Obtaining an MBA will give you a leg up on the competition for high-paying positions in the business world. Management is not a child’s task, it requires patience and perseverance. Thus, preparing for an interview is a crucial step for aspirants who wish to make their career as stage managers.
Top 21 Stage Manager Interview Questions To Nail The Interview Round
1. How do you assign responsibilities to your crew as a stage manager?
I like to assign assignments depending on each team member’s ability to do the work. I want to get together with my staff and talk about the project before delegating. We deconstruct it and figure out exactly what has to be done and who would be most suited for each task. Each assignment is reviewed by me to ensure that the person to whom it is allocated has the knowledge and abilities necessary to execute the work in the time allotted.
2. What do you consider to be your most significant managerial flaw?
There are moments when I have to remind myself that, even though I am the project supervisor, I am not ultimately accountable for the project’s success or failure. When difficulties arose in the past, I would frequently pitch in and address the problem myself, circumventing the individual who was allocated the duty.
While my intervention solved the actual issue, it made team members feel as if I did not trust or believe in their abilities. It was a difficult lesson to be learned, but today, whenever I am confronted with a problem, I look at the bigger picture, take some deep breaths, and analyze what is happening and how I can address it without stomping on toes or hurting my teammates.
3. Describe a time when you had to make a hard choice in your current role.
I was in a circumstance a few years ago when I was in charge of hiring a new staff person for a significant project we were engaged in. I had narrowed the field to two candidates: a recent recruit who was ideal for the job and a long-serving colleague who was never quite suited for the job but whom I regarded as a special acquaintance.
I was the one who recruited the new employee. When my friend inquired about my decision, I described it to him. We spoke about alternative options where he might be a better fit. It was not an easy choice at the time, but it was the correct one.
4. How would you get people to do what you want them to do?
I was in charge of a sales department a few years back. While our results were okay, they were not spectacular, and a large part of it was due to one of the team members coping with a child who was undergoing chemotherapy. Because of the complexity of the problem, I assured them that if they beat last year’s record, I would cut my hair and contribute a percentage of my pay to a leading cancer foundation that worked with the employee’s daughter.
Suddenly, everyone in the group was working overtime, and it had become a company-wide event. We not only beat last year’s milestone, but we had so much joy that we decided to make it an annual celebration.
5. Describe an instance when you demonstrated leadership by example.
When I assign duties to my team, I make sure they are not ones I would not perform myself. When we received a call from a company that had much of our equipment in a sewage tank, I was overseeing a department that was accountable for the upkeep and inspecting float sensors used in water tanks. To save the staff any further suffering, I cleared the schedule and accompanied them in the tank. We completed the assignment in one day, and the customer was pleased.
6. Describe a moment when you had to terminate an employee.
I worked as a supervisor at a neighborhood pool one summer. We had a worker who has always been late for work. Like his boss, it was my responsibility to speak with him about the matter. In three instances, I approached him and explained why he was late, how it was a breach of company policy, and how the fourth time would result in his firing. Regrettably, he was late for the fourth time, and I had to inform him that he would be fired. It was a difficult assignment, but it had to be completed.
7. What are your strategies for resolving team conflict?
Every tale has two sides, which is why I must stay as objective and open-minded as feasible whenever I hear about colleague disagreement. A few years back, I was in a scenario where some members of the group were at odds with one another.
Rather than allowing it to fester or hoping that they would figure it out on their own, I sat down with each of them personally and urged them to realize what was going on. The situation was handled after we explored fair and professional options that appealed to both sides.
8. What methods do you use to deal with stress in your team?
While I feel that I do some of my finest work under stress, I recognize that not everyone operates in this manner, which is why I try to keep a tight check on everyone on my team. If I observe any signs of tension or negativity in the team, I will talk to the people involved, analyze the issue, and see what I can do to help.
9. What do you consider to be a successful person in your opinion?
Setting objectives, identifying the actions necessary to reach those objectives, and then executing those tasks are all things that I value. This not only helps me to split down the large picture into manageable chunks, but it also provides me with a solid sense of what has to be done.
10. Describe your leadership style as a stage manager.
When it comes to particular chores, I prefer to be hands-off, but I am always there for aid, direction, and assistance when required.
With regular casual check-ins, I want to know what is going on, but I try not to make individuals feel like I am breathing down their throats or forcing everybody to give up important work time to have pointless team meetings.
11. What was your motivation for applying for this position?
I wanted to work for a firm like -name of the firm-, which loves its people and strives to help them reach their full potential. This employment is a perfect match for my existing talents, thus there is also the chance to take my performance to the next step and contribute to the company’s continuing growth.
12. Do you like a certain type of working environment?
My work atmosphere allows me to be adaptable. I can adjust to practically any scenario.
13. How do you believe your workers feel about your leadership style?
They would describe me as straightforward, and my activities are in line with the company’s objectives. They would describe me as an open communicator who provides them with the resources they require to succeed.
14. What are the characteristics of a good manager?
An effective manager must be a leader, as this is the only way to encourage and influence staff to motivate and inspire. A manager should also have a perspective for the team’s and company’s future.
15. What makes you a good hire?
You want a manager that is self-assured, goal-oriented, and capable of motivating his or her staff. I possess such characteristics and will be able to lead the organization to new heights that your company requires.
16. How can you keep your managerial skills up to date?
I am always reading books regarding the subject. I pay attention to comments from my bosses and put them into practice. When possibilities occur that will stretch my present abilities, I will jump at the chance.
17. What do you consider to be the most significant characteristics of a team?
To have a varied group of individuals with a foundation of mutual trust and respect, a high degree of communication is required, as well as the capacity to operate as a team.
18. Do you also have budgeting experience?
Yes, I have done budgeting before. I look about what a reasonable cost for a particular task would be depending on previous experience or that of other managers. Based on these figures, I devised a budget.
19. What was the least satisfying aspect of your previous job?
Some of the papers that I would occasionally manage for another department.
20. How do you make friends with a new worker?
I will hold an initial one-on-one discussion with the prospective employee to explain my objectives and hear about their preferred management style. That way, I will know how to be productive when the situation arises.
21. A formerly high-performing member has suddenly underperformed. What would you do in this situation?
I would show them their productivity records so they could see how their performance has declined. I would then inquire as to why it had changed. I would reiterate my commitment to assisting the employee in getting back to normal and providing specific recommendations.
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Sandeep Bhandari is the founder of PrepMyCareer.com website.
I am a full-time professional blogger, a digital marketer, and a trainer. I love anything related to the Web, and I try to learn new technologies every day.
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