Manager-of-Managers Questions

Manager-of-manager interviews are designed to assess how candidates excel in developing their direct report managers, setting goals, and actively gathering feedback.

Example questions

Check out the example manger-of-managers questions below:

How did you adjust your leadership style and practices when transitioning from a manager to a manager of managers?

How do you evaluate the performance of managers?

What indicators or signs do you look for to determine if a manager is effectively motivating their team?

How to answer 

When answering questions as a manager of managers in an interview, keep these recommendations in mind:

• Start by discussing how you delegate tasks, empower your managers, and set strategic direction. Explain how you trusted them with responsibilities, provided guidance, and aligned them with organizational objectives.

• Highlight your ability to provide support, guidance, and mentorship to managers while considering the bigger picture. Talk about how you helped them grow, offered tailored guidance, and mentored them in line with organizational goals.

• Emphasize the importance of regular feedback and ongoing communication with managers. Discuss how you fostered open communication, provided constructive feedback, and addressed challenges promptly.

• Share the evaluation methods you used to measure managers' performance. Explain the metrics, KPIs, or qualitative assessments you utilized to track progress and evaluate effectiveness.

• Explain how you observed team dynamics, communication, and collaboration without micromanaging. Discuss how you assessed communication channels, observed collaboration patterns, and provided support to foster teamwork.

• Highlight the steps you took to support managers' growth. Talk about collaboratively setting goals, allocating resources, and providing ongoing feedback to help them develop and succeed.

Incorporating these suggestions into your answers and sharing specific examples will effectively showcase your leadership skills as a manager of managers.

Red flags 

There are some red flags for interviewers when it comes to candidate's answers to manager-of-managers questions that you'll want to avoid. Let's go over them below:

• Showing a propensity for micromanagement. A candidate being overly controlling and excessively involved in the details of their managers' work is a red flag. Micromanagement can stifle creativity, autonomy, and confidence in their managers, creating a negative work environment and hindering productivity.

• Failing to effectively delegate tasks. If a candidate struggles to discuss how they effectively delegate tasks and responsibilities to their managers, it suggests a potential lack of trust in their team members' capabilities.

• Failing to set a strategic direction for their managers. A candidate failing to demonstrate the ability to set a strategic direction for their managers is another red flag. A manager of managers should be able to provide guidance, align team objectives with organizational goals, and ensure that managers are working towards the larger strategic vision.

• Indicating a habit of absentee management. Absentee management is when a manager is consistently unavailable and inaccessible to their direct reports and their skip reports. An absentee manager has limited communication, minimal involvement in day-to-day activities, and a lack of active support and guidance

Response example

Now, let's examine a response to the following question:

What indicators or signs do you look for to determine if a manager is effectively motivating their team?

Situation

The candidate provides specific details about their role as a manager of managers, particularly evaluating team motivation in a cross-functional project environment.

In my previous role as a manager of managers at XYZ Company, I led a team of five managers. One of my key objectives was to ensure that these managers were effectively motivating their teams to achieve their goals and maintain high levels of engagement and productivity.

Task

The candidate outlines their objective of assessing the effectiveness of the managers in motivating their teams to achieve goals.

To assess the effectiveness of their team motivation, I implemented a multi-faceted approach that involved both quantitative and qualitative assessments. It was important for me to have a comprehensive understanding of how each manager was influencing their team members' motivation.

Action

The candidate describes the specific actions taken, including reviewing performance metrics, conducting one-on-one meetings, and observing team dynamics and collaboration.

Firstly, I regularly reviewed OKRs and targets set for each team. I closely monitored metrics such as team productivity, project milestones, and customer satisfaction ratings. By analyzing these metrics, I could identify trends and patterns that indicated the level of motivation within the teams.

In addition to the quantitative assessments, I conducted one-on-one meetings with both the managers and their team members. These discussions allowed me to gather feedback on the managers' leadership style and the team members' level of motivation. I asked open-ended questions to understand their experiences, challenges, and overall satisfaction with their work environment. I also encouraged them to provide suggestions for improvement.

Furthermore, I observed team dynamics and collaboration during meetings, brainstorming sessions, and project reviews. I paid attention to how the managers fostered a positive and inclusive work culture, encouraged open communication, and recognized individual and team achievements. I also looked for signs of team members supporting and motivating one another.

Result

The candidate then explains the outcomes of their assessments, such as team members' enthusiasm, commitment, and positive feedback, as indicators of effective motivation.

Based on these assessments, I was able to determine if a manager was effectively motivating their team. A strong indicator was when team members demonstrated high levels of enthusiasm, commitment, and job satisfaction. This was often reflected in their proactive engagement, willingness to go the extra mile, and positive feedback provided during performance evaluations. Additionally, teams led by effective managers showcased strong collaboration, open communication channels, and a shared sense of purpose.

Quiz