> What is your approach to dealing with a subdorinate or direct report who is not meeting work performance standards?
> Imagine this scenario: You are working in the marketing department of a video game company. You and your team have been organizing the marketing for a new game, including a countdown to the game’s release date. However two weeks before the release date, the game development team have announced that they will not be able to have the product ready by launch and might have to delay it by a month. What would you do?
> Imagine this scenario: You are at a team meeting and you raise what you strongly believe to be a great idea or proposal on what to do next for the team project. However, your teammates are not enthusiastic about your recommendation and are resisting it. What do you do?
> Imagine this scenario: You have been tasked teaching your colleagues a new work process so that they will implement it. However, your initial attempt to teach them was met with heavy resistance and comments such as “this is the way we’ve always done it”. How would you deal with this resistance and achieve your objective?
> Imagine this scenario: You had a great idea for your team, but your team refused to adopt this idea. What would you do?
> Imagine this scenario: You are working with a customer who has racist and culturally insensitive beliefs. They are quite vocal about their beliefs and often bring it up during sales conversations, sometimes asking you to agree with their opinions. What would you do or how would you communicate with them?
> Imagine this scenario: You are a manager of a team. You and your team have a major project due soon and it seem like your team will not meet the deadline. Your manager, the regional director, has suggested that you ask your team to work overtime to get the project done. If you take this advice, you will have to convince your team to work overtime. What do you do?
> Describe a time when you had to deal with an irate customer. What did you do and what happened in the end?