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I tend to be direct, hands-off and democratic. First and foremost I let my team know that each and every member is important and special in executing our goals. Some staff require close supervision and hand-holding while others require very little direction to succeed. Based on the staff knowledge and background, we devise a capacity building program to address gaps in knowledge and the requisite experience to be successful. I amke quick decisions based on the relevant inputs and address conflicts, bound to happen on any team, expeditiously. I also believe in 360 degree assessments to replicate what's working well and to improve upon areas where I fall short. Less

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I presented an overview of when I served as a country director and needed to evacuate the country due to political unrest. Less

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Long and Bureaucratic process that took more than 3 months. Not clear skills and specifications for the profile they were searching for. No clear feedback on key questions on complex situation of the Company. Dissapointed and Disillusioned on global process. Happy for not working for this Company anymore. Less

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Created excel tools

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My answer was to have a stronger Board as only two members were there on the Board then. The interviewers appreciated my answer and thanked me for drawing their attention to it. Less

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At first I thought the question referred to the data cleaning process so I talked about probability checks and other data processing techniques commonly used in surveys. But the interviewer said she was not referring to that bu more to data set preparation. I said I would look for the appropriate labels, variable descriptions and that sort of thing, but I don't know if hat was what she was looking for. Less

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My former employer was a partner organization of Solidarity Center.

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Clarification were asked

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Presenting my good knowledge and experience.