Describe how you coach
Bring an example of helping a colleague improve a specific skill. Explain what you observed, how you gave feedback, and how you checked progress. If the work was informal mentoring rather than formal supervision, make that distinction clear.
Explain your operating habits
Talk through how you organize priorities, review opportunities, and address missed commitments. Describe how you use records and conversations together. A dashboard can reveal a question; it does not explain the whole situation.
Ask about the team
Learn the team size, experience levels, open positions, and responsibilities assigned to the manager. Ask whether the role includes an individual quota and how much time is available for coaching. Clarify the authority to hire, train, and make operational changes.
Prepare for the transition
Identify the management skills you still need to develop. A credible candidate can describe both strengths and learning needs. Ask what support the employer gives first-time managers and what the first months are expected to accomplish.
Original editorial guidance from Detroit Sales Job Fair. Examples are illustrative; this article does not announce a specific vacancy or guarantee a hiring outcome.