Good Employee Performance Feedback: Clinical Services Director

Manages emotions and feelings well enough that it does not affect the process.

Maintains a good sense of positivity before, during and after the interview.

Keeps a selection of simpler projects or smaller tasks and performs them while waiting for inspiration or information on a larger project

Posts one's to-do list in a prominent place spot in order to remind oneself what really needs to get done

Defines or redefines the company's mission in order to enable the key people to share the same view of the company's philosophy, goals, and future direction

Pays attention to the human resources required for the plan to succeed

Uses personal skill and ability to manage a messy team to emerge one of the best

Plays three vital roles in managing others ? counselor, friend and boss while managing all the three efficiently

Learns to say "no" when there is need to do so, and goes with what is right

Decides on wording; thinks through not only about what to say, but how to say it

Shows eagerness to promote the company's products and services to customers in order to make the customers feel part of the company's long-term success

Abides by company's policies, rules, and procedures and helps ensure other colleagues do the same

Observes a person to see how they respond to change:- whether they are cheerful or complaining when handling new tasks

Looks for evidence that a person sets clear goals that match the company's objectives

Prepares for any contradictions by practicing own pitch and giving it a thorough evaluation before meeting the person one wants to persuade

Puts oneself in the other person's shoes in order to understand the other person's feelings, motives, and situation better and build trust

Does not let other employees waste own time with gossip; sets boundaries at work in order to complete the assigned work correctly and on time

Compares finished work or observations to the expected results in order to find inconsistencies

Promotes off-site meetings that can enhance the energy of participants due to changes in scenery

Demonstrates willingness to learn more meeting management skills to improve future meetings

Describe an interview you have attended, and you felt you did not perform well?

What is the one question you find challenging to answer during an interview and why?

Describe a situation that required you to do a number of things at the same time. How did you handle it?

What is the most difficult multi-tasking experience you have ever had? What did you do and what was the outcome?

Can you describe a time when you have anticipated the future and made changes to current operations to meet future needs?

Can you describe the techniques or methods that you have used to develop a strategic plan for your company or department?

How do you organize a department or the team to ensure they perform well?

Do you support the employees and the projects they are undertaking to ensure they reach their goals?

Can you think of a situation where you felt you had not communicated well? How did you correct the situation?

Have you ever been in a situation where you were motivated to question your employer's decision?

Are there instances in which you anticipated problems, and you were able to suggest solutions and influence a new direction?

Have you ever been overloaded with work? How do you manage your work so that it gets done on time?

Describe a time when you went into a performance review without preparation. How did it go?

Is there a time when you felt you did not get what you expected from your evaluation? Why? What did you do?

What are some of the things that you have done to improve your ability to persuade others?

In your opinion, which is the best time to persuade others? Explain your answer

Is there a time when you have failed to deliver a project on time because you didn't have all the required information? What happened?

How have you helped your team members improve their ability to manage details? How has this improved the overall productivity of the team?

Can you think of a time where you invited unnecessary participants? How did you correct the situation?

Which approaches are you employing to hold more creative meetings and do you leave room for creativity?