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Question the Boss We've all been in interviews where the hiring manager says, "Do you have any questions for me?" Often we'll respond with something like: "Yes, tell me more about how you see this industry changing, what you see as the most important trends or problems, and which parts of the industry will probably grow (or decline) and at what rates over the next few years?" But what about how your new boss handles expectations, goals, disagreements, successes, mistakes, priorities, risk, reports, decisions, negotiations, anger, and conflict? Once you understand your prospective boss' style, you will be able to compare that with your own style--are you compatible? Recently a client - Rick - got another "new boss" (boss number 6 in the last 14 months!). Knowing that his relationship and communication with his new boss may have more to do with his success (and staying power) than any other single job-related factor, Rick wanted to identify and understand his new boss's style. Here are the questions he used, with potential answers: 1. What is your #1 priority in the next six months? Try to uncover as much specific info as possible -- "Better than last year," isn't a specific 6-month goal. 2. What results do you expect of me over the next six months? Again, specifics needed here: If it can't be measured, there could be a question as to whether you achieved it. 3. How will I know if my performance doesn't meet your expectations? A healthy communicator will advise you that he/she will be honest, fair and timely with feedback, including specific, clear examples of the behavior or performance that isn't working. Be careful if your potential boss glosses over this one. 4. What is your preferred decision-making process? What you're really interested in is how involved you will be in the decision-making process, and the response to this one should tell you. 5. What should I do if you become angry? Any response that implies that you should endure verbal abuse in silence is unacceptable. 6. How do you handle conflict? If he/she replies with the equivalent of "openly, directly and immediately," that's great. If he/she denies the existence of conflict in the organization, watch out! 7. How much do you want to know about a problem? Full details, rough outline, bottom line, or something in between? This one will help you understand the micro-management tendencies. Once Rick and his new boss had a chance to review these questions, they opened a dialog that allowed them to each better focus on their respective value to the organization, without having style issues get in the way. If you find yourself applying for a new job, or getting a new boss in your current job, consider what questions you'd like to have answered about the "soft skills" side of the relationship. It could save you trouble in the long run. |
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