When interviewing for manager positions, you might be asked to answer questions such as “why do you want to be a manager.” While responding, if you can come up with a response that makes you seem qualified for the position, it will make interviewing much easier.
Answer (1 of 8): I always had people, especially my kids, tell me I would make a good manager. I hadn’t really considered it, especailly since I am in a foreign country and couldn’t imagine being able to navigate the cultural differences in the work sphere. But my career just kept evolving, and ...
Related: Leadership Skills: Definitions and Examples Why employers ask "Why do you want to be a supervisor?" When interviewing for a leadership position, your interviewer will probably ask you a series of questions designed to evaluate your motivations for wanting to manage people, including some variation of, "Why do you want to be a supervisor/manager?"
If you are planning to apply for a managerial jobs then you need to be prepared on answering questions regarding your motivation for being a manager. It is one question that you cannot run away from. It is surely going to be darted at you and you will have to not only answer but prove it to the interviewer that you ‘know the job’ and possess the required prerequisites.
Here are some of the most important skills and qualities hiring managers look for in managerial candidates: Respect for the team. Trustworthiness. Authenticity.
Hiring managers want to see confident, well-prepared leaders in managerial roles, and the answer to this question should reflect that. Your answer should demonstrate your leadership skills, provide clear examples of previous on-the-job leadership and offer a clear value to the hiring company.
In this management style, managers provide clear directives to employees, but they consult the team before making big decisions. Consultative managers seek some feedback from their employees. While employees have some power, ultimately, the manager still makes important decisions on their own.
Persuasive leaders make big decisions for the whole team, but take the time to sell the new process, procedure or idea to their employees. They want the team to feel included in the process and understand why they have made the decision. Still, managers maintain nearly absolute power in this style of management, with employees able to share ideas, but not take part in the actual decision.
Managers must show strength, determination and support for their staff. If you're considering applying for a management position, see if you agree with these statements:
Chaotic. Chaotic management involves the manager turning all responsibility over to the team. Employees have full control over their processes, procedures and decisions. This method can work well for a team of seasoned professionals who are very familiar with the expectations, goals and responsibilities of the job.
Laissez-faire. In laissez-faire style management, the manager acts as a mentor to their employees. The manager is available for guidance and advice when needed, but generally, they focus on high-level initiatives and expect their employees to handle their own day-to-day tasks and decisions.
There is no room to grow under a mistrustful manager. She will carefully limit the information she shares with you. On the other hand, she will be furious if she has the feeling that you are withholding something from her, or that you are talking to her boss without informing her first. No matter how “correctly” you behave, there will never be real trust between you. There will only be less mistrust, or emulated trust, if things go well for a long time. However, one “blunder” on your part, and you’re back to doubt and control.
Moreover, having an eye for talent is not only crucial when it comes to hiring. When you have a tech lead position to fill, or when you need somebody to mentor a newcomer, picking the right people for the job is equally important as hiring new employees.
Can you muster some understanding for someone else even if you do not agree with them? Can you remind yourself of how they must be feeling to act in such an annoying way? Empathy is a talent that is very valuable for managers, because it lets them view a problem from different people’s standpoints. Apply this understanding in a discussion, and it might already be enough to defuse a conflict. Intelligent people do not always have to have it their way, but they need to feel that they have been truly heard. If you are curious about people and about what drives them, then you are in a very good starting position to manage conflicts and disagreements.
However, your employee did not want to complain, or cause you any trouble, because they know that this would mean a lot of work for you, or that it might be impossible to fix. It’s your job to get them to talk.
Again, I am not suggesting that you have to be able to do all this right now, when you have not yet started management. You will grow with the task at hand, and you can grow and improve a lot through books, mentoring, and practice. However, if you read through the previous paragraph, and you start breathing heavily, your hands get sweaty, and you want to run away screaming, this is a rather bad sign.
Switching to management is not a promotion, it is a career change. Therefore, this decision should not be made lightly. Since it is pretty different from engineering, many engineers are unsure what to expect, if they would enjoy it, or if they would be any good at it.
Julie Zhuo, design manager at Facebook, has a very good quote on the people aspect of management:
A key part of managing your team is to ensure that they understand how their jobs and actions directly align with business goals. Knowing how and why what they do matters to the company as a whole helps to create a sense of shared responsibility, and can improve employee engagement in significant ways.
A motivated team is an engaged and productive team. By learning how you can keep your team motivated, you can directly impact your progress towards key goals and initiatives. 7. Manage up. It’s understandable to think that management is all about managing down the organizational chart.
Managing expectations: Managers must manage the expectations of direct reports (what work is to be done) and the c-suite (what realistic outcomes are possible for a particular initiative).
Managing processes: Managers are broadly responsible for conceptualizing and implementing the processes and workflows that must take place for the organization to meet its goals.
4. Embrace leadership principles. Although the terms “leadership” and “management” are often used interchangeably, they have very different meanings. The truth is that not all managers are leaders. Developing your leadership skills can help you inspire others to follow your lead. 5. Stay flexible.
As such, managers are responsible for understanding leadership’s strategic initiatives and goals and using that understanding to direct the actions and work of individual employees in a way that aligns with those goals.
Real, hands-on experience in the workplace is a critical piece of becoming an effective manager, as on-the-job training and time spent in a managerial position will allow you to slowly earn the experience you will need to be a successful manager.
Team building managers are managers that get results. By becoming a team building manager, you can increase your team’s productivity, improve profits and get yourself recognised as a manager that can manage teams and get results.
Myself and Stephen Mather, a leading UK management consultant and managing director of the revolutionary ProPeC system of business improvement, have collaborated to bring you this course on being a data driven manager from the “Be A Better Manager” series of training courses.
A Manager's Job. A manager's job is hard, especially if your team are working against you and showing you in a bad light. But if you can learn to become a team building manager and learn how to create and manage teams that work together under a unified vision, then you can climb the path to a successful career in management in rapid time.
Yes. While individual goals are given priority including my own goals, never gave a thought in the past on Team Goals and the need for buy in from team. This is really a new learning about collaborative approach, rather cohesive approach!
The mission of Big Think is to help people get faster and smarter to help them achieve success in the 21st-century knowledge economy.
While management is driven by goals and vision, managing is about people. Effective managers understand themselves and their team members. This understanding facilitates communication, motivation, and successful collaboration.
Big Think. Big Think is one of the largest short-form video providers of soft skills knowledge. Big Think is a thought-leadership platform that creates and curates the world's leading experts' insights and distills them into bite-sized knowledge for quick, easy, and actionable learning.
Here are some of the most important skills and qualities hiring managers look for in managerial candidates: Respect for the team. Trustworthiness. Authenticity.
Hiring managers want to see confident, well-prepared leaders in managerial roles, and the answer to this question should reflect that. Your answer should demonstrate your leadership skills, provide clear examples of previous on-the-job leadership and offer a clear value to the hiring company.
In this management style, managers provide clear directives to employees, but they consult the team before making big decisions. Consultative managers seek some feedback from their employees. While employees have some power, ultimately, the manager still makes important decisions on their own.
Persuasive leaders make big decisions for the whole team, but take the time to sell the new process, procedure or idea to their employees. They want the team to feel included in the process and understand why they have made the decision. Still, managers maintain nearly absolute power in this style of management, with employees able to share ideas, but not take part in the actual decision.
Managers must show strength, determination and support for their staff. If you're considering applying for a management position, see if you agree with these statements:
Chaotic. Chaotic management involves the manager turning all responsibility over to the team. Employees have full control over their processes, procedures and decisions. This method can work well for a team of seasoned professionals who are very familiar with the expectations, goals and responsibilities of the job.
Laissez-faire. In laissez-faire style management, the manager acts as a mentor to their employees. The manager is available for guidance and advice when needed, but generally, they focus on high-level initiatives and expect their employees to handle their own day-to-day tasks and decisions.