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Likely Interview Questions

You will almost certainly get a question that asks you to explain what you think about the power of teamwork.

The whole is greater than the sum of the parts. Most projects and departments see themselves as teams or sub-teams within teams. Although this sounds a simple question, we can use it to illustrate the need, from time to time, to ask a clarifying question. Make sure that you know what they mean by 'team targets'. They could be talking about team objectives and/or bonuses or privileges earned as a result of team performance.

I'M A TEAM PLAYER

Start from your assessment of the attributes of a good team player. 'When a team is really working well everyone performs their job in a way that helps other team members to operate efficiently. Apart from that, good team members recognise their responsibility to make the workplace a friendly and pleasant place to be. In this way everyone is working for the common good. Good teamwork also produces a sense of pride that can be the envy of other teams - and makes it easier to attract good people into the team.'

If they're considering you for a team leader role, add something about that. 'It's part of the team leader's role to make sure the team is aiming in exactly the right direction by, for example, understanding what the whole team should be trying to achieve. Good team leaders also take advice from members of their team about how things can be done differently and better. A good team leader is able to understand each of the individuals in the team and to allow them to really use their strengths.'

INDIVIDUAL ACHIEVEMENT IS IMPORTANT TOO

In terms of objectives and rewards, go for a balance. 'I certainly think the team should know how their leader is going to be judged and this gives them the team target. It's good for team spirit when everyone can see a steady progress towards success. When they do achieve success it's a good idea that there should be a team reward, financial or otherwise. But I don't think that even good team members believe that everyone has made the same contribution, so there always has to be some differentiation between individuals. I guess I'm saying that you need a balance.' Supplementary questions could go into potential conflict between team members. The interviewers might ask, 'Isn't it normally the case that the egos of individuals get in the way of such a sharing, caring way of working together?' Here's a way of answering that and getting a point across about your flexibility: 'Not necessarily. It is possible to promote an atmosphere where one team member can make a suggestion to another directly without upsetting them. This is much better than an atmosphere where the only way you can give advice to a colleague is through the mutual manager. Having said that, yes, some egos will never take such implied criticism and will only take direction from above. You've got to single out how people work and deal with them accordingly.'

Be ready for the question, 'What would you say is your contribution to the team?' Prepare something like, 'I'm normally the one who suggests a process that keeps us on track and ensures that we hit our deadlines.' Don't forget that it's a whole team that's forming an assessment of you. When the receptionist asks you where you've parked and then asks you to move your car, simply smile and comply. They're going to tell people what they thought of you.


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