Well first always remember there is a reason you got chosen to interview- this is especially good since this is internally. You need to create an introduction of yourself of course (tell me about yourself), strengths/weaknesses, and what excites you about the role/how the job relates , and then familiarize yourself with the SBO format (Situation, Behavior, Outcome). This is what your interviewer will want when they ask the situational questions as they try to get an idea of your leadership skills.
My 4 situational questions when I interviewed for the Closing TL role were:
1. Tell me about a time you had to influence another person or team to deliver something on time..
2. Tell me about a time you held someone accountable to a task, duty, or behavior
3. Tell me about a time you had to deliver a complex message to different audiences
4. Tell me about a time you were leading a process or project and had to adjust priorities
If you’re being considered, has your store leadership done interview prep with you? This makes or breaks the interview for a handful of TM’s promoting.
Some districts interview differently. Are you interviewing with the SD? ETLHR? HRBP? DSD? Being internal this matters. Maybe your SD and HR already want you but if your district is one where the DSD interview TL’s you may need to interview better in that sense. I’ve seen multiple situations where TM’s get passed by store leadership but the DSD throws them out.
Side note: This role is different than all the other TL roles. The quality of your job day to day depends a lot on your TL peers. Some may set up their teams well, some may not.. The level of accountability to me is higher than some other TL roles also, and that goes both ways.. Your SD will hold you accountable to holding your peers accountable and will expect you to indentify gaps throughout departments. If you were around for SrTL’s (LOD) then that essentially is your 40 hours but with same pay as all other TL’s. Take that into consideration.
