In the interviews that I have been in, the interviewer wants to see some tangible evidence as to your past successes. Going into an interview and stating that you saved $4 million through lean leadership is not as effective as bringing in a six sigma report that you and your team did. Another important question I ask interviewees is how they develop their teams/workforce. Having a good method or program for team development and historical evidence of personnel improvement is important. I believe it was Ralph Nader that said it best when he said that the premise of a leader is to create more leaders. Lastly, don't go in as a beaming example of perfection because you know that you are going to be asked the question, "describe a failure or a disappointment that you have recently experienced and how did you handle it?" Have a good specific example and find a way to spin it into something useful such as a teaching or an area of improvement. Interviewers are looking for lessons learned and an understanding that not everything can be perfect.