Interview questions that are difficult typically ask about “why and how” not “what and when.”  They focus on demanding workplace issues, events, personalities, and the actions you’ve taken or didn’t take regarding them. When you do a good job responding to these questions you show self awareness and an ability to organize and articulate your thoughts in ways that are logical and understandable. You describe cause and effect and connect facts that may appear unrelated yet are, in fact, relevant to the challenge before you.

Here are three “tough” questions you’re likely to encounter and sample responses that make the case. I suggest that you ask yourself these questions and prepare responses that will make the case for you.

Have you ever fired anyone? Why and how?

I have and it can be done fairly and respectfully. As a manager I’m committed to providing on-going, consistent, timely, honest, constructive feedback to the people I manage and I ask them to do the same with me. That way we’re all aware of what each of us needs to be successful; we address issues as they occur; and we identify root cause so we don’t repeat our mistakes.

Sometimes we place the right employees in the wrong jobs. We all share responsibility for getting that figured out before damage is done to the individual, the team, or the business. It’s my job to for create and maintain a work environment that enables that level of trust and openness.

When employees get themselves in trouble for consistently failing to meet clearly stated expectations I work with them on a development plan designed to address their specific performance issues. If their work product or behavior continues to be unacceptable, they know it and so do I. The only outcome that’s fair to everyone is that I ask the individual to leave the company.

Describe the worst boss you ever had.

The worst boss I ever had displayed the qualities I least admire. That doesn’t make him a bad boss, just the wrong one for me. He was highly critical, and tore people down instead of building them up. He was very intelligent but kept his employees in the dark regarding his vision and values. Although he was well educated, he didn’t provide training or development to his employees. He was fiercely independent and trusted no one, but insisted that others trust him and remain totally dependent upon him.

What’s the biggest career mistake you’ve ever made and what did you learn from it?

Early in my career I paid more attention to what others wanted for me than what I wanted for myself. I spent several years pursuing approval and although I attained the goals others wanted for me, what I achieved held no meaning for me. I’ve learned to follow my own path. I’ve learned to draw out the best from others rather than impose my version of what’s best, upon them. As a result, I’m happier and feel more successful.