▸ WHAT IT REVEALSExecutive presence, communication under scrutiny.▸ GOOD ANSWER LOOKS LIKEPrepared thoroughly, represented well, clear outcome.▸ RED FLAGSUnprepared, off-message, or couldn't articulate the team's work clearly.▸ FOLLOW-UP PROBEHow did you prepare for that moment?

▸ WHAT IT REVEALSEmpathy, mentoring instinct, team orientation.▸ GOOD ANSWER LOOKS LIKENoticed proactively, approached with empathy, offered specific support.▸ RED FLAGSOnly noticed when it was escalated. Support was generic or minimal.▸ FOLLOW-UP PROBEWhat made you step in rather than leaving it to the manager?

▸ WHAT IT REVEALSJudgment, quality standards, pragmatism.▸ GOOD ANSWER LOOKS LIKEClear trade-off reasoning. Knows when 'good enough' is right and when it isn't.▸ RED FLAGSAlways prioritized one over the other without situational judgment.▸ FOLLOW-UP PROBEHow do you know when something is 'good enough'?

▸ WHAT IT REVEALSFollowership, professionalism, ability to commit.▸ GOOD ANSWER LOOKS LIKERaised concern through right channels, then committed and executed well.▸ RED FLAGSPassively sabotaged, publicly disagreed, or couldn't commit.▸ FOLLOW-UP PROBEDid the strategy work? Did that change your view?

▸ WHAT IT REVEALSGrowth mindset, openness to change.▸ GOOD ANSWER LOOKS LIKESpecific feedback, genuine reflection, clear behavior change that followed.▸ RED FLAGSCouldn't name specific feedback. Or dismissed it initially.▸ FOLLOW-UP PROBEWho gave you that feedback? Why did it land?

▸ WHAT IT REVEALSSelf-sufficiency, initiative, onboarding agility.▸ GOOD ANSWER LOOKS LIKEProactively sought context, built relationships, delivered early.▸ RED FLAGSWaited to be led. Took too long to ramp. Struggled without structure.▸ FOLLOW-UP PROBEWhat's the first thing you do in a new environment to orient yourself?

▸ WHAT IT REVEALSBusiness case building, executive communication.▸ GOOD ANSWER LOOKS LIKEClear framing, data-backed, outcome achieved or learnings from rejection.▸ RED FLAGSNo data used. Vague ask. Unclear outcome.▸ FOLLOW-UP PROBEWhat's the strongest argument you made?

▸ WHAT IT REVEALSAccountability, honesty, resilience.▸ GOOD ANSWER LOOKS LIKEOwns it, explains contributing factors without excusing them, pivoted.▸ RED FLAGSBlames market, tools, or team. No personal accountability.▸ FOLLOW-UP PROBEHow did you communicate that miss to leadership?

▸ WHAT IT REVEALSFlexibility, empathy, collaboration maturity.▸ GOOD ANSWER LOOKS LIKESpecific style mismatch described. Intentional adaptation. Positive outcome.▸ RED FLAGSAvoided them. Complained. Forced their style on the other person.▸ FOLLOW-UP PROBEWhat did you learn about your own working style from that?

▸ WHAT IT REVEALSContinuous improvement mindset, operational thinking.▸ GOOD ANSWER LOOKS LIKEIdentified the gap, designed improvement, implemented and measured the result.▸ RED FLAGSIncremental tweak with minor impact. No measurement of outcome.▸ FOLLOW-UP PROBEDid it scale? Who else adopted it?

▸ WHAT IT REVEALSBoundary-setting, prioritization, professional courage.▸ GOOD ANSWER LOOKS LIKEClear reasoning, communicated respectfully, offered an alternative or timeline.▸ RED FLAGSSaid yes to everything, or said no in a way that damaged the relationship.▸ FOLLOW-UP PROBEHow did they respond, and how did you handle that?

▸ WHAT IT REVEALSUpward communication, stakeholder management.▸ GOOD ANSWER LOOKS LIKEProactively kept leadership informed, used data, created alignment.▸ RED FLAGSOnly reacted when asked. Didn't manage expectations. Story is vague.▸ FOLLOW-UP PROBEHow do you decide what to escalate vs handle yourself?

▸ WHAT IT REVEALSCrisis management, accountability, composure under pressure.▸ GOOD ANSWER LOOKS LIKEHonest about what went wrong. Takes appropriate accountability. Clear recovery actions.▸ RED FLAGSBlames external factors entirely. No personal accountability.▸ FOLLOW-UP PROBEWhat was the first thing you did when you realized it was falling apart?

▸ WHAT IT REVEALSPersuasion, communication, understanding of others' perspectives.▸ GOOD ANSWER LOOKS LIKEEvidence-based approach, understands their objection, moves them thoughtfully.▸ RED FLAGSPushed harder, went around them, or gave up.▸ FOLLOW-UP PROBEWhat's your go-to approach when someone pushes back?

▸ WHAT IT REVEALSResourcefulness, creativity, operational efficiency.▸ GOOD ANSWER LOOKS LIKECreative solutions, prioritization, clear outcome despite constraints.▸ RED FLAGSComplains about constraints. Outcome suffered. Didn't adapt.▸ FOLLOW-UP PROBEWhat resource constraint has made you most creative?

▸ WHAT IT REVEALSProactiveness, analytical thinking, initiative.▸ GOOD ANSWER LOOKS LIKESpecific observation, what triggered it, action taken, impact.▸ RED FLAGSProblem was obvious or they only noticed it reactively.▸ FOLLOW-UP PROBEHow did you make sure the right people paid attention to it?

▸ WHAT IT REVEALSSocial intelligence, networking, building trust.▸ GOOD ANSWER LOOKS LIKEProactive, genuine approach. Specific steps. Positive outcome.▸ RED FLAGSWaited to be approached. Shallow relationship built. Story is thin.▸ FOLLOW-UP PROBEWhat's your formula for building trust quickly?

▸ WHAT IT REVEALSDepth of ownership, what they value, storytelling ability.▸ GOOD ANSWER LOOKS LIKEStrong narrative, personal contribution clear, outcome meaningful.▸ RED FLAGSCan't articulate why they're proud of it beyond 'it worked out.'▸ FOLLOW-UP PROBEWhat would you do differently if you were starting it today?

▸ WHAT IT REVEALSLearnability, intellectual curiosity, resourcefulness.▸ GOOD ANSWER LOOKS LIKESpecific method used, timeline, measurable result from applying the learning.▸ RED FLAGSSlow to start, relied heavily on others, or the story lacks urgency.▸ FOLLOW-UP PROBEWhat's your fastest path to competence in an unfamiliar area?

▸ WHAT IT REVEALSDirectness, empathy, coaching ability.▸ GOOD ANSWER LOOKS LIKETimely, specific, behavior-focused. Describes the impact and how it was received.▸ RED FLAGSAvoided it, delivered it poorly, or shows discomfort with direct communication.▸ FOLLOW-UP PROBEWhat was the hardest part — the feedback itself or the conversation?

▸ WHAT IT REVEALSLeadership, team motivation, problem-solving under pressure.▸ GOOD ANSWER LOOKS LIKEClear challenge, how they rallied the team, measurable result.▸ RED FLAGSTakes all credit. Team is barely mentioned. Outcome is vague.▸ FOLLOW-UP PROBEWhat would your team say about how you led them through it?

▸ WHAT IT REVEALSTime management, decision-making, ability to say no.▸ GOOD ANSWER LOOKS LIKEClear framework used, explicit trade-offs made, stakeholders informed.▸ RED FLAGSDid everything poorly, didn't communicate, or couldn't articulate how they chose.▸ FOLLOW-UP PROBEHow do you decide what NOT to do?

▸ WHAT IT REVEALSConflict resolution, emotional intelligence, client management.▸ GOOD ANSWER LOOKS LIKESpecific actions: listened, empathized, found common ground, resolved constructively.▸ RED FLAGSVague, avoided the issue, or escalated without trying to resolve first.▸ FOLLOW-UP PROBEWhat did you learn about managing that type of personality?

▸ WHAT IT REVEALSPsychological safety, professional assertiveness, maturity.▸ GOOD ANSWER LOOKS LIKERaised concern constructively. Either influenced the outcome or committed if overruled.▸ RED FLAGSSilently complied, went around the manager, or escalated inappropriately.▸ FOLLOW-UP PROBEHow did it affect your relationship with your manager?

▸ WHAT IT REVEALSAdaptability, resilience, change tolerance.▸ GOOD ANSWER LOOKS LIKEProactive response, positive framing, clear adaptation steps taken.▸ RED FLAGSResisted the change, complained, or waited to be told what to do.▸ FOLLOW-UP PROBEWhat's your default reaction when something changes unexpectedly?

▸ WHAT IT REVEALSInitiative, ownership, work ethic.▸ GOOD ANSWER LOOKS LIKEVoluntary action with clear impact. Not just 'I worked late.'▸ RED FLAGSConfuses working hours with delivering value. Story feels forced or minor.▸ FOLLOW-UP PROBEDid anyone notice? How did that make you feel?

▸ WHAT IT REVEALSJudgment, risk tolerance, decisiveness.▸ GOOD ANSWER LOOKS LIKEClear rationale, acceptable risk level, good outcome or solid learning.▸ RED FLAGSWaited too long, over-relied on others, or made a reckless call.▸ FOLLOW-UP PROBEWhat would you need to feel confident making a similar decision?

▸ WHAT IT REVEALSAccountability, self-awareness, learning from failure.▸ GOOD ANSWER LOOKS LIKEOwns the failure fully, explains root cause, articulates what changed afterward.▸ RED FLAGSBlames others, minimizes the failure, or can't identify a learning.▸ FOLLOW-UP PROBEHow did that failure change the way you work?

▸ WHAT IT REVEALSPersuasion, stakeholder management, political savvy.▸ GOOD ANSWER LOOKS LIKEClear challenge, specific influencing tactics, positive or learning outcome.▸ RED FLAGSRelied solely on authority, couldn't influence, or the story is vague.▸ FOLLOW-UP PROBEHow would you approach it differently now?

▸ WHAT IT REVEALSExecution under stress, prioritization, reliability.▸ GOOD ANSWER LOOKS LIKEClear stakes, specific actions, outcome delivered. Shows calm under fire.▸ RED FLAGSBlames others, outcome was missed, no reflection on what they'd do differently.▸ FOLLOW-UP PROBEWhat trade-offs did you make to hit the deadline?