Answering  Describe the way you lead. With Sample Answers

Okay, so you’re trying out for a managerial position. You’d like to do well in the interview, but you have no idea how to prepare.

All of us can relate to that feeling.

It’s normal to feel anxious when answering leadership interview questions; you want to make a good impression.

Here’s a tool that should come in handy!

One of the most important questions a leader can be asked is, “What is your leadership style?” We provide some examples of how to answer this question in this article. We will then discuss why this question is asked during interviews and provide advice on how to answer it successfully.

“Describe the way you lead?” Sample answers

Everyone has their own unique leadership style, but there are some commonalities.

Being a leader means: delegating responsibly; being open and communicative about what you’re doing;

Following through on promises of action and fairness to others are hallmarks of effective leadership.

Take a look at these examples of responses to the question, “What is your leadership style?” On the basis of these fashions as a jumping off point.

Strategic leadership through delegating authority

My experience tells me that a leader who knows how to delegate effectively can better understand his or her team’s capabilities and use those to achieve better outcomes.

Once the team’s potential has been established and success patterns have been identified, effective delegation can have a major impact on the team’s performance and lead to the success of leadership initiatives.

In my previous company, I was in charge of eleven coworkers who were working on a client campaign we had conceptualised. I had never been in charge of a company before, so naturally things were a bit disorganised at the outset. Over time, however, I came to realise that splitting the team up into subgroups to work on separate aspects of the campaign was the most efficient and effective way to meet our deadlines.

As a result, I had to delegate responsibilities amongst a team of eight people: four to conduct the customer survey, two to conduct the market research, three to finalise the campaign content, and two to handle escalations and challenges as they arose.

This not only helped people zero in on specifics of the campaign, but it also provided an opportunity to learn new things. My team was motivated to do well because they felt like they had some stake in the project.

To take the lead with openness and dialogue

The foundation of my leadership philosophy is open and honest dialogue. My open door policy and emphasis on constant, open communication were hallmarks of my tenure as a manager at XYZ Company.

As a result, I was better able to meet the needs of my team members and earn their trust. They knew they could count on me for guidance and support whenever they wanted it.

Having a large team of 37 people meant that I needed to make an effort to keep in touch with each member of the group on a regular basis; I set a goal of communicating with each person at least once a month. This helped me foster a cohesive team by cutting down on idle chatter.

Since there was no room for doubt or argument, we were able to carry out the projects with relative ease, despite some obstacles (mostly from the outside).

Inspiring by doing

Because it enables me to demonstrate what needs to be done, leaving little room for doubt and getting everyone on the same page, I am a firm believer in leading by example.

To me, this method is more straightforward, practical, and structured. It makes me feel included and shows my team that everyone is held to the same standards.

For instance, I once worked on a project that was so close to completion that a single glitch, left unfixed, would have caused the entire rollout to be postponed.

That’s why I stayed at the office with my team until we got things sorted out. In fact, we didn’t leave the office until 2:00 in the morning.

My team has come to trust me and know that they can come to me in a time of need.

The opportunity to develop relationships with my teammates also assisted me in assessing our collective strengths and areas for growth.

Taking the lead with fairness

Equality at the top is a principle I hold dear. Always, I have made sure that the people I hire are a good fit for my team and that the people already employed by the company are committed to the mission.

When making decisions or outlining policies, I always make sure to get my team’s input. My understanding is broadened and I am better able to keep an eye out for crucial details thanks to this.

Now, instead of just me handing out orders, I have an enthusiastic group working toward a common goal that we’ve set.

When I was at my previous company, I had a group of ten people who were always there to help me out. We completed several projects together with little contention or disagreement.

Sample answer for freshers

Although I have never managed a team before, I have taken the reins of several projects and made it a point to get things done.

When I was at my previous company, I was one of five people tasked with overseeing a conference for the company’s shareholders.

I handled all aspects of event management and quality control on my own to guarantee a successful outcome. I got a lot of praise from teachers and a commendation for taking the initiative to organise the conference.

Tips for answering “What is your leadership style?”

• After reviewing some candidate responses to this leadership interview question, consider the following advice as you prepare your own:

The devil is in the details, so make sure your answer is succinct but offers all the pertinent information, and don’t bring up any negative incidents or badmouth any of your former teammates.