When interviewing for a job, you naturally want to know what kind of manager you would be working for. However, the question “How would you describe your management style?” is not likely to give you an accurate answer. Many people, especially bad managers, are notoriously bad at assessing their own management style. They may paint a misleading picture of themselves, describing their style as hands-off when they’re actually micromanagers or claiming to have a supportive performance management system that they never use. The best way to find out about a manager’s true style is to talk to other employees or people who have worked with them before. Additionally, pay attention to how the interviewer describes success in the job and how you are treated during the interview, as these can provide valuable insights into a manager’s true nature. Ultimately, take any information provided about a manager’s management style with a high degree of skepticism.
Why ‘How Would You Describe Your Management Style?’ Isn’t Reliable
When interviewing for a job, it’s important to gain insight into the management style of your prospective manager. However, the question “How would you describe your management style?” may not provide reliable information. People, especially bad managers, are often inadequate at accurately assessing their own management style. In many cases, managers may present themselves in a way that doesn’t accurately reflect their true behavior and practices. Thus, it is crucial to consider alternative methods to assess a manager’s style that provide more accurate and reliable information.
People are bad at accurately assessing their own management style
Many individuals struggle to accurately assess their own management style. This can be attributed to various factors, such as the lack of self-awareness, biases, and the desire to portray themselves in a positive light. Some managers may genuinely believe they possess certain qualities, such as being hands-off or providing autonomy, when in reality, they are micromanagers. Others may describe performance management systems or recognition programs that they rarely implement in practice. As a result, relying solely on self-assessment of management style may lead to a skewed and unreliable understanding of how a manager operates.
Examples of misleading answers
During interviews, managers may provide misleading answers when questioned about their management style. They might use catchphrases like “open door policy” or “servant leadership” without truly embodying these principles in their day-to-day interactions. Moreover, they may share specific details about the company’s performance management system or rewards program, but fail to mention their inconsistent implementation or lack of utilization. These misleading answers often sound reasonable on the surface, but they do not provide a comprehensive or accurate understanding of the manager’s style.
Getting specifics doesn’t guarantee the whole picture
Even when managers provide specific details about their management practices, it does not guarantee a complete picture of their style. They might selectively disclose information that portrays them in a positive light while omitting crucial details about their actual behavior. For example, a manager may describe a structured performance system for addressing problems, but fail to mention that they only utilize it in extreme cases or after significant pressure. The specifics provided in their answers may mask the overall truth about their management style, making it challenging to form an accurate assessment.
Bad managers may not be intentionally deceptive
It’s important to understand that not all bad managers are intentionally deceptive during interviews. Many of them genuinely believe that they are good managers. They may be unaware of their deficiencies in management skills or possess blind spots when it comes to their own leadership style. Furthermore, some bad managers may be aware of the “right” things to say in response to questions about management style, leading them to give responses that sound favorable but do not align with their actual practices. Therefore, it’s crucial to approach self-descriptions of management style with skepticism and seek alternative methods of assessment.
The Best Way to Assess a Manager’s Style
Given the limitations of relying solely on self-assessment, it is important to explore alternative methods for assessing a manager’s style. These methods can provide more reliable and accurate information, allowing you to make informed decisions about working under a particular manager.
Talk to other employees on the team
One effective way to gain insight into a manager’s style is to speak with other employees who have direct experience working under them. By engaging in open and honest conversations with current or former team members, you can obtain firsthand accounts of the manager’s behavior, practices, and overall management style. It is essential to ask specific questions regarding how mistakes are handled, problem resolution, the level of job support provided, and any desired changes employees may have. This approach helps paint a more comprehensive picture of the manager’s style and how it may impact your experience within the team.
Ask about how mistakes are handled, problem resolution, job support, and desired changes
To gather more detailed information about a manager’s style, it is essential to ask specific questions that touch on various aspects of their management practices. For example, inquire about how mistakes are handled within the team. A manager’s response to this question can provide insights into their approach to accountability, learning, and growth. Similarly, asking about problem resolution can shed light on their communication skills, conflict management abilities, and willingness to address issues promptly and effectively. Inquire about the level of job support employees receive to gain an understanding of the manager’s commitment to their team’s development and success. Additionally, asking employees about any changes they would make to improve the team’s dynamics or work environment can help identify any underlying issues or concerns.
Utilize your network to find former employees or colleagues for insights
Leveraging your professional network can provide valuable insights into a manager’s style. Reach out to individuals who have previously worked with the manager or within the same company to gather their perspectives. Former employees or colleagues often have a broader understanding of the manager’s practices and behaviors, as they have experienced them firsthand. They can provide candid and honest feedback that may not be readily available during the interview process. Utilizing your network allows you to access a wider range of viewpoints, contributing to a more well-rounded assessment of the manager’s style.
Other revealing ways to assess a manager in an interview
While conversations with current or former employees and utilizing your professional network are effective methods, there are other revealing ways to assess a manager’s style during an interview. Pay attention to how the manager describes success in the job. A manager who can clearly articulate what success looks like demonstrates a thoughtful and well-defined approach to their team’s objectives. Furthermore, evaluate how you are treated throughout the interview process. Notice whether the manager is polite, respectful, and actively interested in you as a candidate. Their behavior during the interview can provide insights into their leadership style and how they value and interact with their team members. Additionally, assess the manager’s transparency about the downsides of the job or the company culture. A manager who is forthcoming about challenges and limitations demonstrates honesty and integrity.
The Importance of Gathering Feedback from Former Employees
To truly understand the reality of working under a manager, it is crucial to gather feedback from former employees. These individuals have firsthand experience with the manager’s style and can provide valuable insights into their behavior, practices, and overall effectiveness as a leader. Feedback from former employees can help you make an informed decision about whether a particular manager is the right fit for you.
Talking to people who have worked for the manager
When seeking feedback from former employees, it is essential to conduct open and honest conversations. Encourage individuals to share their experiences, both positive and negative, to gain a well-rounded understanding of the manager’s style. Ask specific questions about their interactions with the manager, the level of support they received, and any challenges they faced. Inquire about the manager’s communication style, decision-making processes, and overall leadership approach. By actively listening to their experiences, you can form a comprehensive assessment of the manager’s style and how it aligns with your own preferences and work style.
Challenges in obtaining feedback from former employees
While gathering feedback from former employees is valuable, it may come with its own set of challenges. Former employees may be hesitant to speak openly about their experiences, especially if they fear potential repercussions or negative references. It is crucial to create a safe and confidential space where they feel comfortable sharing their thoughts and opinions. Assure them that their feedback will be treated with sensitivity and confidentiality. Additionally, be mindful of any biases or personal grievances that former employees may hold. It is essential to consider multiple perspectives and seek feedback from a diverse range of individuals to obtain a balanced and accurate assessment.
Approaching self-descriptions of management style with skepticism
Given the limitations and potential biases in self-descriptions of management style, it is imperative to approach them with skepticism. While managers may believe they possess certain qualities or practices, their perspective may not align with the experiences of those who have worked under them. By seeking alternative methods of assessment, such as speaking with other employees and gathering feedback from former employees, you can obtain a more accurate and reliable understanding of a manager’s style. This approach ensures that you have the necessary information to make informed decisions about the potential fit between you and a particular manager.
In conclusion, relying solely on the question “How would you describe your management style?” may not provide reliable information about a manager’s actual style. People, especially bad managers, are often inadequate at accurately assessing their own management style, leading to misleading answers. To assess a manager’s style more effectively, it is crucial to engage in conversations with other employees, ask specific questions about various management practices, utilize your professional network for insights, and gather feedback from former employees. By employing these methods, you can gather more accurate and reliable information about a manager’s style, ultimately aiding in your decision-making process and ensuring a better fit for your working environment.
