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Grading Advice No. 15: People Management

This is part of a series on how to be a good mock partner and ask the right questions. It is also great for thinking like a hiring manager to better prepare for your pending interviews.

To see the rest of the articles in the series, find the list here.

There are typically 5 things interviewers look for when focusing on people managers.

  • People Management

  • People Development

  • Building Teams

  • Empowering Teams

  • Organizational Health

Let’s Dive In

More specifically, you want to look for these specific signals:

  • People Management

    • Tracking team performance

    • Adjusts managerial approach to individual needs

    • Identify corrective actions (think: how to handle PIP & firing)

  • People Development

    • Prepare people to take on more scope

  • Team Building

    • Recruiting effectiveness at all levels

  • Team Empowerment

    • Allocate authority and responsibilities

    • Makes decisions based on individual strengths and interests

    • Ensures team is properly resourced

  • Organizational Health

    • Uses data to understand people issues and takes action

      • think: member of team creating discord with partners

How to Grade

How well can you answer these questions about the candidate given their answers?

People & Team Management & Empowerment

  • Can they build a high-performing team/organization?

  • Can they manage through their teams? (Think: Not micromanaging.)

  • Do they champion diversity?

  • Do they grant team members appropriate autonomy in decision-making/activity? (Again, Think: Not micromanaging.)

  • How do they ensure the organization is healthy? (Think: data-driven decisions)

  • Can they diagnose, troubleshoot, make recommendations, and take the initiative to solve complex issues?

  • Are they proactive or reactive?

Overall

  • Do they display experience with sufficient scope for their level?

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