| "Pretend that you are your current boss, what | | | | good insight into possible issues that you might |
| would you do differently?" is poised to you in an | | | | present as an employee. If you were to speak of |
| interview. Classic question, imagining to walk in the | | | | numerous changes, that could indicate someone |
| shoes of the person that has been overseeing | | | | that will stir the pot, offering unbalance to the |
| you for the recent past. How many times have | | | | work group and you could be a management |
| you thought during that time that you could do | | | | problem. Balance is key here. Not everyone like |
| the job better or that you would have gone in a | | | | every single thing about their position. No one |
| separate direction? How we go about answering | | | | expects that every aspect of the job is in exact |
| this can dictate a good deal about the interview | | | | alignment as you would want it, but they are |
| and how the manager sitting in front of you looks | | | | looking for people that can work well within the |
| at you moving forward. | | | | technical environments and be productive not |
| This is NOT a time where you elaborate on how | | | | disruptive. Let them know that you being the |
| you should be in the manager role, were passed | | | | manager is a tough role, and decisions are based |
| over, and if you were in the position how things | | | | on varying aspects (some of which you were not |
| would be so much better. If you would like to | | | | exposed to) but based on the information you |
| place yourself in the NEVER TO HIRE file for the | | | | have this is how you would proceed. This shows |
| company, go ahead and speak like that. It is sure | | | | your understanding of the trials of mgmt and that |
| to do nothing but end the interview early and | | | | you are not aware of all details when making |
| never get you a phone call back. The decision on | | | | certain decisions. The person will appreciate your |
| how to answer this will be based on personal feel | | | | empathy to their position. |
| for the manager that is in front of you now. | | | | Make the answer flow. You can ever turn the |
| Customize what aspects of your boss you like | | | | question back to the manager after you answer, |
| dislike and form them to address the key areas | | | | asking them if they were in that certain |
| of concern for this job you are looking at. For | | | | situation...what would they do? People enjoy |
| example, if the position requires a great deal of | | | | speaking about themselves and if the issue was |
| team building, decision making within groups and is | | | | technical in nature, the right person will spill off |
| a predominately matrixed organization....you can | | | | about their plans and how they would address the |
| speak to the fact that your current boss makes | | | | issue (especially if they think the solution your |
| decisions in a similar fashion, bringing together the | | | | current manager used was wrong). Remember to |
| team to determine best practices and strategy. | | | | be understanding and show balance in your |
| Therefore, there is really not too much that | | | | answer, allowing the manager to see that you are |
| would be different about what you would do in | | | | a team player and someone that can take |
| the boss's shoes since you were part of the | | | | direction but that you will offer opinions when |
| decision making process to begin with. | | | | needed and that you can stand your ground |
| This question offers a savvy interviewer some | | | | without causing an upheaval. |