What Kind of Boss Would You Be?

Question 1

A new team member is struggling in their first month. How do you handle it?

Accepted Answer

Sit down with them regularly to coach them through the learning curve personally, Set clear performance benchmarks and check in on measurable progress, Ask the team for input on how to best support the new person, Share the bigger picture of what the team is building so they find their motivation, Give them space and resources to figure it out at their own pace

Question 2

Your team has to choose between two project approaches. There are strong opinions on both sides. What do you do?

Accepted Answer

Facilitate a discussion to help each person see the merits of the other side, Analyze both options against the data and make the call that delivers the best results, Put it to a team vote and go with the majority decision, Choose the approach that aligns with the bigger strategic vision, even if it's unpopular, Let the team debate it and come to their own conclusion without your interference

Question 3

It's performance review time. What does your ideal review conversation look like?

Accepted Answer

A two-way growth discussion focused on their career development and learning goals, A straightforward review of metrics, deliverables, and measurable outcomes, A collaborative conversation where they self-assess and we compare perspectives, A forward-looking discussion about how their role connects to the team's evolving mission, A brief check-in because people who need long reviews are probably micromanaging themselves

Question 4

One of your top performers asks for a raise you cannot approve right now. How do you respond?

Accepted Answer

Be honest about the situation and work together on a development plan that builds their case, Show them exactly what targets they need to hit to make the raise undeniable, Advocate for them with upper management and keep them informed about the process, Help them see the long-term trajectory and how their patience will pay off in the bigger picture, Tell them to put together their own case and you'll forward it up the chain

Question 5

Your team just missed a major deadline. What's your first move?

Accepted Answer

Meet with each person to understand what went wrong and what they need to succeed next time, Conduct a root cause analysis focused on process failures and implement fixes immediately, Hold a team retrospective where everyone openly discusses what happened and proposes solutions, Refocus the team on the larger mission and reframe the setback as a learning opportunity, Trust that the team learned from it and will self-correct without heavy intervention

Question 6

A team member comes to you with a personal problem that is affecting their work. How do you handle it?

Accepted Answer

Listen compassionately, help them find resources, and adjust their workload temporarily, Express empathy but also discuss a plan to maintain their performance during a difficult time, Check in with the team to redistribute work fairly while the person gets back on track, Remind them that the team needs them and their contribution matters to something important, Tell them to take whatever time they need and handle their own situation

Question 7

You have budget to send one person to an expensive industry conference. How do you decide who goes?

Accepted Answer

Send the person who would benefit most from the learning and growth opportunity, Send the person whose attendance would generate the most measurable ROI for the team, Let the team discuss it and decide together, or rotate the opportunity fairly, Send the person who will bring back insights that align with the team's future direction, Post the opportunity and let whoever is most interested claim it

Question 8

Two team members are in a heated conflict that is disrupting the group. What do you do?

Accepted Answer

Meet with each person individually to understand their perspective, then mediate a resolution, Tell them the conflict is unacceptable and set clear expectations for professional behavior, Bring the issue to the team in a constructive way so everyone can address the tension, Reframe the conflict as a creative tension that can strengthen the team if channeled properly, Let them work it out themselves unless it starts affecting deliverables

Question 9

Your company asks you to implement a policy you personally disagree with. What do you do?

Accepted Answer

Explain the policy to the team honestly, share your own perspective, and help them adapt, Implement it efficiently while tracking its impact on team performance metrics, Discuss it openly with the team and collectively figure out the best way to adapt, Reinterpret the policy through the lens of the team's mission and values, Pass along the information and let each person figure out how it affects their work

Question 10

How do you want your team to describe you when you're not in the room?

Accepted Answer

Someone who genuinely cares about each person's growth and development, Someone who sets high standards and helps us achieve excellent results, Someone who values every voice and makes decisions fairly and transparently, Someone who inspires us with a compelling vision and makes us believe in what we're building, Someone who trusts us completely and gives us the freedom to do our best work

What Kind of Boss Would You Be?

Quiz Questions