Personnel Selection: Interview Questions: Attitude

Positive Tone

Can you contribute to a positive work environment?
How would you contribute to a positive and fun work environment?
Do you remain positive even when working with individuals who have poor attitudes?
Describe how you would build and maintain positive relationships with peers.
Did you enjoy working for [company]?
Did you set a positive tone for the department and team?
Do you enjoy working in the department?
Share an example from your previous position, in which you chose to have a positive attitude regardless of circumstances.

Open and Approachable

As a new manager, how would you encourage openness and constructive dialogue around the recent departmental changes?
Being able to multi-task is important in this job. How do you remain approachable and easy to talk to when there are strict deadlines approaching?
How would you build open and trusting relationships?
Have you sought feedback from others, including junior staff?
Are you able to engage with employees at every level in a warm, approachable manner?
Do you view feedback as a tool for improvement rather than a threat to ego?
How do you greet teammates each morning? Do you greet teammates each morning with authentic warmth and curiosity?
Describe how you would appreciate feedback from others and viewed it as an opportunity for self-improvement.

Gracious

How did you exhibit a professional and gracious demeanor?
Expressing sincere appreciation for others' efforts regardless of how routine or behind-the-scenes they may be is important. Give examples of when you expressed appreciation for the work that others did?
Do you express gratitude for effort, not just outcomes?
Did you appreciate the efforts of others?
In your previous position, were you gracious and professional in your interactions with others?
Have you complimented employees when they did a good job?
Would others describe you as pleasant and gracious to work with?

Concern for Others

Share an example from your previous position, in which you showed genuine interest in the well-being of colleagues, beyond their work performance.
Give an example of how you are sensitive and understanding toward those who might be having a bad day or have a less than positive attitude at work.
Do you have a concern for employees in the department?
Do you have genuine concern for others?
Are you able to be genuinely concerned about others in the department?
In your previous position, did you demonstrate sincere caring for employees in the department?
As a new manager, how would you show empathy in your interactions with others?

Respectful

Give an example of how you acknowledged team members' emotions and perspectives, even when they differ from my own.
Share an example in which you showed by your actions that you trusted in the positive intentions of others.
In your previous position, did you respect boundaries and personal differences?
Do you listen actively to others without interrupting or dismissing their contributions?
Do you speak with civility and kindness, even under pressure or during disagreement?
How would you make space for others to share perspectives on changes?
Are you able to accommodate differing work styles and needs when planning team interactions?
Are you able to refrain from sarcasm, judgment, or belittling remarks in conversations?
Do you treat all people fairly and with respect?
Give an example of how you treated others with respect.

Optimistic

Can you speak positively about the organization's direction and help staff to see the bigger picture?
Are you optimistic about the future direction and plans?
Give an example of when you demonstrated confidence in navigating ambiguity and motivating others to act despite uncertainty.
Give an example of how you showed optimism in challenging moments.
Maintaining momentum during difficult phases of a project requires some strategy. Some managers celebrate project milestones to reinforce the progress that was made. How would you maintain momentum during difficult phases of a project?
How do you feel about the team's ability to overcome challenges and thrive?
Would colleagues say that you always undertake projects with an expectation of success? Do you expect to succeed?
Do you communicate future goals with excitement and clarity, inspiring confidence in what lies ahead?
How do you look for ways to succeed in spite of any obstacles or circumstances?

Resilient

As a new manager, how would you display persistence in pursuing goals despite obstacles and setbacks?
In your previous position, how did you focus on solutions rather than obstacles when facing setbacks?
Do you embrace unexpected challenges with a calm, solution-oriented mindset?
How do you bounce back from setbacks?
Did you frame setbacks as temporary and treatable, helping the team stay focused on solutions?
Do you usually approach setbacks with a positive attitude?
For your employees, how would you model resilience in the face of adversity?

Learns From Mistakes

Did you reflect on missteps with a focus on building future success?
How would you share lessons learned with the team to prevent recurring mistakes and strengthen performance?
Can you admit when mistakes are made and model the appropriate responses to learn from them?
Setbacks are met with composure to reframe challenges as opportunities for growth.
How do you create space for constructive dialogue around mistakes, viewing them as learning opportunities?
Everyone makes mistakes at some time. Do you search for things that can be learned so that it doesn't happen again? Give an example.
Are you able to approach failures as stepping stones toward improvement?
Share an example in which you turned mistakes into actionable learning moments.

Flexibility

How did you remain curious and adaptable when faced with unfamiliar challenges?
How do you demonstrate openness to feedback, adapting personal approaches when new insights emerge?
Give an example of how you would model adaptability and proactive engagement.
How would you support alternative approaches and encourage creative problem-solving when roadblocks arise?
How do you cope with changes?
How would you demonstrate a positive attitude when responding to last-minute changes and shifting priorities?
Share an example from your previous position, in which you encouraged others to overcome resistance to change.
Describe how you would welcome revisions to plans when they lead to better outcomes, rather than clinging to original strategies.
Give an example of how you responded constructively to last-minute changes and shifting priorities.
Have you adjusted leadership style to meet the needs of different individuals and situations, showing empathy and agility?
How do you maintain team morale during shifting conditions?
Changes can bring new opportunities. How do you able to stay optimistic during transitions?

Pride in Work

Describe how you would consistently hold yourself to high standards, even when others might settle for "good enough."
Would your colleagues say that you always did your best effort on the job?
Explain how you would show up each day with a commitment to exceed expectations, not just meet them.
In your previous position, did you take adequate time to polish presentations, communications, or reports, ensuring they reflected professionalism and clarity?
Do you add creative flair or thoughtful touches to deliverables, demonstrating pride and joy in your work? Describe some examples.
Give an example of how you have presented work with an "I stand behind this" mentality, demonstrating your personal accountability.
In your previous position, did you promote high ethical standards and values-driven work? Explain.
Give examples of how you have demonstrated care and thoughtfulness in even the smallest of tasks.
Do you take pride in the quality of your work and seek continuous improvement?
When you care about your work, you keep going even when it's tough. Do you stick with things through setbacks--and see mistakes as chances to learn?

Confidence

Confidence means speaking clearly and with conviction about your work, while staying open to feedback and different perspectives. Share a time when you presented a project and welcomed input from others.
Managers build confidence by leading with courage and follow-through. How did you build confidence in your team to step up and take action?
Did you have confidence in your team's ability to overcome obstacles and deliver results?
Facing the unknown takes confidence--you need to stay curious and focused instead of pulling back. Can you share a time when you handled an uncertain situation with confidence?
How do you stay confident in your leadership when results are unclear or praise is delayed?
Speaking about your work with energy and vision shows confidence. Can you give an example of how you did that in a past role?

Accountability

Accountability involves owning outcomes, even when challenges arise. How do you approach situations where things don't go as planned--especially in terms of sharing responsibility?
Do you show initiative in resolving challenges rather than waiting for others to intervene?
Share an example from your previous position, in which you owned the impact of your actions and words, taking corrective steps when needed.
Someone with a positive mindset shows balanced accountability. Can you share an example of how you take ownership not only when things go well, but also when they don’t?
A manager with a positive attitude demonstrates integrity by acknowledging their missteps. Can you describe a time when you took responsibility for a mistake and showed accountability through your actions?
Do you hold myself accountable for your performance and results?
Are you able to follow through on commitments consistently and honor deadlines without needing reminders?

Volunteerism

Do you participate in planning and facilitating team-building activities or staff recognition events?
As a new manager, would you volunteer for tasks or initiatives that stretch your skills, showing eagerness to contribute and grow?
Are you able to volunteer to represent the team in cross-functional or company-wide work groups?
Give an example of how you would contribute extra effort during peak periods to relieve pressure from colleagues.
Give an example of how you welcomed challenging assignments as opportunities to stretch and grow.
Would you volunteer to take responsibility for assignments that fall outside your immediate scope to help move the team forward?
Have you stepped forward and volunteer to support time-sensitive tasks without being asked, especially when others were unavailable?
In your previous position, did you volunteer willingly for assignments?
Did you offer to test new tools, systems, or workflows to improve organizational effectiveness?
Would you volunteer to help troubleshoot issues or streamline processes that others may avoid?
If hired, how would you offer to lead new initiatives, pilot programs, or improvement efforts to advance team goals?

Helping Others

If hired, how would you visibly support and encourage others in their work?
In your previous position, did you work to eliminate unnecessary work or barriers that got in others' way?
If needed, are you able to mentor and coach employees?
Do you seek opportunities to be helpful to others?
In your previous position, have you offered constructive criticism to coworkers?
People with a service-oriented mindset ask, "Where can I help?" when the team face challenges. Give an example of how you demonstrated a service-oriented mindset.
Do you seek out mentorship opportunities to support junior staff or onboard new employees?

Excellence

Excellence begins with personal ownership of departmental success. In what ways did you take direct responsibility across key areas of performance?
As a new manager, your actions, decisions, and expectations directly shape your team's performance. How would you demonstrate, and reinforce, your high standards of excellence?
Do you go above and beyond when the team or organization need extra support?
Would your colleagues say that you respond well to instructions and assignments?
Success often stems from accountability and initiative. How do you contribute to your team's success?
Embodying excellence means taking ownership your department's outcomes. How were you personally engaged in driving performance across its operations?
Explain how you would proactively seek feedback to refine outcomes--not out of obligation but a desire to elevate quality.
Did you model a growth mindset by share what you learned in real time?
Share an example from your previous position, in which you set personal goals to raise the standards of excellence within your role.

Willing to Learn

Are you curious, tending to foster innovation?
In your previous position, did you actively seek insight from colleagues at all level and backgrounds?
Do you view every interaction as an opportunity to grow and refine perspective?
How do you show curiosity in learning new tools or techniques to continuously improve work outcomes?
In your previous role, can you share a time when your curiosity led you to explore and learn a new tool, system, or workflow--and how that shaped your performance or team impact?
As a new manager, how would you foster a culture of shared learning—where contributions are recognized, thoughtful questioning is encouraged, and feedback becomes a tool for growth?
Can you share how you embraced continuous learning in your previous role--especially how you reflected on both successes and setbacks to refine your approach?
Do you seek input from others before making decisions, acknowledging the value of diverse perspectives?
Do you seek to learn from everyone and every experience?

Risk Taking

Share an example from your previous position, in which you framed smart risk-taking as the best approach to solving problems.
How would you inspire your team to bring forward bold or unfinished ideas--especially when outcomes are uncertain?
Can you share a time in your previous role when you took a calculated risk to achieve an important goal--and how you managed the uncertainty?
Can you share how you've contributed unconventional or evolving ideas in team settings--especially when outcomes weren't clear yet—and how you nurtured trust in that collaborative process?
In your previous role, how did you inspire your team to explore new ideas and take bold steps--especially when outcomes weren't certain?
If hired, how would you demonstrate self-confidence and take thoughtful risks to move important initiatives forward?
How would you encourage the team to experiment and learn, reinforcing that setbacks are a natural part of progress?
Learning often comes from trying, failing, and trying again. As a new manager, how would you help your team feel confident taking risks and learning from trial and error?
Can you describe a time when you stood by a decision, especially one involving thoughtful risk, and demonstrated ownership throughout the process?

Respects Time

Give an example of how you recognized time as a shared resource and managed it responsibly.
How do you ensure your actions contribute to efficient and respectful use of the team's time?
How important is it to respect schedules and avoid unnecessary delays?
Time is a limited resource. When working on a team, respecting others' time is essential. Share an example of how you stay prepared and focused to make collaboration efficient and purposeful.
Tell me about a situation where you recognized others' time constraints and made adjustments to support the team's efficiency.
How would you show appreciation for others' time?

Humility

Give an example of how you did not focus on or well on differences in rank or status.
Being a role model means showing a positive attitude and humility. Everyone needs help sometimes--how would you show vulnerability in a way that encourages your team to do the same?
Achieving meaningful goals often requires humility and focus. In your previous role, how did you prioritize shared objectives over personal recognition or positional authority?
Do you credit the team for any shared successes?
The CEO wants to recognize you for leading a successful project. How would you graciously share credit to ensure your team feels valued and acknowledged?
Fostering a positive team culture involves uplifting others and celebrating shared accomplishments. If hired, how would you ensure your team receives the recognition they deserve?
How did you remain grounded without a need for grandstanding or theatrics to make an impact?
Explain how you would reinforce the team's value and share purpose.
Could you demonstrate humility by embracing new ideas and feedback?

Pride in Others Work

Could you highlight progress and efforts of your employees, even if outcomes are still emerging?
Give an example of how you would demonstrate pride in your team's.
As a manager, it's important to take pride in your team's achievements. Can you share a few moments when you spoke confidently and clearly about their goals or successes?
In your previous position, did you share credit with others during celebrations or presentations, highlighting their contributions?
It is important for a manager to take pride in the work of their employees. How do you celebrate your team's achievements?
How would you give credit to individuals for their ideas and input?
While major milestones often receive attention, it's just as important to acknowledge the smaller successes. Can you share an example of how you recognized or celebrated a small win with your team?

Self-Control

Self-control (having control of one's emotions) is important for a manager. Give an example of how you showed restraint in your tone and demeanor when dealing with a difficult personnel matter.
How would you encourage employees to maintain a high self-esteem and sense of worth within the organization?
Can you demonstrate emotional steadiness and optimism even under pressure?