A Guide to Building and Retaining Workforce Capacity for the Railroad Industry (2015)

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D-1 Executive Leader Interview Tool Standard Questions (to be asked each interviewee) 1. Which among your core professional competencies have you found to be most essential to exemplary delivery on your executive responsibilities? Which competencies do you believe are requisite to effective executive leadership? 2. What are three words you use to describe your leadership style? 3. Against what results measures do you assess your own performance? Against what results measures does your organization measure your performance? 4. What key message do you communicate to your direct reports about how to most reliably meet your expectations? 5. What specific formal educational and work experiences have enhanced your development as an executive leader most powerfully? 6. What leadership development strategies or experiences do you not recommend? 7. What competencies, beyond those you have identified as most essential to your own success, do you believe the next generation of industry leaders will have to bring to the table? 8. Given the opportunity to influence this research about how the railroad industry might most effectively identify or recruit, develop, place, and sustain new leaders, what more or different would you like to add at this time? Menu of Representative Follow-up Questions (to be asked at the researcher’s discretion) 1. What do you like about being an executive in this industry? What do you dislike? 2. Who has been your single most important mentor, and what did that person do to help you? 3. What is your favorite strategy for developing the skills of your direct reports? 4. What made you want to take on the responsibilities of leadership? 5. If you were to tell a story that illustrates your approach to leadership, what story would you tell? Support Resources We Will Request • Interviewee’s current résumé • A copy of any “go-to” tool the interviewee carries with him/her and is willing to share • Name and contact information for leadership development Subject Matter Experts (SMEs) whose work the interviewee endorses, and permission to contact those people A P P E N D I X D