LEADERSHIP COMPETENCY INTERVIEW QUESTIONS TEMPLATE

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1 QUESTIONS TEMPLATE MISSION ADVANCEMENT COMPETENCY: VALUES 1.What does it mean to be socially responsible? In what ways do you express your personal social responsibility? 2.Describe a situation in which you had to defend a belief or an unpopular decision you had made. 3.Sometimes we are pressured to compromise our personal values. Describe a situation in which that happened to you. 4.Integrity and trust sometimes involve admitting shortcomings and mistakes. Share a situation in which you did this. 5.Tell me about one or two instances in which you represented the Y s core values of caring, honesty, respect, and responsibility to individuals or organizations in the business community. 6.Describe a situation in which you demonstrated uncompromising ethical behavior after full consideration of an action. 7.Describe a time when you were responsible for eliminating jobs or letting someone go. FACT-FINDING Can you describe the situation in more detail? What did you do? How did you feel? How did you respond emotionally? How did you deal with the situation? What was the outcome? Would you change something if you had to do it again? Role-play actual conversations. Represents values when dealing with individuals and organizations in the community Focuses on others as opposed to exhibiting selfcenteredness Demonstrates empathy, integrity, and honesty Commits to a cause he or she believes in Does what is right even when challenged and despite personal discomfort Intentionally models and publicizes ethical behavior to set appropriate standards for the organization Engenders trust in others through direct and truthful interactions 3

2 MISSION ADVANCEMENT (CONTINUED) COMPETENCY: COMMUNITY 8.Describe a time when you made meeting and exceeding member (or customer) requirements a driving force behind your activities and decisions. Who were the customers? How did you determine what they needed or wanted? 9.Describe a time when you asked for feedback and were able to apply it to improve something. 10.Share a time when you gathered information to measure stakeholder satisfaction. Who were the stakeholders? 11.Describe specific methods you ve used to build relationships and gain the trust and respect of key stakeholders. 12.Tell me about a job or situation in which the environment helped you perform well. What did you like about that environment? 13.Describe an environment you felt had a negative impact on your performance. What did you dislike? What did you learn about yourself? 14.Tell me about a time when you deliberately cut through a bureaucratic roadblock or red tape to enable a member of your staff or team to provide exceptional service to a customer. What was the result? What role did you play? To what extent did you involve others? Assures member (or customer) feels valued by responding to requests, concerns, and complaints with appropriate, timely action Seeks feedback to make improvements Identifies and acts to fulfill customer needs How did you gather the information? What were the outcomes? What changes did you make as a result? Improves programs and services based on feedback Ensures a high level of service Creates systems to capture and analyze customer data Leads by example Inspires others to demonstrate passion for customers (members and community) Eliminates bureaucratic barriers so staff can provide exceptional service 4

3 MISSION ADVANCEMENT (CONTINUED) COMPETENCY: VOLUNTEERISM 15.Let s review one or two examples of your volunteer work. What did you do? Why did you get involved? What did you discover about yourself? 16.The Y is built upon a foundation of volunteerism. What do you believe to be the benefits of engaging volunteers at the Y? Why are volunteers important? 17.Describe an experience in which you chose to volunteer or worked directly with volunteers. 18.Describe what you believe to be the value of volunteers in helping an organization or community. What did you like or dislike about the experience? What was the environment like? What was your contribution? Why do you think it was important? Recognizes value of volunteers Provides volunteers with support Builds effective working relationships with volunteers 19.Describe the type of support you received from the organization when volunteering. 20.Describe your past efforts to engage volunteers to work on a specific effort or project. How did you recruit volunteers? Was the effort successful? If not, how did you change your approach? (Get two different examples.) 21.Give an example or two showing how you structured board membership to make use of diverse talents and expertise to meet your organization s needs. 22.Can you tell me about a time when you analyzed needs and then used volunteers effectively to reach your organization's or department s goals? Describe the project, size of team, and any changes you made to the team. Who were team leaders? How did you pick them? What training was provided? Respects volunteers Demonstrates ability to spot talent Structures board membership to create a strong mix of talents and expertise Analyzes needs and identifies where volunteers will be most effective 5

4 MISSION ADVANCEMENT (CONTINUED) COMPETENCY: PHILANTHROPY 23.Tell me about a time when you participated in fundraising for an organization or cause. 24.Describe a time when you participated in supporting a cause or project that you believed in. How did you tell others about it? What was your role? What did you find most challenging? What did you like? What was the outcome? Works alone or with others to develop philanthropic resources Tells a story in a way that influences others to donate time and money 25.Think of a project that demonstrates your most productive approach to raising funds or obtaining other resources. Describe your role. Why was your approach successful? 26.Describe a situation in which you were unable to get the funds or resources needed for a project. Why did this initiative fail compared to the successful one you just described? 27.How have you motivated others to engage in fundraising activities? 28.How have you developed relationships with donors and key community resources in support of a philanthropic culture? 29.Tell me about a time when you maintained accountability to ensure that donations were used as donors intended. 30.How have you shown leadership in fostering a culture of philanthropy? 31.Describe your most successful fundraising effort. Describe the process you followed. 32.Explain how you articulated the cause, identified donors, closed on donation agreements, and asked for non-monetary resources. What did you learn about yourself in the process? 33.Describe the dialogue you used to close donors. 34.Which donor was the most challenging? How did you discover and work with this donor? Describe the situation and the approach you took. Describe the successes and challenges. How much money was raised? Which resources did you obtain? Describe your role in relation to those of other team members. Did you teach others how to obtain the money or other resources? How did you do that? Describe two situations in which you asked for money donations or donations of other resources. How did you identify the individuals to ask? Describe your conversations and the situations where you met. Persuades others in productive ways Motivates others Demonstrates personal ability to raise funds Teaches others how to request and obtain resources Uses systems and processes to achieve resource goals Describe your role. What were the major effects of the fundraising effort on the lives of members or customers or the public? What is the largest amount you have raised? What money management standards did you implement? What was the root cause of the donor s resistance? How did you discover it? Did you turn the attitude of the difficult donor around? How long did it take? Did you consult outside resources to help you with the difficult donor? 6

5 COLLABORATION COMPETENCY: INCLUSION 35.What does being inclusive mean to you? Describe a situation when you were intentional about being inclusive. 36.Tell me about a time when you demonstrated respect and appreciation for cultural diversity. 37.Share a time when you found it difficult to demonstrate an honest respect and appreciation for cultural diversity. 38.Describe your role in a particularly lively discussion with a team made up of people with diverse ideas and opinions. 39.Describe some ways you ve educated yourself about bias, prejudice, and cultural diversity. How has that skill or knowledge affected you or your work? 40.Describe a previous position in which you created and supported a diverse environment. What actions did you take? 41.Describe how you have incorporated inclusion into your hiring plans to ensure that your staff and volunteers reflect the community. How did you feel? What did you do? Describe your contribution. Why did you do what you did? Whom did you influence? What was the outcome? Role-play some conversations and outcomes. Describe obstacles and how you overcame them. Demonstrates capability for outreach Encourages everyone to be a full partner in the workplace Displays ease and comfort with people of different backgrounds Seeks out and includes others in order to gather their points of view Is proactive in ensuring that staff and volunteers reflect the community 42.Some of the best solutions are created when diversity of thought is present in the planning and development stages. Share a time that showcases your ability to create and support such an environment. 7

6 COLLABORATION (CONTINUED) COMPETENCY: RELATIONSHIPS 43.Have you undertaken the effort to promote cooperation among members of a team, even when members and others were negative or uncooperative? What did you do? What were the results? 44.Describe a significant team project, on the job or as a volunteer, that you have led or participated in. Who was on the team? What were team members roles? What did you accomplish together? What was your biggest contribution? 45.Give one or two examples of instances in which you helped someone achieve his or her goals. Describe what you did to help. 46.Describe a time when you had to relate well to a variety of people, both inside and outside your organization and at different levels of authority. What approaches did you use? To what extent did you vary your approach based on the person? 47.Tell me about a time when you demonstrated your ability to collaborate with others by alternating between leading and following. 48.Tell me about a key management or other leadership accomplishment. Choose an experience that demonstrates the breadth of your leadership capabilities, including your ability to lead a team and foster its growth. 49.Describe a second management accomplishment, one that took place in a different environment or time frame. Role-play conversations. What were the biggest obstacles? How did you overcome them? What were the results? Were the goals met? If not, why? What was your role on the team? Why were you selected for that role? How did you change during the experience? What did you learn? What recognition did you receive? What are some things you like and dislike about working with a team? Develops and maintains mutually beneficial relationships at all levels of the organization Puts the good of the organization ahead of personal interests Shows natural outreach abilities Exhibits persuasive ability (motivates and inspires others) Communicates effectively in an engaging style Demonstrates effectiveness in team building Builds relationships to bring about positive community impact Shows understanding of group dynamics 50.Provide an example or two to demonstrate how you have built positive community relationships. 8

7 COLLABORATION (CONTINUED) COMPETENCY: INFLUENCE 51.Share a situation in which where you were able to convince a boss or teacher to change his or her mind about something. How did you convince that person? What kinds of conversations did you have? How long did it take? 52.Talk about a time when you used your skills to persuade others to commit to your idea or course of action. 53.Describe one or two instances in which you worked with someone whose ideas or style were not aligned with your own. What was your approach for dealing with this conflict? 54.Tell me about a time when you needed to shift or stretch your supervision style to achieve results. Were there underlying issues? How would you describe them? Role-play actual conversations. How did you respond emotionally? What would you do differently? Demonstrates listening skills Poses thoughtful questions Shows openness to others ideas Shows respect, maturity, calmness, and reason Demonstrates social and political savvy Builds credibility Possesses presence and authority 55.Tell me about a time when your leadership inspired others to follow you to reach a goal. 56.Would you give me some examples of how you have moved adeptly in different and complex political and social circles? 57.Tell me how you have created and communicated a common vision in your organization (or department). 9

8 COLLABORATION (CONTINUED) COMPETENCY: COMMUNICATION 58.Listening involves hearing the speaker and understanding his or her point of view. Describe how you do this. 59.Tell me about a time when you chose an ineffective communication method and what you learned from the experience. 60.Give me an example of a report, , article, or document you wrote that was clear and concise and expressed your thoughts in a logical fashion. 61.Have you written a report, , article, or document that was not clear, concise, and effective? Why didn t it work? 62.Describe a difficult conversation you ve had in a work capacity (e.g., underperformance, inappropriate behavior, or accountability). 63.Tell about a time when you used a story, analogy, example, humor, or similar technique to get your point across. Role-play communication situations, using similar conversations. What were the results? Did you encounter any surprises? What did you learn? Listens actively Chooses the communication style that ensures the message is heard Chooses appropriate messages for communicating with people of varied cultures Demonstrates directness, empathy, and concern; seeks to understand Holds self and others accountable Seeks out and implements positive approaches 64.Describe a situation when you had to accommodate diverse communication styles or communicate with people whose styles are different from your own, for example, styles influenced by culture, language, or local or regional custom. 65.Have you changed your communication style over time? 66.How have you ensured that effective communication standards are practiced throughout your organization or department? What kinds of training have you offered? 67.Provide an example of an instance where you successfully used the media to the organization s advantage. 10

9 COLLABORATION (CONTINUED) COMPETENCY: DEVELOPING OTHERS 68.Tell me about a time when you recognized a colleague s lack of knowledge or skill and took the initiative to help him or her. 69.Describe an instance or two in which you were proactive in sharing new learning, ideas, or other information with your colleagues. What did you do? What was the outcome? What challenges did you encounter? Shares new learning and awareness with colleagues Takes the initiative to offer development assistance when needed 70.Describe the largest or most challenging team you ve managed. Include names and roles of the team members. Describe two or three instances that demonstrate your process for improving the team s performance and engagement over time. 71.Describe conversations you have had with two different employees regarding their development and growth on the job. 72.Give me an example that shows how you provided learning tasks and assignments that were directly linked to a person s developmental needs. How did you identify the needs? How did you select the tasks? 73.Have you encouraged and supported a direct report s professional development? Did you help the person to identify career goals and then guide and support development? What actions did you take? What was the result? 74.Tell me what you ve done to make your managers and supervisors accountable for staff development. 75.What has been your role in developing supervisors coaching skills? Provide a specific example. 76.Describe an instance where you jumped in to help your staff meet a high-priority assignment by obtaining the necessary resources (time, budget, etc.). What sizes of teams have you worked with? Who was hired, dismissed, or promoted during the team effort? Describe your professional development plans. Describe someone you hired who excelled in performance and another person you hired who was less successful. What processes have you used for accountability? What were your biggest successes and challenges? Delegates responsibility in an insightful way Has insight into people and the ability to spot talent Holds managers accountable for staff development Takes an active role in developing supervisors coaching skills Creates and implements actionable development plans Demonstrates genuine concern for others Fosters team members suitability for promotion Provides staff members with the time, tools, and resources necessary to achieve their goals LEVEL: ORGANIZATIONAL LEADER 77.How would you ensure that training and development opportunities reach all staff levels? Can you provide examples of how you created or supported an organization-wide staff development program? 11

10 OPERATIONAL EFFECTIVENESS COMPETENCY: DECISION MAKING 78.In the recent past, have you had to make a complex decision or solve a thorny problem? Describe in detail the process you used to make the decision or solve the problem. 79.Tell me about a time when you were able to transfer and apply something you had learned in an earlier situation. 80.Describe a situation in which you had to handle multiple tasks or assignments at the same time. LEVEL: ORGANIZATIONAL LEADER 81.Describe a strategic planning process you led or a change in strategy and direction you championed and implemented. 82.What was your process for engaging the team in the change? How did you establish priorities and goals? 83.Describe your implementation plan and how you aligned it with the organization and brought the organization from its prior state to the new vision. Explore two such directional changes. 84.Tell me about an instance that illustrates your ability to grasp the big picture and smaller, more complex issues at the same time. 85.Have you ever anticipated an obstacle would stand in the way of a goal or assignment and then created a plan to take the obstacle into account? If so, describe the situation and explain what you did. What sources of information did you use to learn about the decision or problem? How did you use them? How much time did you have? What was the outcome? Demonstrates ability to make sound decisions Takes personal responsibility for decisions Transfers learning from one situation to another Describe the critical issues and the time frame in which you resolved them. Describe your role and talk about who helped in the effort. What were your strategies for engaging the team? How did you obtain buy-in? Describe the approval process for the innovation. What was the implementation process? What were the outcomes? Anticipates challenges and creates plans accordingly Sees the big picture Navigates complex issues with understanding and insight 12

11 OPERATIONAL EFFECTIVENESS (CONTINUED) COMPETENCY: INNOVATION 86.Describe one of your most creative or innovative ideas. How did it come about? Did you implement it? What were the results? Can you think of another example? 87.What about an example of a great idea you had that didn t work out as expected? 88.One of the challenges you will face in this position is. Can you think of some ways to address this? 89.Tell me about a time when you weren t satisfied with the status quo and pushed yourself or others to explore new solutions. LEADER 90.Describe a project where you have involved members or customers in the development of a program or activity. How did you involve them? How did you learn about the people the project would affect? How did you work with them? What inspired you to come up with this idea? What did you like most about the idea? Least? What process do you find effective for generating ideas? How did you experiment with the idea before implementing it? Embraces new ideas and approaches Demonstrates empathy Looks outside of self for inspiration Uses storytelling techniques effectively to describe a new idea or approach Conducts experiments and trials as part of the development process Has experience implementing processes 91.Describe how you have provided time and resources to allow new ideas, approaches, and activities to catch on, evolve, and thrive. Have you found ways to encourage and reward employees for taking risks and learning through failure? LEVEL: ORGANIZATIONAL LEADER 92.How have you fostered a culture that seeks, supports, and rewards appropriate risk-taking? Can you provide examples? 93.Have you invested resources time, people, and funding in initiating innovations? Would you provide an example? 13

12 OPERATIONAL EFFECTIVENESS (CONTINUED) COMPETENCY: PROJECT MANAGEMENT 94.Give me an example of how you have collected and applied data to establish priorities and set goals for a project you managed or contributed to. 95.Give me an example that illustrates how you plan and organize your work. 96.Describe a complex project you have personally led. Choose a project that challenged your management and planning capabilities. Describe another project you have led in a different environment. 97.How do you ensure that plans are properly executed? Describe the project. Describe your starting point and ending point. What was your planning and approval process? What tools did you use to track the project? What was the biggest obstacle, and how did you overcome it? Uses data to establish priorities Clarifies goals and expectations Plans and organizes work 98.Have you ever designed a management information system for monitoring progress? If so, describe the system. 99.Describe an instance that demonstrates how you have applied and allocated technology to support a management information system. 14

13 OPERATIONAL EFFECTIVENESS (CONTINUED) COMPETENCY: FINANCE 100.Give me an example that demonstrates you are responsible with financial resources. 101.Describe a time or two when you had to manage a budget. 102.Describe the biggest financial or budgetary challenge you ve faced. What were the circumstances, and how did you overcome the challenge? 103.One of the financial challenges at our YMCA is. How would you go about handling that challenge if we were to hire you? What would you do first? How would you prioritize tasks? Whom would you involve? What is the largest budget you have had to handle? What controls and safeguards did you implement to help manage the budget? Get into a give-and-take discussion with the candidate. Handles complex, financial decisions involving budgets that are applied selectively Demonstrates the capability to manage a budget of appropriate size Identifies and implements controls and safeguards for sound financial management Exhibits sound financial judgment and decision-making 104.Describe a time when you managed a budget that ensured resources were properly targeted to top priorities. 105.How do you hold staff accountable for creating and managing effective budgets? How do you ensure that your staff has the knowledge and skill to do so? 106.Have you instituted any of the following systems: sound accounting, investment, property management, financial control, or reporting policies and procedures? If so, describe what you did in developing and implementing the systems and related procedures. 107.Give me an example of having involved board and staff in the budget process to ensure their understanding of and commitment to allocations and restraints. 15

14 OPERATIONAL EFFECTIVENESS (CONTINUED) COMPETENCY: QUALITY RESULTS 108.Describe an idea or suggestion you made, either at work or in a volunteer position, to improve something. 109.Share an example of some of your highest-quality work. What motivated you to perform at that level? What did you like most about this work? Least? 110.Describe an example of delivering high-quality work when the work was not as rewarding. What was your role? What was your biggest contribution? What is your definition of quality? What criteria did you use to judge the quality of your work? Was your work recognized by others? By whom? How? Makes commitment to realizing expectations Takes pride in work Sets and maintains quality standards Shows willingness to do quality work, even when it is not exciting 111.Think of a time when you performed your work at the highest-quality level. Describe what you did and give your thoughts about why you were able to perform at that level. Can you provide a second example? 112.How often do you achieve your highest level of performance? What would cause you to deliver a project of lower quality? 113.Give me an example of how you have held staff accountable to standards that ensured high-quality, timely, cost-effective results. 114.Tell me how you determine objectives, set priorities, and delegate assignments to achieve the greatest efficiency for your organization, department, or team. 115.Give me an example of how you anticipated and met the needs of both internal and external stakeholders by providing a high-quality program or service. What were some of the biggest challenges you faced? Describe two situations in which you took the initiative to perform at the highest standard. How did you define success in those situations? What results did you achieve? What was your biggest contribution? What was the hardest or most enjoyable part? How often do you perform at this level? What recognition did you receive (if any)? Seeks and applies sources of motivation Demonstrates commitment to quality Determines objectives, sets priorities, and delegates work effectively Anticipates and meets the needs of internal and external stakeholders Holds staff accountable for quality results 16

15 PERSONAL GROWTH COMPETENCY: SELF DEVELOPMENT 116.What have you done over the last few years to improve your skills, knowledge, or leadership or management capabilities? Why did you focus on those areas? 117.What are you learning or working on now? 118.Describe a skill you learned recently. How and why did you attempt to learn it? How long did it take to learn? 119.Tell me about a time when you sought out an assignment that you knew would challenge your skills and abilities. LEVEL: MULTI-TEAM OR BRANCH LEADER, ORGANIZATIONAL LEADER 120.Describe a situation in which you created a culture that valued and reflected the importance of continuous learning. What were the easiest or hardest parts of the effort? Did you try something and fail at it? What were the biggest obstacles? How did you overcome them? How do you measure your success? Dedicates continuous effort to learning Demonstrates curiosity Reads for greater knowledge Learns on his or her own Takes advantage of multiple learning resources (classes, books, personal study, mentors, professional interest groups, formal education, etc.) 121.How have you gone about ensuring that sufficient resources are available and budgeted for learning opportunities for all? Can you provide an example? COMPETENCY: CHANGE CAPACITY 122.Tell me about an instance in which you were confronted with uncertainty and handled it successfully. 123.Tell me about a time when you found yourself needing to shift gears or try a new course of action because of an uncertain or unclear situation. 124.Describe a situation in which you used change as a growth opportunity rather than a problem to be resisted. LEADER, BRANCH LEADER 125.Describe two situations in which your success depended on your ability to change and adapt. Describe the process that you used to change. 126.Describe something you wanted to change but couldn t or didn t. Why? What was different in this situation? 127.We know that change can produce negative behavior. Describe a situation during a time of change when you planned ahead to overcome resistance to the changes. LEVEL: ORGANIZATION LEADER 128.Describe a successful change management effort you ve led that affected an entire organization. What were the biggest obstacles you encountered? What contributed to your uncertainty? How did others influence or help you? How long did it take to work through the uncertainty? What did you learn about yourself? What were the circumstances of the change? How did you identify the need to change? What was the hardest part of the change process? Who helped you during the change period? What was the impact or benefit of the change on you and others? Demonstrates self-awareness Embraces the importance and relevance of change for the good of the organization Understands the process of change Deals successfully with ambiguity Demonstrates a results-oriented approach Exhibits openness to change, rather than resistance 17

16 PERSONAL GROWTH (CONTINUED) COMPETENCY: EMOTIONAL MATURITY 129.Describe a situation in which you felt significant stress. It may have been due to deadlines or perhaps some negative feedback on your performance. How did you recognize the stress? What did you do to alleviate it? How did you cope with it? 130.Describe a time when you were under pressure but were able to function well and stay objective. 131.Tell me about a time when you admitted to making a mistake and learned from it. 132.Tell me about a time when you had to confront inappropriate behavior or poor performance. How did you handle it? What did you say to those involved? 133.Describe to me a time when you sought out feedback about your own performance. How did you feel when you received the feedback? Are you often in stressful situations? (Request multiple examples.) What was your emotional reaction to the stress? What s your process for handling stress in general? What was the toughest part of the stressful situation? What did you learn about yourself? Who helped you? Did you get advice? From whom? What would you do differently now? Do you have regrets or insights about your actions? Accepts responsibility for own behavior Maintains calm and objectivity under pressure Demonstrates ability to assess personal feelings, strengths, and limitations Exhibits self-awareness Admits personal mistakes and learns from them COMPETENCY: FUNCTIONAL EXPERTISE Interview questions aimed at determining a candidate s technical/functional expertise will vary based on the requirements of the job. Below are a few examples of questions you can ask to understand the candidate s knowledge and skills related to specific job functions: 134.Describe a time in which you fully applied your functional knowledge and skills and performed at your highest level. What was the situation? 135.Briefly describe one or two situations in which you shared your technical expertise with others. What prompted you to share? How did you share? 136.Describe a situation that required you to learn new knowledge and skills. What was it that you needed to learn and how new was it to you? How did you go about learning it? How much time did you commit to it? What was the result? Describe your performance. What did you learn? How did you apply what you learned? Demonstrates an active interest in enhancing current skills and learning new ones Applies advanced technical/functional knowledge to do job at a high level of accomplishment Consistently shares expertise with others, teaching skills and explaining concepts 18