and it is very important to hire the right person!
The other confusing thing about this question is that the “correct” answer will depend heavily on the makeup of the team you will be supervising. If the company has a team in place that has a number of very independent minded, but high performing key members, a leadership style that is heavy on feedback and outreach will feel like micro-management. Likewise, a hands off approach with a low performing or untrained team could cost the company a lot of money.
Why do they ask this question?
I have found that there is really only one reason an employer would ask this question during an interview: The employer has a leadership style in mind that they would like to see executed with this particular team. But your future boss might not be the one to ask this question – Sometimes you will find it isn’t your future boss that asks you this question – it’s the future subordinates!
If you have read the rest of my blog, you will know – I have found time and time again that a genuine reflection on your own strengths and weaknesses is the most persuasive way to interview well. But it can be tricky to put your own personal leadership style into words without retreating to generalities. The worst thing can you do is to try to give the interviewer the answer they want to hear.
That said, I have heard some great answers over the years. I would suggest that if you are worried about this question you read these for inspiration, rather than cribbing them for your interview – having an answer unique to yourself comes across as more authentic, and is a good thing to reflect on before starting a new job.
The “My Best Boss” Method
If you don’t know what your leadership style is, or if you are new to managerial roles, this is a good approach.Simply describe the best boss you’ve had, and then talk about what aspects of their leadership you would like to emulate. An example is below, using made up names:
I base a lot of my leadership style off one of my former bosses. Back when I was in the Army, I had a Corporal that I really admired. He had a way explaining why he was asking us to do something that made us feel like the direction he gave was for a purpose. This made us trust him enough that when he wasn’t able to explain what the reason was, we felt like he had a good reason and just wasn’t able to explain it to us. The result was that we didn’t feel like we were being bossed around.
The “Director of a Play” Method
This approach is pretty simple – you simply describe your approach as though you were a stage director. This approach tends to be popular if you are to be leading a team of free-thinkers (or if you are to lead a team of people that think they are free thinkers!). Be careful though – a poor delivery can make you seem too hands-off.
I think of my leadership style like I am the director of a play, and my team members are the actors. I can’t memorize everyone’s lines for them, but I can direct them, and give feedback so that they are able to stand out. I am not there to overshadow them, or take credit for their accomplishments. I try to remove distractions and allow them to practice their craft. I am simply there to put on the best play that I can – if my play produces a Star then all the better!
The “Clear Expectations” Method
This approach tends to come off very well when the employer needs a “driver”. Be careful though, because poor delivery with this method can make you seem like a miserable person to work for.
When I am given management of a team or of a project I have found that setting clear expectations makes everybody’s life easier. I make it understood to everyone what they need to be doing and how it needs to be done, and then I let the team execute their orders. I don’t micro-manage, but I do make sure everyone understands that they are being supervised. I don’t play favorites, and everyone follows the same rules.