These questions are great way to prepare for interviews because they use a very common model of interview questioning called the competency model.
Motivation interview questions
- Give me an example of when you came up with a clever way of motivating someone?
- What is your favourite way of motivating people?
- What do you to reward good performance on your team?
- What was the best idea you tried to sell your manager that was not accepted? Why wasn't it? What did you do?"
- What if you found to be the best way to get other people to accept your ideas?
- Describe your most disappointing experience in presenting and gaining the support of management for a proposal. What happened? What would you do differently next time?
- What do you think is your employer's greatest concern? What have you done to affect some change? How?
- Describe your most recent problem-solving session with one of your employees?
- Give me a specific example of a time when your energy and actions motivated co-workers
- Tell me about a time where your actions motivated and inspired other people to excel?
- Give me an example of how you motivated to different employees in different ways according to their personalities?
- Give me an example of the time when you had high morale on the job and what caused it? How did you contribute to the morale of others?
- What things created excitement and cohesion in your last workgroup?
- When have you seen supposedly effective motivators fail?
- What are some of the techniques you have found most useful in developing yourself and your employees?
- How have you identified your staff's needs and potential?
Competency based interview questionsCompetency focused questions are designed to help draw out a person's experience by asking for examples of when they have performed a function or have shown that they have a skill/competency. This style of questioning is popular because it is more likely to draw out whether a person has the competencies to perform a role.
Models that used closed questions like 'tell me what x means' tend to exclude younger or less experienced candidates and won't necessarily identify a person who has the right competence - experience of x doesn't mean you were good at x.