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Partnerships among corporations and universities are important drivers of the Innovation economy. Numerous organizations are diverting their focus in university and Innovation ecosystem interaction, from incremental problem-solving to long-term improvement and meticulous contact with new startups. Contemplating the answers to 6 key questions assists the organizations in building up a strategic outlook on their partnerships. […]
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No one wants a boss who is a bully. One of the main reasons people leave a job is because they have a bad manager. Unfortunately, the drastic changes that happened in the workplace during the pandemic may have created more toxic bosses.
“Bullying behaviors often stem from stress and anxiety and the desire for leaders to solve a problem,” says Bonnie Low-Kramen, author of Be the Ultimate Assistant. “What the pandemic did is heighten stress and anxiety in the workplace, especially among leaders who didn’t get training on how to manage a team. … All of that is causing leaders to not necessarily act in a respectful way to the team.”
Instead of finding out too late that you’re working for a toxic leader, look for these five signs during your interview:
1. Observe How They Interact with Others
One way to spot a bully is to listen to how they speak with others. Do they do they say “please” and “thank you”? Do they call people by their first names? Do they interrupt?
“Interruptions send a message that ‘what I have to say is way more important than what you’re saying,’” says Low-Kramen. “Those are those are strong clues.”
In an interview panel with more than one interviewer, candidates can also observe how managers react to their coworkers and vice versa, adds Jill Chapman, a senior performance consultant with HR provider Insperity.
“For instance, a manager who dominates the interview without allowing for others’ questions may indicate a domineering management style,” she says. “If signs seem murky, candidates can ask about how managers maintain a positive work environment… with a dismissive or rude answer pointing toward a workplace bully.”
2. Determine Their Expectations for the Role
During the interview, ask the manager, “What differentiates a successful employee in this role from an unsuccessful one?” suggests Eileen Linnaberry, Ph.D., practice leader and consultant for professional services firm Vantage Leadership Consulting. “Look for clues that the hiring manager expects compliance, always-on availability, and exerting their authority for the sake of power,” she says. “For example, if the hiring manager considers successful employees to be the people who put in midnight hours and work weekends, you may find yourself bullied into doing so as well.”
3. Notice If They Try to Put You at Ease
Interviews can be stressful. Linnaberry suggests paying attention to what the hiring manager does to put you at ease.
“If they do things to create a stressful environment in the interview, they are likely to do so on the job, as well,” she says. “The hiring manager who is late for the interview and does not give you time to represent your capabilities is likely continue showing little respect for your time and skillset going forward.”
4. Watch How They Handle Discomfort
The key to spotting toxic people is to get them to confront situations where they might fail or look bad. A lack of concern for others while responding to that ego threat is a sure sign of a potential bully, says Dr. Kenneth Matos, global director of people science for Culture Amp, an employee experience platform.
“A question you could ask would be ‘What is your opinion on your company’s chief rivals’ strengths and vulnerabilities and how they compare to your company?’” he suggests. “A good answer is one where the respondent can provide feedback with respect for the rival. Are they able to acknowledge where the rival is more effective? Do they speak of the rival with respect or disdain? Would you want your boss speaking to or about you the same way?”
Low-Kramen, who worked as the personal assistant for actor Olympia Dukakis for 25 years, likes asking leaders, “How are you on your worst day?” The answer to that question will tell a lot, especially if you watch their body language after posing the question.
“Olympia Dukakis would often say, ‘Bonnie, the body goes first,’ meaning before anybody says anything, the body telegraphs what they’re feeling,” says Low-Kramen. “You can see a tenseness and discomfort.’”
5. Talk to References
“It is becoming increasingly popular for applicants to ask to speak to organizational references, such as others on the team or previous employees who have worked on the team in the past,” says Linnaberry.
Speak to people who work for this leader and ask specifically how they are being managed and developed. When managers are investing in their staff and creating a psychologically safe environment, the team will have no problem sharing that information with new applicants.
“Bullying managers are likely to create an environment of vague secrecy—team members may not come out and tell you the boss is a bully, so read between the lines and probe deeper, if possible,” says Linnaberry.
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It seems like everyone is burning out from work. The backlash against hustle culture, the trend of “quiet quitting,” and the Great Resignation indicate that more and more employees are unwilling to make their careers the center of their l…
If you want the job, you’ve got to demonstrate your passion and intelligence in an interview.
But it’s not just about showcasing your enthusiasm, or writing a compelling script to explain your accomplishments. Acing this task also requires careful research about the company and open position. Hiring managers love hearing about how much you’ve looked into the company and why you think you’d be a great fit for this specific role.
“In my experience, very few candidates do any company research before interviewing,” says Donna Svei, a résumé writer for executives and a Fast Company contributor. “[It’s a way to] stand out from other candidates.”
Here’s how to make it clear that you’ve done your prep work during your next big interview:
Emphasize values
The best way to show you feel a connection to a company is by citing the firm’s values. These tenets are the baseline and the heartbeat of an organization. Perhaps a company emphasizes values like a “diversity of thought” and “collaboration,” that resonate with you on a personal or professional level. In that case, you can make sure to highlight how you collaborated, or brought new perspectives into your previous positions.
Toni Frana, a career services manager at FlexJobs, says that the most important thing to get across is that you lived that specific value authentically. “If one of the company’s core values is ‘integrity,’ mention how the value holds true for you, or give an example of a work experience when you leaned into the value,” says Frana.
Make connections
The most effective way to make it clear you’ve done research is to provide both specific numbers and make a connection back to your professional ambitions. “Let’s say in your research you discover the company has experienced a high rate of growth in a certain business segment (or overall),” says Frana. “One approach during the interview is to say something like: ‘I want to work at an organization that is forward-thinking and continually innovating. In my preparation for speaking with you today, I know that you’ve experienced growth’—and be as specific as possible to the company, product, or industry—’a result of X, while continuing to drive the ball forward through the execution of many innovative ideas.’”
This type of background information and reference to the company’s achievements shows that you’ve not only done the research, but you’ve found something that resonates with your idea of an ideal company.
From there, show how this company aligns with your experience from a previous role and your larger goals, says Frana: “Try saying, ‘This role excites me because I’d be able to bring my skill set and strengths to a high-performing team that continues to innovate and grow.’”
Ask questions that include smart details
Hiring managers have heard all those same boring “wrap up” questions in the past. To truly surprise them—and incorporate some of the effort you put in before an interview—go for a few well-contextualized questions.
Says Frana, “If you have a question about the culture for example, try asking something like, ‘I noticed on the company website you really value company culture, so can you tell me more about how this is practiced day-to-day?’”
Moreover, connect it to a positive achievement, thereby doing double duty with your time of asking a question and bring up a company success. Svei recommends trying a format that highlights an achievement in available talent data, such as from insights from LinkedIn or a related venue.
“Phrase your question like, ‘I looked at your hiring statistics on LinkedIn and saw that employment growth has been flat for the last two years and…median tenure is about six years,’” says Svei. “‘That’s great longevity, and what makes people stay?’”
This question of asking about longevity can also help you further inquire about opportunities for professional advancement at the company.
