Getting Ready for an Interview with the CEO, Part 3

In Parts 1 and 2 of our series, “Getting Ready for an Interview with the CEO,” we talked about how to prepare for questions a CEO might ask you about who you are and what motivates you. In this third and final installment of our series, we discuss how to prepare for questions he or she might ask in order to understand how these qualities affect your approach to the job.

Q: Tell me about a situation where you did not get along with your supervisor. How did you handle it?

• At one time or another, everyone has had a difference with a supervisor. Think of an example or two ahead of time. When this question is asked, relay your example, including an analysis, and be honest about the cause of the problem—then show how you were able to reconcile the disagreement. After all, conflicts are not necessarily a negative, as diversity of thought can be healthy for growth. Explain how you handled the controversy and how it was resolved.

Q: What would your direct reports say about you?

• This is an opportunity to show the evolution of your role as a leader and illustrate how you have improved your skills over time. The crucial element is to describe your leadership journey: how your approach to leading people has evolved. As former Shell Oil Company President H.S.M. Burns once said, “A good manager is a man who isn't worried about his own career but rather the careers of those who work for him.”
  
  Your answer also should demonstrate how you are a mentor. Talk about a direct report or two whom you have helped to grow professionally. If you still are in touch (and you should be), be sure to mention that. Strong leaders can cite mentees counseled to success: think Larry Summers mentoring Sheryl Sandberg or Steve Jobs acting as a mentor to Marc Benioff.

Q: What would your spouse or sibling say about you?

• This is another chance to talk about your strengths. The CEO wants to know how people close to you outside of work see you. Make sure to point out the “good” along with the “not so good.” And be sure to add a little self-deprecating humor when discussing the “not so good.” For example, if a family member continually teases you about your tendency to scrimp and save, this gentle ribbing at home reveals you to be fiscally responsible—a concept near and dear to many sitting CEOs. And while your spouse may find it exasperating that you are hyper-organized when planning trips, this actually may be a plus to a CEO who is looking for an organized leader with a plan.

Q: What do you do for fun?

• This is a question meant to show a better-rounded picture of you as a candidate. You even may be able to incorporate some characteristics that might resonate in terms of skill set for the job or culture fit with the firm. For example, one favorite hobby of the Silicon Valley crowd is board games such as Settlers of Catan. Personally, I am a huge believer in competitive sports. People who have played team sports generally like to win more than lose, and they also understand how to play in a group—two very important advantages.

Q: Is there anything else you want me to know about you that has not been mentioned?

• This is a golden opportunity to make a positive final impression on the CEO. Talk about how you are a good fit for what the CEO wants to accomplish. Tie the narrative of your career to the CEO’s overarching strategy for the company to illustrate how you are a value-add not only to the company but also to this CEO.
  
  Almost more important than reviewing your skills and experience is discussing how you fit in with the company and its culture. After all, organizational culture plays a defining role in the success of senior executives. You will succeed only if you understand and embrace the organization’s culture. The CEO will be looking to hire someone who embodies the current culture of the company, as well as qualities he or she would like the company to possess in the future.
  
  Also, remember that asking great questions sometimes can define a meeting better than well-prepared answers can. Think about what is most important about the culture that you need to understand. Search social media and online for any mention of the CEO defining his or her company’s culture. Be prepared with great questions so you are confident that you are a good fit.

We value the feedback we received from the questions in Parts 1 and 2. And we look forward to hearing your thoughts and discussing shared experiences about the questions in this Part 3.