Have you ever had to adapt a team member's career development plan due to changes in their role or the company's needs? Can you provide an example of such a situation?

Question Analysis

This question is asking about your experience and ability to adapt to changing circumstances in a leadership and management role, specifically relating to career development. It assesses your flexibility, problem-solving skills, understanding of team dynamics, and how you align individual goals with organizational needs. This is a behavioral question, so using the STAR (Situation, Task, Action, Result) method will help in structuring a compelling response.

Answer

Situation: In my previous role as a team leader at XYZ Corporation, we underwent a significant organizational restructuring that altered many roles, including that of one of my team members, Sarah, who was on a development path to become a project manager.

Task: The challenge was to adapt Sarah’s career development plan to align with her new role while ensuring it met her career aspirations and the company's evolving needs.

Action: I initiated a one-on-one meeting with Sarah to discuss the changes and understand her perspective and career goals. Together, we assessed her skills and the new role requirements. We identified gaps and opportunities, agreeing on a revised development plan that included new training in agile project management and a mentorship with a senior manager in her new department.

Result: Sarah successfully transitioned into her new role, and within six months, she was leading small-scale projects with confidence. Her adaptability and the tailored development plan not only fulfilled her career aspirations but also contributed to the team’s success in navigating the restructuring period.

This experience reinforced the importance of flexibility in leadership and the value of personalized development plans in aligning individual growth with organizational objectives.