Human Answer

TRAPS:

This question and other hypothetical ones test your sense of human relations and how you might handle office politics.

BEST ANSWER:

Try to gauge the political style of the firm and be guided accordingly. In general, fall back on universal principles of effective human relations – which in the end, embody the way you would like to be treated in a similar circumstance.

Example:

“Good human relations would call for me to go directly to the person and explain the situation, to try to enlist his help in a constructive, positive solution. If I sensed resistance, I would be as persuasive as I know how to explain the benefits we can all gain from working together, and the problems we, the company and our customers will experience if we don’t.”

POSSIBLE FOLLOW-UP QUESTION:

And what would you do if he still did not change his ways?

ANSWER:

“One thing I wouldn’t do is let the problem slide, because it would only get worse and overlooking it would set a bad precedent. I would try again and again and again, in whatever way I could, to solve the problem, involving wider and wider circles of people, both above and below the offending executive and including my own boss if necessary, so that everyone involved can see the rewards for teamwork and the drawbacks of non-cooperation.”

“I might add that I’ve never yet come across a situation that couldn’t be resolved by harnessing others in a determined, constructive effort.”

ChatGPT Answer

When answering the question "What would you do if a fellow executive on your own corporate level wasn't pulling his/her weight...and this was hurting your department?" in an interview, it's important to show that you can handle a difficult situation in a professional and diplomatic manner, while also being able to take the necessary actions to address the issue and protect your department. For example, you could say something like: "If a fellow executive on my own corporate level wasn't pulling their weight and it was hurting my department, I would first try to understand the reason for their performance and if they are facing any challenges or obstacles. I would then schedule a meeting to discuss the situation and to provide feedback on their performance. I would communicate clearly and respectfully, and I would provide specific examples of where their performance is lacking. I would also offer my support and resources to help them improve. If the situation persists, I would escalate the matter to the appropriate parties within the organization, while also taking steps to protect my department and its operations." Another example: "If a fellow executive on my own corporate level wasn't pulling their weight and it was hurting my department, I would first try to understand the reason for their performance, and if they are facing any challenges or obstacles. I would then schedule a meeting to discuss the situation and provide feedback on their performance. I would communicate clearly, respectfully and provide specific examples of where their performance is lacking. I would also offer my support and resources to help them improve. If the situation persists, and their lack of performance is affecting the department, I would bring the issue to the attention of their manager or HR. I would also take action to protect the department and its operations, such as reassigning tasks or responsibilities, or finding temporary solutions while working to address the root cause of the problem.