Paula Raven, PMP

Always look forward. Looking backward to find a root cause and learn lessons is great, but that perspective is truly about changing things in the future. Don't look for blame. Do not hold onto the past. Keep moving forward by learning from the past.

@hendrith is correct. Balance! You need to be empathetic, but you cannot over empathize. Allow your team to feel their emotions, and take them into consideration for change management, but do not allow emotions to rule a decision. Showing empathy grows trust and strengthens teams. Allowing members to share feelings brings them closer together.

Find a partner or a mentor. Learn to TRUST them and their opinion. Not only can they give you insights on where to grow, but also, what your strengths are. We cannot see ourselves objectively. That is a scientific fact. You need an outside view point.

Over runs should not be a surprise to stakeholders. Budget communication should be happening regularly throughout the project from beginning to end. When budgets change due to changes to scope,the change management process should include an update to stakeholders on the change's impact to schedule and budget.

Remember that process maps, simulation tools, and even data do not speak for themselves. Explanation or guidance is most likely needed for the stakeholders to understand the whole picture.

Ask questions back to your interviewer about how they lead. What the company believes about leadership. What leadership challenges the company faces. Ask them for examples. Then talk about how are the same or different from what was brought up.