行为/能力面试

Good morning, Sarah. Thanks for coming in. To start, could you tell me about a time you had to work with a difficult team member to achieve a goal?

Good morning. Certainly. In my previous role as a project coordinator, I was managing a team developing a new client onboarding system. One team member, Mark, consistently missed deadlines and was often uncommunicative, which impacted the team's progress.

Interesting. How did you approach that situation? What specific steps did you take?

First, I scheduled a one-on-one meeting with Mark. I started by expressing my concern for his well-being, as his behavior was unusual. I then calmly explained the impact his delays had on the team and the project timeline. I listened to his perspective without interruption.

And what did you learn from his perspective? How did you move forward from there?

He revealed he was overwhelmed by a personal issue and felt he couldn't keep up. Instead of reprimanding him, I offered support. We collaboratively adjusted his workload, re-prioritized tasks, and established clearer check-in points. I also encouraged him to communicate any new challenges immediately.

That sounds like a constructive approach. What was the outcome of this intervention?

Mark's communication and performance significantly improved. He caught up on his tasks, and we successfully delivered the onboarding system on schedule. More importantly, our team dynamic became stronger, as everyone saw the benefit of open communication and mutual support.

Excellent. That really demonstrates strong leadership and problem-solving skills. Thank you for sharing such a detailed example.