Supervisor Strengths
Learn to improve your Supervisor Strengths
Learn about Supervisor Strengths and how to use them to improve the culture of your company.
Supervisor Strengths
Definition
The knowledge and ability to deal with or supervise people in a positive way.
What the Trait is NOT
A measure of a person’s education level or a complete overall supervisor test.
Closely Related Traits
• Understand Human Nature
• Know How to Deal with People
• Coaching Strength
• Trainer
• Sales Manager
Closely Related Tests
Sales Ability Test as well as the IC Ability Test.
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Extreme Low Range
Less than 30. Because there is only one right answer out of 5 for each question, 20 could be achieved by just guessing answers. This person would have a poor understanding of how to supervise people or do the people handling side of a management position.
Low Range
31 to 38. This person would have a poor understanding of what it takes to supervise people or do the people handling side of a management position.
Borderline
39 to 44. This person would have a borderline understanding of what it takes to supervise people or do the people handling side of a management position.
Medium Range
45 to 57. This person would have an OK understanding of what it takes to supervise people or do the people handling side of a management position.
High Range
58 to 74. This person would have a good understanding of what it takes to supervise people or do the people handling side of a management position.
Extreme High Range
75 to 100. This person would have an excellent understanding of what it takes to supervise people or do the people handling side of a management position.
Interview Questions
Tell us about a time you had to give a difficult performance review. How did you approach the person? Why? What did that person do that caught you off guard?
How do the people who work for you know what they are supposed to do?
When were you able to influence others successfully? When have you failed to do so? Please give some examples.
How did you feel when you were successful or failed?
How have you influenced the culture of your company or team? How did you do that exactly?
How do you set expectations? Give some examples. What were the results?
What is your process for deciding what should and should not be a performance expectation?
How do you know if your team is completing their duties correctly? Give some examples.
For Manager Empathy
How do you know if your team is overwhelmed? When has this happened? What did you do? Would you have done something differently in hind sight?
How do you implement changes to policy or procedures?
What is your decision making process?
How do you approach your employees with these changes? Give some examples.
