Question: Imagine this scenario: You are leading a team where one team member is not performing well and it not easy to deal with. When you try to inspire or support this person, they end up leaving the team. What are your thoughts on the current situation and what will you do next?

Alternative Question Phrasing:

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Follow-up questions:

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Question Details:

Question Type:

Situational

Skills:

Basic – Monitoring (Making observations of self and environment),Basic – Science and Logic,Complex Problem Solving,Management of Personnel Resources,Social – Coordination (Adjusting one’s own actions in relation to others),Social – Social Perceptiveness

Abilities:

Cognitive – Problem Sensitivity (Problem Recognition)

Other Factors:

Big 5 – Agreeableness,Candidate Preparedness,Management Level,Personality-Job Fit,Personality-Organization Fit,Personality-Team Fit,Practical Intelligence (Street Smarts)

Work Activity (Task):

Information Input – Identifying Objects, Actions, and Events,Information Input – Monitor Processes, Materials, or Surroundings,Interacting with Others – Assisting and Caring for Others,Interacting with Others – Communicating with Supervisors, Peers, or Subordinates,Interacting with Others – Establishing and Maintaining Interpersonal Relationships,Interacting with Others – Performance Management (Guiding, Directing, and Motivating Subordinates),Interacting with Others – Provide Consultation and Advice to Others,Mental Processes – Developing Objectives and Strategies,Mental Processes – Judging the Value of Things, Services, or People

Work Context (Person-Job/Team/Org Fit):

Interpersonal Relationships – Coordinate or Lead Others,Interpersonal Relationships – Deal With Unpleasant or Angry People,Interpersonal Relationships – Relationship With Subordinates,Interpersonal Relationships – Responsibility for Outcomes and Results of Others

Work Style (Person-Job Fit):

Achievement/Effort (Action/Result Orientation),Adaptability/Flexibility,Analytical Thinking,Approachability,Compassion/Concern for Others,Cooperation,Handling Ambiguity,Humility,Leadership/Command,Patience,Politeness,Self Control,Stress Tolerance

Question Frequency

Question Difficulty

What to look for in an answer:

If the candidate takes this as a learning and revisits their strategies to come up with a more personalized one that suits to this particular team member.
If the candidate learns that not all personalities are same and they now have set of strategies that will work for each of the personalities.
You are looking for the candidate’s ability to handle challenging situations while keeping their calm.
If the candidate has plans to overcome stress this situation might have created.

Red Flags to Watch For:

If the candidate blames the team member for whatever has happened.
If the candidate hasn’t used enough number of strategies to retain this team member.
If the candidate’s inspiring techniques are not very practical from this team member point of view.
If the candidate hasn’t taken time to learn about the personality of this team member.

Sample Answer:

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Question Source: https://www.totaljobs.com/advice/most-common-competency-based-interview-questions