Critical Incidents Interview with Participant #
Managerial Effectiveness
Interviewee’s Name Add Name Here
Interview Place & date At a coffee shop on 17th June 2022
Age 37
Gender Female
Highest Education Bachelor’s Degree
Job Title Information Technology Officer
Level of Position at the Organization: Middle
Entry? Middle? Senior?)
Experiences: 12 years
Nationality Local
Critical Incidents Interview with Participant #
Data Collection Sheet
Background Critical Incident Consequence/Outcome E/I*
Situation/circumstance/context What exactly did the manager do/say? How or in what Why and how is the
way did he/she do or say it? What specific aspect of incident described an
the observed manager’s behaviour did you perceive example of ‘effective#
and judge to be ‘effective ‘ or ‘least or ‘least effective/ineffe
effective/ineffective’ in that instance? ctive ‘managerial
behaviour
1 After years of weathering negativity and During a routine performance review, I confidently I decided to channel this E
bullying as a young programmer, I finally expressed my interest in the Team Lead position. My frustration into positive
found a welcoming and supportive manager reacted with surprise and questioned my action. I used this incident
environment at Honey Well. The company's readiness. This unexpected response left me questioning as a reminder of my
commitment to promoting new talent and my decision to apply for the position and triggered resilience and
fostering leadership skills resonated deeply memories of past negativity, making me wonder if I was determination, reinforcing
with me. Having successfully navigated indeed capable of taking on such a responsibility. my desire to prove my
various challenges and consistently proven capabilities and
my abilities, I felt confident applying for a contribute to the
newly opened Team Lead position. company's growth.
2 After seven years at Kuwait Finance House, I I addressed the discrepancy with the HR manager; I I felt confident that the E
had established myself as a highly skilled and carefully explained the situation and expressed my company recognized my
reliable employee. I was recently assigned concerns about the pay gap. My HR listened attentively contributions and was
additional responsibilities, including and responded with genuine concern. He explained that committed to addressing
managing projects and providing technical the company was actively working to address gender pay pay inequality. This has
support to colleagues. However, I discovered disparity and reward long-term employees. strengthened my trust in
that a new colleague with less experience and the company's leadership
fewer responsibilities was being paid a higher and its commitment to
salary than me. fair compensation
practices.
3 During a brainstorming session for ideas to Several weeks after presenting my cost-reduction plan, I Witnessing My Manager's
reduce department costs, I proposed a overheard my Manager discussing it with senior appropriation of my work
comprehensive plan that gathered immersive management. He gave the entire strategy as his original left me feeling betrayed
support from my colleagues. However, I concept, failing to acknowledge my contribution. When and deeply demotivated.
noticed a concerning pattern of my manager questioned about the source of the ideas, he dismissed it as My passion for the job
taking credit for her ideas and contributions. a collaborative effort, implying his leadership in faded, replaced by
developing the plan. resentment towards my
Manager's manipulative
behavior.
4 Kuwait Finance House organized a week-long I discovered I was not chosen for the program. On His assumption and
leadership development seminar for long- Approaching the manager to inquire about the selection disregard for my
serving employees. As a dedicated employee criteria, he informed me that he deemed her unsuitable due capabilities left me
with seven years of experience, this program to her responsibilities as a mother. He expressed that the feeling frustrated and
would be a valuable opportunity to enhance program's demanding schedule, which required being undervalued. I felt my
my skills and prepare for future leadership away from family for a week, would be incompatible with work and dedication were
roles. I eagerly awaited the announcement of my personal life. overlooked simply
the selected participants. because of gender and
family roles.
5 Due to the pandemic, Kuwait Finance House I was surprised to learn that the date for the next His intentional exclusion
restarted its regular Saturday brainstorming brainstorming session had been set and invitations sent out left me feeling isolated
sessions for employees to share ideas on without her being included. Upon inquiring about my and undervalued. My
improving company operations. I eagerly absence from the list, My Manager dismissed my confidence in my abilities
awaited the next session because I was known concerns, attributing it to an oversight. However, I later and potential for
for my innovative thinking and dedication to discovered that the Manager had deliberately instructed advancement within the
the company's success. the HR department to exclude her from the meeting. company shattered. This
fueled doubts about the
company's commitment
to fairness and
transparency.
6 After several years as a highly skilled and I approached the Branch Manager with a request for His belief in my abilities
dedicated Junior Financial Analyst, I felt mentorship. He welcomed me with warmth and listened and commitment to my
ready for the next step in my career at Kuwait attentively to my concerns and goals. He acknowledged growth motivated me to
Finance House. I aspired to take on a my strong work ethic and recognized my leadership continue working hard
managerial role. I sought guidance from a potential. He then offered a 1-1 Mentorship session, and pursue career
branch manager to understand what I could do providing valuable insights, guidance, and opportunities to aspirations. I felt
to further my career development. enhance my skills and prepare for a managerial position. encouraged, empowered,
and optimistic about my
future at Kuwait Financial
House.
7 In an Incident When I was a young woman When I observed that my male colleagues were being His disregard for
entering the male-dominated Finance promoted despite having similar performance records, I professional boundaries
Industry, I was aware of the challenges sought clarification from the HR Manager. In a private and attempts to leverage
women faced in achieving professional meeting, He initially acknowledged my strong his position for personal
success. Despite the progress in advocating performance but then made subtle, inappropriate gain disgusted me.
for gender equality, I felt determined to carve advances. He mentioned that my career progress could be
my path and contribute my skills to the facilitated if she responded favorably to his requests.
company.
8 Following months of dedicated work and Shortly after receiving the interview notification, I was Branch Manager's
actively seeking career advancement called by the Branch Manager. True to his commitment to unwavering support and
opportunities, I received the exciting news mentoring me, he informed me that he had provided a belief in my capabilities
that she had been selected for an interview for glowing recommendation to the head office, highlighting deeply touched her. The
a Senior Manager position at the company's my skills, leadership potential, and contributions to the knowledge that the
headquarters. This opportunity, previously company. He expressed his confidence in my abilities and branch manager had
thought out of reach for a young woman in wished me luck in the interview process. actively championed my
the Finance industry, filled me with a sense of progress and advocated
achievement and hope. for my advancement
filled me with gratitude.
9 I felt excitement and apprehension after Seeking guidance and support, I approached my manager; The manager’s wise
securing the Senior Manager position at the he recognized my concerns and offered valuable advice counsel and unwavering
company headquarters. Leading a large and and practical instructions on navigating the dynamics of support significantly
experienced team was daunting, and I wanted leading a large team. He shared his experiences and eased my anxieties. His
to ensure a smooth transition and establish my insights, emphasizing the importance of clear willingness to be a
authority effectively. communication, delegation, and creating a collaborative resource and his belief in
environment. my capabilities gave me
the foundation to
approach my new role.
10 After becoming the Senior Manager, I was The Company's Former Senior Manager visited my office This provided confidence
excited to enter my new office at the company the very next day. He took the initiative to introduce me to and support, allowing me
headquarters. other team managers, ensuring a smooth and welcoming to thrive in my new
transition for me. Additionally, he offered a tour of his career.
office, providing me with valuable insights into the
organization and operational procedures.
