“First, I communicate work expectations clearly to team members, being sure to highlight everything that’s been communicated to me from managers and executives. This reduces the chance of failure. Second, throughout a task or project, I monitor key performance indicators to see if the team is on schedule, within budget and producing quality work. I also ask that team members maintain constant communication with me throughout the project. This allows me to anticipate and identify problems before they arise and reduce any negative effects.”

“Disagreements can happen, especially when people have strong opinions over the way a task should be done. I would first ask the team members to take a step back. I would then lead a team discussion so that we can all understand each other’s point of view. If appropriate, I would negotiate a compromise that would put the team in the best position for success. If there is clearly a right way to handle the situation, I will explain why we’re choosing one solution over the other.”

“I do not employ a top-down leadership style because I believe a leader should act like a supportive coach. I give my team members space to unleash their talent while providing constructive feedback, regular performance reviews and training sessions. I aim to run an open, transparent and honest operation. My goal is to know employees well so I can help them grow and improve. This is how the team wins.”

“Given all the data we have today, it’s essential that team leaders analyze and extract insights from that data to increase effectiveness. My opinion is that the metrics a team focuses on should strongly link to a company’s strategic objectives. In a general sense, I always look at quantity, quality and time. For instance, to measure the quality of work, it’s important to look at the number of errors and customer satisfaction. Another thing I measure is employee morale and engagement because those can make or break a team.”

“As a team leader, I aim to build a superstar team, not just a team of superstars. I make sure applicants have the necessary hard skills but also look at important soft skills, such as written and oral communication, logical thinking, adaptability, attention to detail and reliability. In addition to questions to check experience and credentials, I would ask behavioral, competency and opinion questions during the interview, as well as a brain teaser or two.”

"I tend to lean towards a democratic leadership style when establishing a new team. After a few months, I become a bit more laissez-faire in my leadership style as my employees become more accomplished in their roles. I've found in my past experience that most employees do best when you get out of the way and give them the space they need to do their work independently. I'm always present, however, and implement regular check-ins, both formal and informal, to ensure my team has all the support and resources they need. Knowing a bit about your company culture, I think this approach will work well. The innovative and creativity driven culture fits well with my leadership style."

"I prioritize getting to know my team members personally, especially in the early stages. I make it a point to have one-on-one conversations with each person, where we discuss work-related goals and their interests and motivations. By showing genuine interest in their lives, I build trust and foster an environment where they feel comfortable sharing ideas and challenges. I also encourage team-building activities and open communication, strengthening relationships and creating an open flow of dialogue. In my experience, this approach leads to a more cohesive and engaged team, where members feel valued and empowered to contribute."

"One example that stands out is when I led a cross-functional team tasked with launching a new product. The project had tight deadlines, and there were initial challenges with coordination across departments. I helped streamline communication by setting up weekly check-ins and ensuring each team member had the resources to do their job effectively. I also took the time to mentor new team members, offering them guidance on prioritization and time management. In the end, we met our deadline and exceeded expectations, resulting in a successful product launch and increased sales."

"I conduct performance reviews every quarter, allowing regular check-ins and timely feedback. I begin each review by discussing the employee's performance assessment to gauge how they perceive their progress. From there, we discuss specific goals, challenges, and achievements. I make sure to highlight their strengths while also offering constructive feedback for improvement. I work with each team member to set clear, actionable goals for the next quarter, ensuring they feel supported and equipped for success. Regular feedback is key, so I also make it a point to provide informal check-ins between reviews."

"If a team member publicly disagreed with me, I would first acknowledge their perspective and ensure they feel heard. It's important to remain calm and respectful in these situations. I would invite them to have a follow-up discussion privately to understand their concerns better and work toward a resolution. In the meantime, I would address the disagreement by ensuring the team understands that differing opinions are welcome. Still, we should strive to resolve conflicts respectfully and professionally. My goal is always to maintain a positive and collaborative environment where team members feel comfortable expressing their views while respecting one another."