interview tips - admin / support virtual interview

1. Do you remember what attracted you to the ad for this position?

I approach my job hunting strategy pretty much like I approach my work. I took some time to think about the skills I want to use on my next job, the industry I'd like to work for and the location I want. I did some research on companies that were advertising and knew this company had the qualities I am looking for in my career and future.

 

2. What are the key responsibilities for an administrative position?

One of the most important responsibilities in this type of work is to be flexible. In my years of experience, working with groups and individuals has taught me to go with the flow. In my last job, I worked for 15 engineers who all wanted their work done right away. I would talk to each of them, explain my situation, and ask where the work fit in the priority of urgency. Most of them were very understanding and reasonable, because they knew from past dealings that I would try to get their work done and meet deadlines. I have been able to support the people I've worked for by staying flexible with my schedule.

3. What was the most difficult assignment you have completed using your computer skills?

That would be a project that involved collecting data from several individuals. Each person had his or her idea of how the project should look, and I was the one that had to pull it together. There were graphics, charts and clip art involved. It took a lot of communication between all involved. I was the central point person and was responsible for pulling it together. I used a spreadsheet to track contributions and deadlines. The project turned out great, and I was treated to an appreciation dinner for my hard work.

This is the best answer. This answer addresses the question, the most difficult assignment. The answer also reveals a number of other skills and traits: communication skills, coordination ability, ability to work with a team and creativity. When you tell a specific story, you highlight your qualities at the same time.

4. Do you have any questions? (This is usually asked by the interviewer at the end of the interview.)

Yes, I do. If I were to ask one of your employees, "What is the best thing about working here?" what would he or she say? Why is this position open? Is there a job description I could see?

 

5. When have you been the most satisfied with your job?

My biggest satisfaction is when I experience growth in a job. When I first started in administration, I had a lot to learn, but through hard work, advice from some good mentors and continuing education, I have come a long way. I have learned to be flexible when possible and to deal with difficult people in a positive manner. I am continuously learning new things either through training or experience.

This is the best answer. It indicates a desire to continue to grow and develop. Learning how to handle people and difficult situations, is experience that cannot be learned from a textbook. Listening to others, working hard and taking advantage of opportunities are desirable qualities in an employee.

 

6. How do you use your time when your boss is out of town?

Whether my boss is in town or not, I always keep busy, but when my boss is gone, my routine changes and I'm able to do proactive projects. For example, I took all the files, one section at a time, and put them on the computer. There were hundreds of files and it took a lot of hours, but it has really paid off. Now, when my boss is going out of town I can load files on a disk or his laptop, and he doesn't have to worry about the prospect of losing files. He was thrilled with my extra efforts.

This is the best answer. It shows a lot of initiative, and reliability and ability to think beyond expectations. Whenever you can tell a success story like this, you are revealing a past behavior as an indicator of future success. As a future boss, I would be interested in this story -- if you did it for someone else, you could do it for me.

 

7. Tell me about a time when you had a confrontation with a coworker or boss.

I did have an issue with someone who was getting on my nerves because her lack of follow-through was affecting my work. I kept getting her work, because she wouldn't finish the details. I asked her if I could talk with her one day, and we had a good discussion. It turned out she was not aware of the impact of her actions and that she really needed to have someone explain the procedure to her. We worked out an agreement so that I wouldn't be getting her work. There haven't been any problems since that day, and we get along quite well.

This is the best answer. What the problem was about is secondary in comparison to how you handled and resolved the situation. The example showed good communications skills by asking for a meeting with the person. Good communications are the number one quality employers are looking for in employees. This answer also indicates some assertiveness -- taking care of yourself without stepping on someone else to do it.

 

8. Tell me a brief history of your background and experience.

I have six years of experience as an administrative assistant working in a variety of industries. For the past two years, I have been working in the technology industry. I have strong computer experience, especially working with spreadsheets. I have excellent writing skills and am able to do correspondence independently. I interact well with peers, customers and vendors. I thrive on challenge and have had many favorable comments on my follow-through abilities. I have strong attention to detail and experience in financial data. I am looking for a position where I can bring my past experience and continue to grow with a company.

This is the best answer. By emphasizing specific examples of knowledge-based skills learned through education and experience, transferable skills, and personal traits, you reveal a summary or snapshot of yourself.

 

9. Give me an example of when you've done more than your job required.

Even though my boss and I set goals at the beginning of each year, I attempt to go beyond what is expected of me. I can give you an example of a time when I saw a problem with the way we were processing vouchers and came up with a system that I thought would improve the process. I came up with a way we could do them online -- cutting down on paperwork and time. I showed my boss, and she really liked the idea. In fact, she showed her boss, and it was incorporated into the company's process.

This is the best answer. By giving an example of doing something beyond what is necessary, you show initiative and ability to self-start, which are desirable qualities for an administrative/support person. Your answer does not always have to have such a successful result, but it should show a desire for action beyond what is expected.

 

 

interview tips - how would you describe your personality

How Would You Describe Your Personality?

By Carole Martin, Monster Contributing Writer



On the surface this appears to be a straightforward question, but if you answer too hastily, you may end up sounding like every other candidate. You must think about what makes you unique and how you can make yourself stand out and be remembered.

Interviewers ask this question for a couple of reasons: to hear where you place the emphasis in your description and to see how quickly and creatively you can think on the spot. Don't give the interviewer the same answers everybody else gives. Think about new ways to get your message across and sell yourself.

Spice Up Your Answers

Take a look at these typical answers and how you can make them more unique.

Typical: "I am a high-energy person." This answer needs more detail.
Unique: "I am energized by challenges and problems."

Typical: "I'm a hard worker." This is the most common phrase used. It shows no imagination.
Unique: "I do whatever it takes to get the job done, sometimes working 10-hour days."

Typical: "I am a quick learner." This is an overused phrase that has lost its effectiveness.
Unique: "I can hit the ground running and come up to speed faster than anyone I know."

Typical: "I'm analytical." This is a lackluster answer that doesn't reveal much.
Unique: "I'm a wiz at analyzing data and transforming it into useful information."

Typical: "I'm very organized." This answer is understated.
Unique: "I am a person who can bring order to chaos."

Typical: "I'm reliable." This answer needs more information to get the point across.
Unique: "I pride myself on my record of never missing deadlines."

Typical: "I'm good with customers." The answer needs clarification.
Unique: "I build great relationships with customers; they always ask for me."

Scripting Exercise

Describing your personality is like writing ads for a product. What makes you unique? Are you the type of person who would fit into this organization? Your job is to convince your interviewer that you have the perfect personality for the position.

Make a list of personality traits that describe you. Determine the qualities you would like the interviewer to remember after the interview. Incorporate some of the same words used in the job posting.

For example, if the job listing reads: "Must have five or more years' experience managing a diverse population of employees," you might say to the interviewer:

"I am a person who values other people's qualities and contributions. My employees would tell you that I am a fair manager who listens when they have something to say."

The more specific you are with your answer, the better your chances of leaving a lasting impression. Interviewers talk to several candidates in a single day. What will make you memorable?

interview tips - why should we hire you?

Why Should We Hire You?

By Carole Martin, Monster Contributing Writer



This is another broad question that can take you down the wrong road unless you've done some thinking ahead of time. This question is purely about selling yourself. Think of yourself as the product. Why should the customer buy?

The Wrong Track

Spencer answers by saying, "Because I need and want a job." That's nice, but the bottom line here is, "What can you do for us?"

Mariana says, "I'm a hard worker and really want to work for this company." The majority of people think of themselves as hard workers -- and why this company?

The Right Track

Tom's answer to this question is, "Because I'm a good fit for the position." Getting warmer, but more details, please.

Sharon answers, "I have what it takes to solve problems and do the job." This is the best answer so far. Expand on this, and you've got it.

Develop a Sales Statement

The more detail you give, the better your answer will be. This is not a time to talk about what you want. Rather, it is a time to summarize your accomplishments and relate what makes you unique.

Product Inventory Exercise

The bottom line of this question is, "What can you do for this company?"

Start by looking at the job description or posting. What is the employer stressing as requirements of the job? What will it take to get the job done? Make a list of those requirements.

Next, do an inventory to determine what you have to offer as a fit for those requirements. Think of two or three key qualities you have to offer that match those the employer is seeking. Don't underestimate personal traits that make you unique; your energy, personality type, working style and people skills are all very relevant to any job.

The Sales Pitch: You Are the Solution

From the list of requirements, match what you have to offer and merge the two into a summary statement. This is your sales pitch. It should be no more than two minutes long and should stress the traits that make you unique and a good match for the job.

Example

"From our conversations, it sounds as if you're looking for someone to come in and take charge immediately. It also sounds like you are experiencing problems with some of your database systems.

With my seven years of experience working with financial databases, I have saved companies thousands of dollars by streamlining systems. My high energy and quick learning style enable me to hit the ground and size up problems rapidly. My colleagues would tell you I'm a team player who maintains a positive attitude and outlook. I have the ability to stay focused in stressful situations and can be counted on when the going gets tough. I'm confident I would be a great addition to your team.

What Makes You Unique?

Completing an exercise around this question will allow you to concentrate on your unique qualities. Like snowflakes, no two people are alike. Take some time to think about what sets you apart from others.

• "Never miss deadlines."
• "Bring order to chaos."
• "Good sense of humor."
• "Great attention to detail."

Let the interviewer know that you have been listening to the problem and have what it takes to do the job -- that you are the solution to the problem.

interview tips - prep for the top 10 interview questions

Prep for the Top 10 Interview Questions

By Carole Martin, Monster Contributing Writer



Too many job seekers stumble through interviews as if the questions are coming out of left field. But many interview questions are to be expected. Study this list and plan your answers ahead of time so you'll be ready to deliver them with confidence.

What Are Your Weaknesses?

This is the most dreaded question of all. Handle it by minimizing your weakness and emphasizing your strengths. Stay away from personal qualities and concentrate on professional traits: "I am always working on improving my communication skills to be a more effective presenter. I recently joined Toastmasters, which I find very helpful."

Why Should We Hire You?

Summarize your experiences: "With five years' experience working in the financial industry and my proven record of saving the company money, I could make a big difference in your company. I'm confident I would be a great addition to your team."

Why Do You Want to Work Here?

The interviewer is listening for an answer that indicates you've given this some thought and are not sending out resumes just because there is an opening. For example, "I've selected key companies whose mission statements are in line with my values, where I know I could be excited about what the company does, and this company is very high on my list of desirable choices."

What Are Your Goals?

Sometimes it's best to talk about short-term and intermediate goals rather than locking yourself into the distant future. For example, "My immediate goal is to get a job in a growth-oriented company. My long-term goal will depend on where the company goes. I hope to eventually grow into a position of responsibility."

Why Did You Leave (Or Why Are You Leaving) Your Job?

If you're unemployed, state your reason for leaving in a positive context: "I managed to survive two rounds of corporate downsizing, but the third round was a 20 percent reduction in the workforce, which included me."

If you are employed, focus on what you want in your next job: "After two years, I made the decision to look for a company that is team-focused, where I can add my experience."

When Were You Most Satisfied in Your Job?

The interviewer wants to know what motivates you. If you can relate an example of a job or project when you were excited, the interviewer will get an idea of your preferences. "I was very satisfied in my last job, because I worked directly with the customers and their problems; that is an important part of the job for me."

What Can You Do for Us That Other Candidates Can't?

What makes you unique? This will take an assessment of your experiences, skills and traits. Summarize concisely: "I have a unique combination of strong technical skills, and the ability to build strong customer relationships. This allows me to use my knowledge and break down information to be more user-friendly."

What Are Three Positive Things Your Last Boss Would Say About You?

It's time to pull out your old performance appraisals and boss's quotes. This is a great way to brag about yourself through someone else's words: "My boss has told me that I am the best designer he has ever had. He knows he can rely on me, and he likes my sense of humor."

What Salary Are You Seeking?

It is to your advantage if the employer tells you the range first. Prepare by knowing the going rate in your area, and your bottom line or walk-away point. One possible answer would be: "I am sure when the time comes, we can agree on a reasonable amount. In what range do you typically pay someone with my background?"

If You Were an Animal, Which One Would You Want to Be?

Interviewers use this type of psychological question to see if you can think quickly. If you answer "a bunny," you will make a soft, passive impression. If you answer "a lion," you will be seen as aggressive. What type of personality would it take to get the job done? What impression do you want to make?

interview tips - what are your greatest strengths and weaknesses?

What Are Your Greatest Strengths and Weaknesses?

By Carole Martin, Monster Contributing Writer



Marie is about to interview two candidates for the customer service manager position. Her candidates are Francine and William. As always, she plans to ask about their strengths and weaknesses.

Francine answers the question, "What are your greatest strengths and weaknesses?" with, "My strength is that I'm a hard worker. My weakness is that I get stressed when I miss a deadline because someone else dropped the ball."

This answer is unimaginative. Most people think of themselves as hard workers.

William has difficulty with the question. "I really can't think of a weakness," he begins. "Maybe I could be more focused. My strength is probably my ability to deal with people. I am pretty easygoing. I usually don't get upset easily."

This answer leads with a negative, and then moves to vague words: maybe, probably, pretty and usually.

So what is the best way to answer this question?

Assessing Your Strengths

Assess your skills, and you will identify your strengths. This is an exercise worth doing before any interview. Make a list of your skills, dividing them into three categories:

1. Knowledge-based skills: Acquired from education and experience (e.g., computer skills, languages, degrees, training and technical ability).

2. Transferable skills: Your portable skills that you take from job to job (e.g., communication and people skills, analytical problem solving and planning skills).

3. Personal traits: Your unique qualities (e.g., dependable, flexible, friendly, hard working, expressive, formal, punctual and being a team player).

When you complete this list, choose three to five of those strengths that match what the employer is seeking in the job posting. Make sure you can give specific examples to demonstrate why you say that is your strength if probed further.

Assessing Your Weaknesses

This is probably the most dreaded part of the question. Everyone has weaknesses, but who wants to admit to them, especially in an interview?

The best way to handle this question is to minimize the trait and emphasize the positive. Select a trait and come up with a solution to overcome your weakness. Stay away from personal qualities and concentrate more on professional traits. For example:

"I pride myself on being a 'big picture' guy. I have to admit I sometimes miss small details, but I always make sure I have someone who is detail-oriented on my team."

Scripting Your Answers

Write a positive statement you can say with confidence:

"My strength is my flexibility to handle change. As customer service manager at my last job, I was able to turn around a negative working environment and develop a very supportive team. As far as weaknesses, I feel that my management skills could be stronger, and I am constantly working to improve them."

When confronted with this question, remember the interviewer is looking for a fit. She is forming a picture of you based on your answers. A single answer will probably not keep you from getting the job, unless, of course, it is something blatant. Put your energy into your strengths statement -- what you have to offer. Then let the interviewer know that although you may not be perfect, you are working on any shortcomings you have.

interview tips - common interview questions part 4

Common Interview Questions, Part 4

Part 4 in a Four-Part Series

By Ian Christie, Monster Contributing Writer



Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. To be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about an assignment that was too difficult for you. How did you resolve the issue?

Intent: The intent can be varied. The interviewer may be interested not only in your ability to respond to a challenge but also in how you respond. Or he may want to know how you define "too difficult." Your ability to learn from a situation you considered too difficult is also relevant. Answer the right way, and you can impress with your coping skills and range of abilities. The wrong answer could take you out of the running.

Context: If you have been in challenging roles, then at some point you should have found yourself stretched to the limit. This is when we grow. So this question is a marvelous opportunity to talk about a time you dealt with a really big challenge successfully.

Response: Do not make the mistake of saying you have never had an assignment that was too difficult for you. Discuss an example of a time you had to overcome a lack of knowledge, skill or experience, or when you took your game to the next level: "I wouldn't say that it was too difficult for me. However, I was faced with..."

QUESTION: What is your management style?

Intent: This is a classic question for management-level candidates. The interviewer's intent here is threefold: to find out if your management style fits, to determine if you have management ability and to probe how much you understand your own work style.

Context: Avoid responding with cliches. Hopefully you can say more than that you have an open-door policy or you manage by walking around.

Response: In today's environment, you need to speak to leading and developing your team, communication, how you organize and plan, how you execute and how you measure progress. It need not be a long answer, but responding with a well-thought-out approach to your management style will make a better impression than spouting generalities.

QUESTION: How would your past experience translate into success in this job?

Intent: Either the interviewer is asking in a tone that indicates his doubt about your legitimacy as a candidate, or he is asking you to make the connection for him effectively.

Context: You can blow the whole interview here. In fact, you have no business being in the interview unless you are clear why you have what it takes to do the job well.

Response: You might start with naming the top few requirements for this job and then describing how you meet or exceed each one. Or you might begin with your background and summarize how it has prepared you for this job. Often, the context of the job is almost as important as the skills required, so don't forget to speak to the specific challenges and objectives you see in the role.

QUESTION: How would you tackle the first 90 days?

Intent: This question is about thoroughness, process and appreciation for organizational complexity. In a second or third interview, the interviewer may also be testing how much you have thought about the job itself.

Context: Most people would say they would study the company's business. You must go beyond this answer to speak to specific job's key challenges or goals. You also want to assure your potential employer that current production will continue without interruption. Of course, you want to express that you would work with the team, your boss and any key influencers to get up to speed as quickly as possible.

Response: Unless asked to do so, do not get specific on changes or initiatives you would make. Instead, think of your response as an operating framework that demonstrates you have a solid, realistic understanding of what needs to be done and how.

QUESTION: Give me proof of your technical competence.

Intent: This question is worded vaguely on purpose. In any number of ways, your interviewer will likely ask you to prove your competence in some technical area important to the job. You need to do so decisively.

Context: You could be given a hypothetical scenario, such as a case study or a technical problem to solve, or you simply could be asked to describe your level of competency in a specific skill. How you do this will depend on the kind of question.

Response: Remember the three possible competency scenarios: exceeds, meets or needs development. Even if you find yourself in the last category, you need to demonstrate that you are purposefully and rapidly developing in that area and trying to compensate with an area of strength. You are better off acknowledging where you are rather than trying to fake it.

You can see themes running throughout this series: Know yourself. Think about the position you're interviewing for. Connect the dots between your background and the job and organizational requirements. Expand upon your responses to ensure you effectively communicate the depth and breadth of your experience. And of course, understand the nuances behind the questions. Good luck!

interview tips - common interview questions part 3

Common Interview Questions, Part 3

Part 3 in a Four-Part Series

By Ian Christie, Monster Contributing Writer



Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize your past experiences that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about a time when you faced a major obstacle at work.

Intent: Similar to the proudest achievement question, this is a behavioral interview question focused on an event. In this case, the interviewer is interested in your ability to overcome a major hurdle.

Context: Pick an example that illustrates a significant obstacle that best demonstrates how you work and that had a positive, tangible outcome. Obstacles might include business problems, a difficult objective, key people who stood in your way or lack of resources. Once you have your example, explain the steps you took.

Response: You could include the analysis you performed and the resulting strategy, the process you took, the key actions performed, your arguments or anything else that clearly demonstrates how you achieved your goal. A great response technique for this kind of question is to break your answer down into phases or steps: "First, I... Second...."

QUESTION: How do you deal with conflict?

Intent: Conflict is part of any workplace, and the reality is that you often can't get ahead or perform well in your job unless you can deal with conflict at a basic level. Do you avoid conflict or face it? Do you think it through, or are you impulsive? Do you use constructive techniques to resolve the situation?

Context: There are different forms of conflict of course: The everyday interpersonal sort, disagreements in direction or strategy, and conflict over resources. You should describe how you handle conflict at an appropriate level. If you are a manager or executive, for example, pick a reflective example.

Response: Consider offering a specific example to demonstrate how you resolve conflict.

QUESTION: Tell me about yourself.

Intent: Such an innocent-sounding question, but it is a bit of a trap. The interviewer wants to see how you present yourself, but this is not an offer to recite your resume.

Context: This question, which when asked always occurs at the beginning of the interview, is a predictable opportunity to craft an engaging, intriguing executive summary of who you are professionally and why you are there. While there is no hard-and-fast rule as to how long it should be, let's say it should last up to a minute. If you are given this opportunity, turn it to your advantage to establish momentum.

Response: The stronger the connection you can make between your background, knowledge and interests, and the job at hand, the more compelling you will be as a candidate. If there is something notable about your personal life that adds to your candidacy or helps explain your career trajectory, add it. Otherwise, leave personal details out at this stage unless invited to do so.

QUESTION: How would you describe your work style?

Intent: This is a fairly open-ended question. At a basic level, the interviewer is interested in hearing how you both understand and articulate how you work. However, there may be a requirement for someone highly organized, or the team may have a specific way of working, and the interviewer wants to see if you fit.

Context: You may not have thought about this too carefully before. How do you best operate? What's the optimum work situation for you? There are two sides to this: How you work and in what kinds of work environments you work best. Are you highly structured? Do you focus on one thing and get it done, or move multiple projects forward concurrently? On the environment side, do you do best in fairly structured workplaces, or do you thrive in chaos?

Response: Like any other answer, being specific and backing up your answer with a brief example works best. You could use the past week as an illustrative example.

QUESTION: Why are you interested in this job/our organization?

Intent: Fair question. Why are you? The interviewer knows you are looking for a new opportunity, and at a basic level, a job. Why else? A candidate with good reasons why is going to be more interesting.

Context: This is not about telling them what they want to hear. Your reasons could involve opportunity, career fit, cultural fit, interest in their business, personal value proposition fit and your ability to be successful in the job. It's also a great opportunity to illustrate the homework you've done on the company.

Response: You want to present your reason as a benefit to the employer. If it is the first interview, you might not have all the answers or will have not made up your mind yet. In this case, use a statement like, "From what I have seen so far...."

interview tips - common interview questions part 2

Common Interview Questions, Part 2

Part 2 in a Four-Part Series

By Ian Christie, Monster Contributing Writer



Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Tell me about a time you faced an ethical dilemma.

Intent: The interviewer is looking for evidence of your high ethical standards and honesty.

Context: You might want to say you haven't had any ethical challenges, but we all have our ethics tested at some point. For example:

• You discovered wrongdoing, or someone asked you to engage in a cover-up.
• Your employer failed to deliver the full value and quality on products or services paid for by a client.
• A colleague cut corners on a project.

Response: Without naming names, describe the situation and how you dealt with it. The response may focus on you, or it may involve other people. Remember, your political acumen is being tested -- sometimes the best action isn't blowing the whistle but taking care of the problem yourself.

QUESTION: Tell me about a time when you failed.

Intent: No one wins all the time, so the key here is to forthrightly discuss what you learned from a situation that went awry. The interviewer also may want to hear how you handled any resulting fallout.

Context: Failure comes in different forms: taking the wrong action, omission, or not doing enough or taking action soon enough. Some failures are big; most are small. Tell a story that isn't a career killer but shows you learned something substantive.

Response: Perhaps you failed to trust your gut on a hire and the person didn't work out, or you didn't intervene early enough with a problem employee. Talk about the lesson you learned from the mistake.

QUESTION: Tell me about a project you worked on that required heavy analytical thinking.

Intent: This is a behavioral interview question. The interviewer is asking you to demonstrate your competency.

Context: The only way an interviewer can determine if you have enough analytical horsepower is to hear an example of how you used your analytical skills to achieve a goal: What formal and informal analysis did you do? How did you structure the project? What obstacles did you run into, and how did you overcome them?

Response: "In 2005, I was given project X with a 10-day deadline and goal Y. The goal was clear, but I had to figure out how to get there. So here is what I did (analysis/decisions/actions). The end result was ______."

QUESTION: Why do you want to leave your current position?

Intent: The interviewer wants to make sure you won't walk out after six months and that you'll be satisfied in your new position.

Context: You have greater market value when you are looking on your own terms. Prepare a positive response you are very comfortable with. Refer to fit, personality issues or new directions. Your goals and readiness for a new kind of role are generally safe terrain. Just be careful to emphasize benefits to the employer, not your personal aspirations.

Response: Tread carefully. You don't want to bad-mouth your current employer or put yourself in a weaker negotiating position. You could say, "Actually, I'm happy doing what I am doing now. But recently I have been keeping my eyes open for other opportunities. I don't need to leave, but for the right opportunity, I would consider it. This opportunity seems to fit the criteria I set out."

QUESTION: What book are you currently reading?

Intent: The interviewer is exploring your intellectual curiosity, your interests or perhaps how in tune you are with industry or professional trends.

Context: Consider highlighting reading material directly related to the role and environment you are interviewing for: sales-excellence books for salespeople or talent-management books for HR workers, for example. Be prepared to talk about the book's concepts and your opinions of them.

Response: "I just finished ________ and just started _______." "I am in the middle of __________."

interview tips - common interview questions part 1

Common Interview Questions, Part 1

Part 1 in a Four-Part Series

By Ian Christie, Monster Contributing Writer



Every interview has a unique focus, but some questions are asked so often, it makes sense to do all you can to prepare for them. In order to be successful, you need a strategy -- not scripted answers. Your goal should be to emphasize the experiences in your background that best fit what each interviewer is looking for.

In this series, we'll look at some common questions and what you should consider when formulating your responses. Work through each potential question, creating your own responses, and you will be in great shape for your next interview. It helps to write out potential answers. Even better: Practice aloud with someone.

QUESTION: Where would you like to be in your career five years from now?

Intent: Early in your career, interviewers want to get a sense of your personal goals, ambition, drive and direction. At mid-career, they will be listening for responses relevant to their needs.

Context: You'll need to decide how much to share. If you want to run your own business five years from now and need a certain kind of experience in a competitive company, don't reveal that goal. But if you want to become a VP by age 35 and are interviewing in a merit-based environment, go ahead and tell the interviewer.

Response: "My goal is to be a corporate VP by the time I am 35." Or you might give a more subjective answer: "In five years, I want to have gained solid experience in marketing communications and be developing skills in another marketing function."

QUESTION: Tell me about your proudest achievement.

Intent: This question, often worded as "significant accomplishment," ranks among the most predictable and important things you'll be asked. Interviewers want to hear how you tackled something big. It is vital you give them an organized, articulate story.

Context: This is a behavioral question -- meaning you're being asked to talk about a specific example from your professional history. Pick an example or story about how you handled a major project that is both significant to you and rich in detail.

Response: Set up the story by providing context. Recount the situation and your role in it. Next, discuss what you did, including any analysis or problem solving, any process you set up and obstacles you had to overcome. Finally, reveal the outcome and what made you proud.

QUESTION: Give me an example of a time when you had to think out of the box.

Intent: This is code for asking about your innovativeness, creativity and initiative. Interviewers want to learn about not only a specific creative idea but also how you came up with it and, more importantly, what you did with that insight.

Context: This is another behavioral question, and the example you select is critical. It should be relevant to the job you're interviewing for, and your impact in the story should be significant.

Response: Tell interviewers how you came up with a creative solution to a customer problem, improved an internal process or made a sale via an innovative strategy.

QUESTION: What negative thing would your last boss say about you?

Intent: This is another way of asking about your weaknesses.

Context: A good approach is to discuss weaknesses you can develop into strengths. However, do not say you work too hard or are a perfectionist. These answers are tired and transparent. Come up with something visible to a past boss that was perhaps mentioned in your performance reviews as a developmental area.

Response: "I don't think she would have called it negative, but she identified that I needed to work on being more dynamic in my presentation skills. I have sought out practice opportunities and joined Toastmasters. I have seen some real improvement."

QUESTION: What can you do for us that other candidates can't?

Intent: Some interview questions are more important than others. This is one of them. It's another way of asking, "Why should we hire you?"

Context: There are two nuances to this question. The first is asking you to compare yourself to other candidates -- usually a difficult if not impossible task. More importantly, the interviewer is asking you to articulate why you are special. Your response should sum up your main selling points, related specifically to the job requirements.

Response: Consider what you have to offer: past experience directly related to the job; specialized knowledge; relevant situational expertise and experience (growth, change, turnaround, startup); skills; networks; demonstrated commitment and enthusiasm for the business or your profession; future potential.

Create a list of four to six categories of reasons that best support and summarize your candidacy, and put them in logical order, along with supporting evidence for each reason. Most points should be backed up with follow-up information.

interview tips - 5 questions to expect at you next admin/support interview

5 Questions to Expect at Your Next Admin/Support Interview

By Margot Carmichael Lester, Monster Contributing Writer



Interviewers often ask challenging, sometimes unexpected questions of admins to see how well candidates respond under pressure and think on their feet. After all, those are skills admins use every day in a busy office and on high-stakes projects.

Some are off the wall, like this question, lobbed at Mary Herrington during her interview for an admin position: "What would you do if I threw this crystal ashtray at your head?" Herrington, now a business consultant, was taken aback. "I looked at him and replied: 'You'd pray you didn't hit me, because I would sue the pants off you, own this company and then fire you without any compensation,'" she says. "He laughed so hard. I was offered the job on the spot and began the next day."

But other than keeping you on your toes, what are interviewers for admin positions looking to find out by asking these questions? "Besides looking for an employee who can follow direction and be loyal to the company, it seems most employers are seeking out a workforce who can think on their feet, have a decent amount of self-esteem without being pompous and be independent," says Rose Strong, an administrative assistant to the chief of ob-gyn and an assistant vice president at a hospital in Bucks County, Pennsylvania.

To help you prepare for your next admin interview, here are some challenging commonly asked questions and suggestions for how to answer them:

Why Do You Suppose Manhole Covers Are Round?

When Erik Lars Myers of Durham, North Carolina, was asked this question during an interview for an admin position, he wasn't sure what to think. "The first thing I said was, 'Can you repeat that?'" he says.

That request bought Myers some valuable time to puzzle out an answer. "I said, 'So they don't fall in?' which, incidentally, is the correct answer," he says. "It was the only reasonable thing I could come up with."

This question is asked to test problem-solving skills, which come in handy when the network goes down and your boss is hounding you for a report.

How Do I Rate as an Interviewer?

"You definitely want to find some positives to share," says Lynne Sarikas, director of the MBA Career Center at Northeastern University in Boston. "Tell them what they did well...and maybe find something negative that could be positive, like, 'I wasn't expecting question x, but you really made me think about why that is important to me.'"

Your response shows your ability to be diplomatic as well as your willingness to speak truth to power. These are valuable skills for a trusted admin.

Why Should You Get This Position?

Strong successfully fielded this question by going with her gut. "My response was out of my mouth before I knew it: 'Because I'm smart,'" she recalls. She followed that up by outlining the positions she'd previously had that gave her the necessary skills for the job.

This question allows interviewers to see how you react when put on the spot, which happens to admins all the time, and how confident you are in your abilities.

Who Do You Admire Most and Why?

"The why is typically much more important than the whom," Sarikas says. "So identify someone who has qualities you admire or has done something you aspire to do, and clearly articulate the specific reasons you admire that person. Avoid someone who could be controversial, if at all possible."

With more businesses focusing on culture and fit, this question allows interviewers to see if your values mesh with the company's.

What Are Your 5 Favorite Movies?

San Diego-based Angela Watson was interviewing for an administrative support/graphics position with a regional restaurant chain when she got this question. "To show you how paranoid I was, I think I picked something like Schindler's List, Wayne's World, The Big Chill, Silence of the Lambs and Harold & Maude," she recalls. "I was trying to cover all the bases without being too terribly esoteric."
You know how many random requests admins get each day, right? This question allows the interviewer to assess how you'll deal with that.

More Answering Strategy

If, after all your preparation, you don't have an answer, Sarikas suggests acknowledging you weren't expecting that question and asking for a minute to think about it. When all else fails, go with your gut.

"This is more about thinking on your feet than having a brilliant answer," Sarikas says. "So don't ask to skip the question or fail to answer it in any way. That's much more negative than a lame answer."

interview tips - six answers interviews need to hire you

Six Answers Interviewers Need to Hire You

By Peter Vogt, Monster Senior Contributing Writer



During the typical job interview, you'll be asked a lot of questions. But do you really understand what the interviewer needs to know?

"Most students have no idea why a recruiter asks a particular question," says Brad Karsh, a former recruiting professional for advertising giant Leo Burnett and current president of career consulting firm Job Bound. "They tend to think it's a competition to outwit the interviewer."

The reality is that employers have neither the time nor inclination to play games with you, especially when hiring. Your interviewer is not trying to outguess you -- he's trying to assess your answers to six key questions:

Do You Have the Skills to Do the Job?

According to Karsh, the employer must first determine whether you have the necessary hard skills for the position, e.g., the programming knowledge for a database administration job or the writing chops to be a newspaper reporter. "By really probing into what the candidate has done in the past, an interviewer can tap into hard skills."

But the interviewer is also looking for key soft skills you'll need to succeed in the job and organization, such as the ability to work well on teams or "the requisite common sense to figure things out with some basic training," says Terese Corey Blanck, director of student development at internship company Student Experience and a partner in College to Career, a consulting firm.

Do You Fit?

"Every organization's first thought is about fit and potentially fit in a certain department," Corey Blanck says. That means the interviewer is trying to pinpoint not only whether you match up well with both the company's and department's activities but also whether you'll complement the talents of your potential coworkers.

Do You Understand the Company and Its Purpose?

If the organization fits well with your career aspirations, you'll naturally be motivated to do good work there -- and stay more than a month or two, Corey Blanck reasons. "I don't want someone to take the position because it's a job and it fits their skills. I want them to be excited about our mission and what we do."

How Do You Stack Up Against the Competition?

You're being evaluated in relation to other candidates for the job. In other words, this test is graded on a curve. So the interviewer will constantly be comparing your performance with that of the other candidates'.

Do You Have the Right Mind-Set for the Job and Company?

"I'm always looking for someone who has a can-do type of attitude," Corey Blanck explains. "I want someone who wants to be challenged and is internally motivated to do well.

Corey Blanck points out that an employer can't train for this essential trait. "But you can hire for it. And if you don't, you'll end up with a lower-performing employee."

Do You Want the Job?

Most employers know better than to believe everyone they interview actually wants the position being offered. They understand some candidates are exploring their options, while others are using an interview with a company they don't care about to hone their interview skills.

So you have to prove you really want the job, says Al Pollard, senior college recruiter for Countrywide Financial. "I use the ditch-digger analogy: Many of us can dig ditches, but few are willing to -- and even fewer want to."

interview tips - 100 potential interview questions

100 Potential Interview Questions

By Thad Peterson, Monster Staff Writer



While there are as many different possible interview questions as there are interviewers, it always helps to be ready for anything. So we've prepared a list of 100 potential interview questions. Will you face them all? We pray no interviewer would be that cruel. Will you face a few? Probably. Will you be well-served by being ready even if you're not asked these exact questions? Absolutely.

• Tell me about yourself.
  
• What are your strengths?
  
• What are your weaknesses?
  
• Who was your favorite manager and why?
  
• What kind of personality do you work best with and why?
  
• Why do you want this job?
  
• Where would you like to be in your career five years from now?
  
• Tell me about your proudest achievement.
  
• If you were at a business lunch and you ordered a rare steak and they brought it to you well done, what would you do?
  
• If I were to give you this salary you requested but let you write your job description for the next year, what would it say?
  
• Why is there fuzz on a tennis ball?
  
• How would you go about establishing your credibility quickly with the team?
  
• There's no right or wrong answer, but if you could be anywhere in the world right now, where would you be?
  
• How would you feel about working for someone who knows less than you?
  
• Was there a person in your career who really made a difference?
  
• What's your ideal company?
  
• What attracted you to this company?
  
• What are you most proud of?
  
• What are you looking for in terms of career development?
  
• What do you look for in terms of culture -- structured or entrepreneurial?
  
• What do you like to do?
  
• Give examples of ideas you've had or implemented.
  
• What are your lifelong dreams?
  
• What do you ultimately want to become?
  
• How would you describe your work style?
  
• What kind of car do you drive?
  
• Tell me about a time where you had to deal with conflict on the job.
  
• What's the last book you read?
  
• What magazines do you subscribe to?
  
• What would be your ideal working situation?
  
• Why should we hire you?
  
• What did you like least about your last job?
  
• What do you think of your previous boss?
  
• How do you think I rate as an interviewer?
  
• Do you have any questions for me?
  
• When were you most satisfied in your job?
  
• What can you do for us that other candidates can't?
  
• What are three positive things your last boss would say about you?
  
• What negative thing would your last boss say about you?
  
• If you were an animal, which one would you want to be?
  
• What salary are you seeking?
  
• What's your salary history?
  
• How do you want to improve yourself in the next year?
  
• What were the responsibilities of your last position?
  
• What do you know about this industry?
  
• What do you know about our company?
  
• How long will it take for you to make a significant contribution?
  
• Are you willing to relocate?
  
• What was the last project you headed up, and what was its outcome?
  
• What kind of goals would you have in mind if you got this job?
  
• Give me an example of a time that you felt you went above and beyond the call of duty at work.
  
• What would you do if you won the lottery?
  
• Can you describe a time when your work was criticized?
  
• Have you ever been on a team where someone was not pulling their own weight? How did you handle it?
  
• What is your personal mission statement?
  
• Tell me about a time when you had to give someone difficult feedback. How did you handle it?
  
• What is your greatest failure, and what did you learn from it?
  
• What irritates you about other people, and how do you deal with it?
  
• What is your greatest fear?
  
• Who has impacted you most in your career, and how?
  
• What do you see yourself doing within the first 30 days of this job?
  
• What's the most important thing you've learned in school?
  
• What three character traits would your friends use to describe you?
  
• What will you miss about your present/last job?
  
• If you were interviewing someone for this position, what traits would you look for?
  
• List five words that describe your character.
  
• What is your greatest achievement outside of work?
  
• Sell me this pencil.
  
• If I were your supervisor and asked you to do something that you disagreed with, what would you do?
  
• Do you think a leader should be feared or liked?
  
• What's the most difficult decision you've made in the last two years?
  
• What do you like to do for fun?
  
• Why are you leaving your present job?
  
• What do you do in your spare time?
  
• How do you feel about taking no for an answer?
  
• What was the most difficult period in your life, and how did you deal with it?
  
• What is your favorite memory from childhood?
  
• Give me an example of a time you did something wrong. How did you handle it?
  
• Tell me one thing about yourself you wouldn't want me to know.
  
• Tell me the difference between good and exceptional.
  
• Why did your choose your major?
  
• What are the qualities of a good leader? A bad leader?
  
• What is your biggest regret, and why?
  
• What are three positive character traits you don't have?
  
• What irritates you about other people, and how do you deal with it?
  
• If you found out your company was doing something against the law, like fraud, what would you do?
  
• How many times do a clock's hands overlap in a day?
  
• How would you weigh a plane without scales?
  
• What assignment was too difficult for you, and how did you resolve the issue?
  
• If I were to ask your last supervisor to provide you additional training or exposure, what would she suggest?
  
• If you could choose one superhero power, what would it be and why?
  
• What's the best movie you've seen in the last year?
  
• Describe how you would handle a situation if you were required to finish multiple tasks by the end of the day, and there was no conceivable way that you could finish them.
  
• What techniques and tools do you use to keep yourself organized?
  
• If you could get rid of any one of the US states, which one would you get rid of, and why?
  
• With your eyes closed, tell me step-by-step how to tie my shoes.
  
• if you had to choose one, would you consider yourself a big-picture person or a detail-oriented person?
  
• If selected for this position, can you describe your strategy for the first 90 days?
  
• Who are your heroes?
  
• Tell me 10 ways to use a pencil other than writing.

interivew tips - what motivates you?

What Motivates You?

By Carole Martin, Monster Contributing Writer



"What motivates you?" is another one of those soul-searching interview questions where your answer will depend on your background and experiences. It can really catch you off guard unless you've thought about it before the interview. Contemplating when you have been most satisfied in your career will not only help you answer this question, but it will also help you focus on what you want in your next job.

Two candidates answer the motivation question, reflecting their values and what is important to them.

The first one says, "In my previous job, I worked directly with customers and their problems. What I liked was solving problems and helping people. Sometimes it took a lot of effort on my part, but it was very rewarding when the customer appreciated the service."

This answer reflects the candidate's interest in helping people and the satisfaction he gets in finding solutions.

The second candidate says, "Two years ago, I was involved in a project I was really excited about. The team I was working with had to come up with innovative ways to market a product that was not received well by consumers. It took lots of effort and long meetings, but we met our deadline and launched a terrific marketing campaign. It was really a motivating experience."

This candidate likes thinking outside the box and being part of a team. He loves a challenge and works well with pressure and deadlines.

Prepare Your Script

Writing out your thoughts will help you think about times when you felt energized by your work, times when you looked forward to going to work. For a source of ideas, refer to your resume. Which tasks did you list? Were they the tasks you enjoyed most and felt most motivated doing?

A statement on your resume might be:

• Project leader: Led a team in coordinating and monitoring the progress of projects to assure the flow and completion of work on schedule.

What was it that was motivating about this experience? Being in charge? Being the source of information? Controlling the flow of work? Making sure the standards were in line with your work values?

By making a list of motivating experiences from your last two or three jobs, you will begin to see patterns of projects and tasks that stand out. Analyze what you did before. Do you want more of this type of responsibility in your next job? The answers to these questions will give you insight into what stimulates you as well as possibilities for fulfillment in future jobs with similar responsibilities.

Additionally, by focusing on times when you were energized by your work, you may become more enthusiastic about the job you are seeking.

There is no such thing as the perfect answer to the motivation question. Your answer will be based on your own individual experiences and analysis. Ultimately, this exercise will help you reveal to the interviewer what turns you on in your work. Even if you are not asked this question, your preinterview thinking, analysis and scripting will help you be more focused and in control of what you want in your next job.

interview tips - do you have any questions

Do You Have Any Questions?

By Carole Martin, Monster Contributing Writer



Surprisingly, the most common answer to this question is no. Not only is this the wrong answer, but it's also a missed opportunity to find out information about the company. It is important for you to ask questions -- not just any questions, but those relating to the job, the company and the industry.

Consider this: Two candidates are interviewing for an inside sales position.

Henry asks, "I was wondering about benefits, and when they would become effective? Also, what is the yearly vacation allowance? And, does the company match on the 401k plan?"

Assuming this is the first interview, it is premature to ask about benefits. "What's in it for me?" questions can be interpreted as self-centered and a sign of your lack of interest in the job.

The next candidate, Chris, says, "No, I think you just about covered everything I wanted to know. I'm sure I'll have more questions if I get the job."

This is a very passive response that doesn't demonstrate interest or imagination. Once you get the job -- if you get it -- may be too late to ask questions.

It is important to ask questions to learn about the company and the job's challenges. In some cases, the interviewer will be listening for the types of questions you ask. The best questions will come as a result of your listening to what is asked during the interview.

A good response to the interviewer asking, "Do you have any questions?" would be: "Yes, I do. From what you've been asking during the interview, it sounds like you have a problem with customer retention. Can you tell me a little more about the current situation and what the first challenges would be for the new person?"

This answer shows interest in what the problem is and how you could be the possible solution. It is also an opportunity to get a sense of what will be expected.

Be Prepared

What information do you need to decide whether to work at this company? Make a list of at least 10 questions to take with you to the interview. Depending on who is interviewing you, your questions should vary.

• If you are interviewing with the hiring manager, ask questions about the job, the desired qualities and the challenges.
• If you are interviewing with the human resources manager, ask about the company and the department.
• If you are interviewing with management, ask about the industry and future projections. This is your chance to demonstrate your industry knowledge.

Timing Is Important

You will have to use your judgment about the number of questions you ask and when to ask them. Think of this as a conversation. There will be an appropriate time to ask certain types of questions, like those about benefits and vacation. To be on the safe side, it is best to concentrate on questions about the job's responsibilities and how you fit the position until you get the actual offer.

When you begin to think of the interview as a two-way process, you will see it is important for you to find out as much as possible about the company. Questions will give you the opportunity to find out if this is a good place for you to work before you say yes.

a study in characters

A study in characters

scmp 22-5-09

Navigating a route to solutions is about knowing personalities as much as anything else, writes Jeffrey Markley.

Jeffrey Markley
Update on 23 May 2009

In most organisations, when a new or unexpected problem comes to light, the reflex action is to call a meeting. On the assumption that communication will spark ideas and diverse input will lead to results, a varied selection of the company's great and good will gather in the boardroom, hunker down around a conference table, or drag a few extra chairs into the manager's corner office.

All too often, what then follows is a performance that could have been scripted days or weeks in advance. The topic, the timescales and the experience of the people involved will obviously differ, but the "characters", their approaches and methods of acting tend to be remarkably similar wherever you go.

In fact, if you get any group of business people together and mention the word "problem", the response is almost Pavlovian. Looking around the table, you will see the telltale signs and perhaps even some shifts of expression as the various individuals slip into character and prepare to play the problem-solving role that a combination of seniority, circumstance, personality and background has dictated for them.

The first of these common types is the problem avoider. You find such people at all levels of an organisation, from entry-level sales executive to division manager, country head and even higher. Their expertise lies not in fixing problems, but in making them go away. This involves a range of skills that require quick thinking and fast footwork. They include passing the buck to another colleague or department, engineering a quick short-term fix to patch things over, creating a storm of activity as a diversion, or dismissing the mere notion that any problem exists.

For a while, this approach can win plaudits. It can easily give the impression someone is decisive, efficient and proactive. However, dodging problems rather than dealing with them is no way to run a business and is almost certain to catch up with you in the end. It may not be tomorrow, or even next year, but eventually something will come back to bite the individual or the company, often in fairly spectacular fashion.

Fudging the sales figures, downplaying risks, deferring tax liabilities, or carrying difficult items on the docket may seem like a good idea at the time, but someone will ultimately spot the warning signs and interpret them for what they are - avoidance.

The second type of character you can always expect to come across is the problem finder. The role they naturally assume is that of worrier, instigator and perfectionist. Essentially, they believe the best way to improve a business is by conducting a constant search for challenges and new problems to solve. This, of course, can be the sign of the inspirational manager, pushing innovation and raising standards, or of the mildly obsessive who is capable of driving people to distraction.

A somewhat typical example is the regional manager who flies in for a few days, does the rounds with some customer visits and a budget review, and subsequently sends in a laundry list of "improvements" that are now seen as vital. These could be anything from reassigning clients among the sales team to opening a sub-office, demanding a revised list of target accounts, or requiring a different format for the monthly reports. Superficially, each might make sense. On closer examination, it often turns out that the ideas of the problem finder can be shortsighted, impractical in the local context, or simply creating work for the sake of it. While no one would argue with the concept of continuous improvement, there is also much to be said for the view that if something is not obviously broken, there may be no need to fix it.

Even so, when managing, reporting to, or otherwise encountering a problem finder, it pays to be careful. Making the point to a senior executive that they are seeing a problem where none really exists - without appearing recalcitrant or uncommitted - can take considerable skill. And a manager dealing with a subordinate bursting with suggestions for change should always remember that, while some of the ideas may be ill formed or unworkable at the time, the future of every business depends on people who want to make it better and have the ability to identify potential problems and see a way past them.

Therefore, the key is to strike a balance. Sometimes, "good enough" has to be acceptable when lack of time, money or other resources make it impossible to dig deeper or chase after the ideal. But there is always a value in considering options, examining alternatives and being self-critical, even if the solution to certain problems is clearly out of range or offers no immediate return.

The third type is the actual problem solver. On this particular scale, they can be said to take the middle ground, in the sense that they may not proactively seek out problems to fix but, when faced with one, will tackle it head-on and effectively. In a meeting, they are unlikely to dominate proceedings or rush to conclusions.

Instead, they will typically listen far more than they talk, press assiduously for relevant information, and note each individual's area of experience or expertise. Once a meeting is adjourned, they will, if necessary, spend additional time exploring the problem from different angles and think through the effects and likely repercussions of each putative course of action. By doing so, they will have a full picture of costs, conditions, constraints and expected longer-term outcomes, thus putting the company in a position to solve the problem, not bungle it or put it back after a suitable interval in the "too difficult" file. It is people like that who get the job done.

In meetings called to solve problems, it is also useful to keep an eye out for a few lesser types who also have a habit of turning up everywhere. For instance, there is the "motivator" who sees every gathering as a great opportunity to proclaim the benefits of closer teamwork and state the importance of all pulling together. Almost inevitably, whatever the style of gathering, there will be a "general" who feels obliged to step forward and run the show. This can help in giving shape to the discussion and keeping things on track. The risk, though, is that this general is, at heart, a problem "avoider" or "finder", not someone with the skill or understanding to effect a genuine solution.

Watch out, too, for the person who gets stuck in "analysis paralysis" mode. He or she may appear to be all action and ideas with laptop at the ready, printouts within reach, and figures for the past five years, but all of this may mean nothing if it leads only to summaries of what has gone before, without any suggestions about how to resolve the current dilemma. Indeed, there may even be a need to remind them that proposing another meeting does not really count as progress.

Finally, there is the "seat filler" and the "pessimist". The former is present for reasons of protocol, misplaced politeness, or to fill in for a boss or departmental colleague who could actually have contributed something useful. The latter comes armed with a negative attitude. What has caused this and where it is directed make little difference overall. The point is that efforts made by this type towards solving the problem may be no more than half-hearted and ultimately lead nowhere.

To develop strong business acumen, one essential is to have the experience and inventiveness to devise practical solutions for business problems. As important, though, is the ability to see who else is or is not equipped to help in this endeavour.




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This is the eighth in a 10-part series on Having an Opinion: Developing Your Business Acumen by Jeffrey Markley, partner with Simitri Group International, a specialist in coaching business and individuals in persuasive face-to-face communication leadership.