Leadership Interview

When I knew that we needed to interview somebody for our final analysis paper, I immediately think of my manager whom I have worked with since I finished my high school. She is the person whom I admire because of her excellence and abilities in leadership. In the interview, I asked her seven questions that I thought they didn’t only demonstrate her leadership style but also how her behaviors illustrate the top types that she scored in her type test.
The first question I asked was about what she thought would be the best combination for a leader in a similar position like her. Her answer was the combination of Will, Organizer, and Scientific. My answer about her leadership style was similar to hers. The combination was good because she worked
The next question I asked was about how she motivated and maintain her employees’ courage to increase workplace performance. What I experienced while working with her was that the working environment was naturally pressure and boring. Employees dealt with statistics and accuracy was one of the top priority. There were five answers that I found were helpful and easy to apply. They were having casual Fridays, having lunch together, frequently checking performance, setting clear and realistic objectives, and fairly in giving reward and punishment. She believed that casual Fridays would help employees feel comfortable and less stress near the end of every week. Motivation usually went down at the end of the week, so making employees feel relax and comfortable could encourage them to go to work. The nature of working place didn’t give employees and their manager a good chance to communicate except meetings. Therefore, she asked and invited employees to have lunch together at least once a week. During the meal, they could talk about anything like concerns or ideas about work or just chatting. The reason was trying to create a connection or even a strong relationship with each other so that employees and their manager understand each other better. She also frequently checked the progress of employees to make sure that they were on time with their work. She also made herself available at work for help when her employees need. However, she still had a strong expectation for the result of her employees. She recalled that she still sometimes didn’t care about her employees’ feeling when mentioning about their performance. She tried to improve, but she admitted that it was a hard process to improve her weakness, especially in the environment which was so stressful. She felt confident that clear and realistic objectives would be the best way to keep courage