Becca Chambers ✨���s Post

#5 - Behavioural questions . . ✅️ Describe a time when you had to deal with a difficult team member. ✅️ Describe a time when you failed. ✅️ Describe a time when you had to work under pressure. These kind of questions are called behavioral questions. While they may seem daunting at first, they are not. All you need to follow is the STAR approach. ➡️ S - Situation (set the storyline) ➡️ T - Task (Responsibilities) ➡️ A - Action (the solution) ➡️ R - Results (the impact/outcome) The STAR method works the best in these scenarios. Let's take an example : ✅️ Describe a time you showed leadership skills. "A good leader is someone who not only talks the talk but also walks the walk. The position of a leader comes with many responsibilities. During my college days, I had the chance of leading a team of 15 members for organising an event. The first thing, I had to do was making sure that everyone is clear about the responsibilities and accountability. As a leader, I never shied away from accepting different perspectives and I think that's what makes a project successful. Though some days were hectic because of the preparation and conflicting views of team members, but I made sure to talk to each one of them on a personal level and managed to resolve the conflicts by finding ways to meet our goal of pulling off a great event. I made sure that tasks are prioritized at all the times and due to collective efforts, our event was successful!" ➡️ Stay authentic ➡️ Sound confident ➡️ Don't sound robotic while narrating the story Hope this helps! Follow Simriti for more :D #students #interviews #jobs #tips

#Persuasion and #Influence - these skills are underdeveloped; I often feel like I need to prove something to others. This causes me to lose confidence... Many leaders come to me with this concern, as reflected in the title. Additionally, they face the following issues: 1. Not understanding how to assess employees' potential and motivators. 2. Fear of delegation (the mindset of "if you want something done right, do it yourself" is deeply ingrained). 3.Lack of understanding of the structure of conducting interviews. 4.Lack of understanding of techniques and rules for task setting (for many, this is a revelation!). 5.Not knowing how to manage their emotions and the emotions of others - it's important to learn to switch gears in time. 6.HR competency - not knowing how to develop the team. 7.Not understanding why employees don't complete tasks on time. 8.Lack of understanding of group management tools. 9.Not knowing how to develop the "persuasion and influence" competency (the mindset of "I need to prove something to others" is deeply ingrained, causing a loss of confidence). And many other misunderstandings that hinder growth and progress... This is just a small part of the problems I have solved as a practical coach while developing my coaching program for leaders. Like you, I have been seeking answers to these questions for 17 years. Today, you have the opportunity to shorten this journey by two-thirds. to consciously shape your career path instead of drifting aimlessly for many years... Maybe you have something to add! Don't hesitate! #HappyBusinessCoach

Own your failures. Embrace them. Talk about them. Why are some people so reluctant to talk about failure? When getting to know and understand leaders in interviews, it’s interesting to understand about situations in which they have failed, and what they learned from it. And yet still, despite the constant messaging that we give to young people, that failure is OK and a chance to learn, so many leaders feel uneasy talking candidly about times when they’ve failed or made an error in judgement. Asking about failure in an interview should not be a trick question, one intended to bring a candidate crashing to the ground. If you are being interviewed, explaining about a failure doesn’t have to be turned into a story about how it was ‘actually a success’. Spinning your failure into demonstrating that you are ‘a perfectionist’ is not necessary, and certainly doesn’t win extra credibility in interview (at least not with me). And if you can’t think of a time that you failed… well, then I would question whether you have ever taken any risks, listened to anyone else’s opinion, done anything innovative, or indeed whether you are human. Being able to openly explain your failures, own them and reflect on them, shows many positive traits, and certainly traits that we look for in authentic leaders. Can you do it? Can you look someone in the eye at interview and say, 'this is where I got it really wrong, this is why I got it wrong, and this is what I learned from it'? Let’s be honest, the most fascinating biographies are rarely about people who have had a faultless existence! #failure #learning #opportunity #leadership #interview #education #internationalschools Dr Helen Wright Matthew Savage Dr Sarah Howling Louise Penrice Cazzie Jude Mike Buchanan David Rowsell Sophie Hunter Samantha Baker BSME - British Schools in the Middle East COBIS - Council of British International Schools FOBISIA

Last year, Adam Baker recommended me a book that only now I got to read: "Range". Thank you, Adam! I believe most leaders should spend the time reading it, there are numerous interesting insights, backed-up by studies and interviews. My own takeaways: 1️⃣ Embrace the Power of Generalization. Whether you are hiring or designing the profile of your team, don't be swayed by the common belief that being a "jack of all trades" is a negative trait. Generalists' diverse backgrounds make them adaptable problem-solvers. 2️⃣ Delay Specialization. You might be guiding people in their career, or thinking about your own: Don't rush into specialization too soon! Sampling different fields and exploring diverse interests, especially during the early stages of your career, can provide a more rounded foundation. Also, it'll likely help you develop unconventional thinking. 3️⃣ Cultivate Range in Teams. We all know the value of building diverse teams; consider diversity from a skill-set perspective. The collective power of complementary profiles (rather than similar ones) will result in a more collaborative, innovative unit. #GrowthMindset

❗My favorite stage of the interview process: meeting the hiring manager. ✍ Sure , they are assessing whether I have the skills and expertise to add value to their team. But with my own set of questions, I'm equally assessing whether they are showing up and have what I'm looking for in a leader. If they don't check my boxes, it's a no-go from my end. 👀 Everyone should have their own list for what they look for in a leader and, if you don't, make one. There's no right or wrong answer - it's unique to each individual. As for me, here's what I'm looking for in a leader: - Approachability: they feel accessible and put others at ease when in conversation. - Human: they have a people-first mentality. - Visionary: they think big about the possibilities and rally teams around them, challenging everyone to create large impact. - Teacher / developer: they understand that everyone is looking to learn and develop, showing a situational leadership style based on the unique needs of the leader/direct report relationship. - Clear and respectful communicator: they are direct, tactful, and understand the relationship between intention and impact when communicating. - Transparency: they are open, honest, and someone I can trust. 👏 I've gotten to work with some incredible leaders over the years. In no particular order, here is my All Star Team: Gina Phillips (WeWork), Robin Cardoso (WeWork), and Brooke Rajcich (Amazon). They challenged me. They coached me. They helped me get just a little bit better every single day. They all had a huge impact on me professionally, personally, and in many cases both, and I'm proud to call each a resource and friend today! 🎉 So (once again), in the spirit of naming names, let's hear some shoutouts to the leaders who have made the biggest impact on you. Tag them in the comments below. #leadership #greatleaders #leader #jobsearch #bettertogether #coaching #mentorship #interviews #jobsearch

In 2019 a hiring manager asked me a direct question during an interview, and I was taken aback “Would you like to take over my job someday? I wasn’t sure if he was tricking me or not, but I answered it the best way I could. “My focus will be to excel in my role, and then you can mentor me for a higher role”, I answered “My job is to develop people for my role, then I can move on to do bigger things”, he added. Quite frankly, I thought this was just one of the many nice things that one usually hears in interviews. But I was wrong. When I joined, I realized that this man walked the talk. He created opportunities for people under him to grow. If it was for your development, he was in. He would introduce you to everyone who matters, and would take you to the important meetings. He challenged us to do more and better, and he would project your work to those who matter. Anytime I had a conversation with him, I walked away feeling like a valued member of the team. About three years after this interview, he was promoted from an HOD into a mine-level COO role. True to his words, one of his direct reports was promoted into his previous HOD role. Prior to this, two out of his four direct reports had moved on into higher roles in other companies. I’ve been around this industry for almost two decades, and one thing is true: people matter. You want to move up? Develop others. You want to shine? Take care of the people under your charge. copied from: Ing. Steve Adjei-Laryea #leadership #mentorship #development #coaching

I was asked in an interview what you will do to motivate or inspire your team to be their best? I answered in an unswerving way as follows: - Will listen to them, stay approachable and give them more responsibilities that inadvertently will attract more opportunities - Recognise them , their efforts in front of the larger team often - Will appreciate for every small or big win and tell them by making them realize how unique are they in their own perspective I was again asked to “ say something that will bring the result as intended” I continued with as below: - Will take their goals and will show how can the org. help them to achieve them - I will provide all the support and guidance that are required to perform at their peak - I Will share some of my own and other known seniors’ endeavours in the organization - I will reiterate some of the leaders journey to make them stay encouraged all the time It seemed the interviewer was still looking for even more and better ways. Finally I got done with the interview but that was stilling going on inside my mind what else I could have done. Delegating the fellow members is a vital portion of a leader or a coach.Making them get recognised, appreciated and learn from their own and others’ mistakes and also encouraging them to be their own to get the job done as unique as them goes a long way for you as a people’s person . #inspiration #empowering #empowerment

Are you interviewing your new leaders and managers? 🤔   If not, now is your time to start.✅   I wanted to share some thoughts about an often overlooked aspect of job seeking - the crucial step of interviewing your potential new leaders and managers.   The right role, the right leader or both? 💭 We often talk about finding the right role - whether it aligns with our skillset, our career path or our vision. But while roles are important, we shouldn't overlook the things that get us fully activated in our jobs. What gets you energized and does it provide the platforms to unleash your full potential? 🚀   The answer often lies in types of leaders or managers who shape our experiences at work. Finding a manager whose style complements yours, who challenges your thinking and encourages your growth is just as important as the job description itself. 🔑   First, it's vital to understand yourself - what's your working style? What are your blind spots? What do you seek in your career? These insights help set the foundation for the type of leader who would best support your professional journey. 🪞   Next time you're in an interview, remember to interview your prospective leader too! Understand their style, how they coach and what platforms they create for their team. Its also a great idea to hear from people on the existing team or people who collaborate with them - other perspectives will help you understand things in more detail.👂   If you aren't sure where to start, here are three questions you might find useful: 1️⃣ How would you describe your management style and how do you adapt it to different members of the team? 2️⃣ How do you envision the growth and evolution of this role over the next year or two? 3️⃣ How do you foster the professional development of your team members?   Finding the right role is only half the work. Finding the right role with the right leader is what truly allows us to unlock our full potential. 🚀   It's a two-way process, so don't be shy to take control of your next career move!   #Leadership #JobSeekers #CareerGrowth #InterviewTips #ProfessionalDevelopment

Please consider sharing your career navigation experiences with my friend and experienced leadership coach, Roxana Radulescu, and get some valuable, powerful coaching in return!

Ack, Melani Luedtke-Taylor. Not the N-Word! True leaders inspire us to reach our potential by avoiding superlatives — with "never" hovering near the top. Never is an adverb of frequency. It's impossible for anyone to use it confidently because we cannot know the future. Never is a universal quantifier a leader avoids because it pushes us to think in inaccurate extremes. It negates everything we've already done and diminishes anything we might yet accomplish. Why would a leader want to make you feel invalidated and unappreciated? Or worse yet, force you to justify your behavior? Words are powerful. We must use them wisely. Leaders who use language laced with superlatives unveil their egocentric attitude. It's a toxic potion that poisons morale. It's been my experience that leadership is earned by people who choose empathy over judgment. It tempers their choice of words. They abandon the inequity of dismissive language because they know their success will come from building, not dismantling.