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Inspiring Others

Energizing and inspiring others to strive for excellence and commit to common goals and purposes, creating a sense of self-efficacy, resilience, and persistence in followers.
Level 1 Supports others to meet goals and excel at work.

BEHAVIORS

  • Provides others with the information required to perform jobs.
  • Advises others on how to achieve defined, realistic, and attainable goals.
  • Recognizes others for their achievements and contributions.
  • Provides constructive feedback for improving performance.
  • Expresses trust in others and openness to others’ ideas, regardless of their job position.
  • Breaks down goals into manageable components for others, reducing anxiety and resistance

QUESTIONS

  • Tell me about a time when you helped another individual set job goals focused on their contribution to the team / organizational success.

Probing Questions

* How did you approach this task?

* What support did you provide?

* How did this individual response to your efforts?

* Is there anything that you would have done differently?

  • Describe a situation where it was necessary to provide feedback for performance improvement.

Probing Questions

* How did you prepare yourself to provide the feedback?

* Describe how the feedback process unfolded?

* How did the other person respond?

* What was the outcome?

Level 2 Promotes an environment for success within teams.

BEHAVIORS

  • Considers team members’ competencies, interests, strengths, and concerns when establishing team structures, roles, and responsibilities.
  • Uses individual as well as group goal setting to maximize performance.
  • Invites input from each person, sharing ownership and visibility.
  • Promotes confidence and optimistic attitudes through positive feedback and reinforcement.
  • Delegates tasks to team members in order to provide opportunities for growth, offering support, and feedback at the same time.
  • Empowers team members with decision-making authority.

QUESTIONS

  • Tell us about a time when you needed to shift roles and responsibilities within a team to improve overall performance.

Probing Questions

* How did you determine individual strengths and weaknesses?

* How did you undertake the change – what steps did you take?

* What did you do to motivate individuals to accept and commit to changes in roles?

* How did this impact team performance?

  • Describe a time when it was necessary for you to gain commitment from your team to meet stretch performance goals set by the organization.

Probing Questions

* How did you communicate this to your team?

* What actions did you take to influence them and create buy-in?

* How were the "stretch" goals reflected in their individual performance objectives?

* How did the team respond to the challenge of meeting the stretch goals?

Level 3 Fosters engagement across different teams.

BEHAVIORS

  • Resolves conflict across teams fairly and sensitively.
  • Translates the mission of cross-functional collaborations into terms relevant to each team’s work, generating excitement and commitment.
  • Seeks to understand and address concerns and resistance in cross-team collaborations.
  • Recognizes individual and group achievements and talents across functions.
  • Facilitates teams to understand and align their objectives with cross-functional goals.

QUESTIONS

  • Describe a scenario where you were charged with mobilizing a cross-functional team to take on a particularly challenging project.

Probing Questions

* What did you do to create a sense of common purpose?

* How did you handle friction within the newly formed team?

* What did you do to measure individuals and the team's performance?

* Describe the outcome /level of success?

  • Describe when you had the challenge of building support for initiatives/goals with people who did not report to you?

Probing Questions

* How did you communicate the importance of the goals?

* How did you handle negative feedback?

* What did you do to adapt the message to this different audience?

* What did you ultimately do with the outliers?

Level 4 Builds passion and enthusiasm for the organization’s mission.

BEHAVIORS

  • Challenges rules or practices that present barriers to independent action and decision-making.
  • Brings excellent performance to the attention of the larger organization.
  • Provides incentives to encourage widespread participation.
  • Communicates a long-term vision that resonates among organization members.
  • Models a genuine passion for the organization’s vision, mission, and values, cultivates a feeling of energy, excitement, and optimism across the organization.
  • Communicates high expectations for self and others, creating an environment where people consistently push beyond expectations.

QUESTIONS

  • Talk about a time when you had to create an environment where people were required to push beyond limits that they had set for themselves.

Probing Questions

* What was at stake?

* How did you remove personal or systemic barriers?

* How did your actions impact organizational culture?

* How did you measure the shift, change, and/or outcomes?

  • Describe a time that you inspired enthusiasm and commitment to the organization's vision and mission.

Probing Questions

* Who was the target audience?

* How did you communicate your message?

* What did you do to position the message(s) in terms relevant to the targeted stakeholders?

* What was the result of this initiative?

Level 5 Inspires support for the organization’s mission in the community and the industry.

BEHAVIORS

  • Advocates for the organization’s mission and value proposition to the wider community.
  • Articulates the organization’s vision in terms that stakeholders outside the organization can embrace.
  • Builds partnerships outside the organization to engage the wider community and support the organization’s vision.
  • Articulates a vision for where the industry is going in the future, inspiring and mobilizing others to action.

QUESTIONS

  • Describe a time when you have built upon external partnership(s) to further your organization’s vision for your industry.

Probing Questions

* How did you go about identifying potential partners?

* How did you engage with the partners?

* How did you gain support from your own senior management group?

* What was the outcome – how did you determine the level of success?

  • Describe a situation where you took action to create a commitment to and enthusiasm for the organization’s mission and value proposition among external stakeholders.

Probing Questions

* What were the circumstances?

* What did you do to determine the key stakeholder groups?

* How did you create buy-in among the different groups?

* What were the outcomes?