A positive and resilient attitude is one of the most critical attributes for successful sales managers. According to the American Psychological Association, attitude in the workplace can be defined as "a psychological tendency expressed by evaluating a particular entity with some degree of favor or disfavor." For sales managers specifically, attitude encompasses their resilience in the face of challenges, ability to maintain positivity under pressure, and capacity to inspire and motivate their teams through both successes and setbacks.

The right attitude is essential for sales managers because it directly impacts team performance, morale, and ultimately, revenue. Sales environments are inherently challenging, with constant rejection, shifting customer needs, and aggressive targets. A sales manager with an exceptional attitude demonstrates resilience during tough quarters, maintains composure during high-pressure situations, models adaptability when strategies need to change, and consistently displays authentic enthusiasm that inspires their team.

When evaluating candidates for sales manager positions, it's crucial to assess multiple dimensions of attitude, including their resilience, optimism, growth mindset, coachability, and ability to foster a positive environment for their team. The best predictor of future behavior is past behavior, which is why behavioral interview questions focused on attitude are so valuable in identifying candidates who will thrive in sales leadership roles.

Interview Questions

Tell me about a time when your sales team was significantly behind target, and how you maintained a positive attitude while addressing the situation.

Areas to Cover:

• The specific gap between target and actual performance
• How the candidate felt internally about the situation
• Specific actions they took to maintain their own positive attitude
• How they communicated with their team about the situation
• Methods they used to keep team morale high while addressing performance issues
• The outcome of the situation and what the candidate learned from it
• How this experience has influenced their management style going forward

Follow-Up Questions:

• What specific techniques did you use to manage your own frustration or disappointment?
• How did you differentiate between maintaining a positive attitude and holding people accountable?
• How did you know your approach to maintaining positivity was working?
• What would you do differently if faced with a similar situation today?

Describe a situation where you had to implement an unpopular change with your sales team. How did your attitude influence the way the team received this change?

Areas to Cover:

• The nature of the change and why it was necessary
• Why the change was unpopular with the team
• The candidate's personal feelings about the change
• How the candidate chose to frame and communicate the change
• Specific examples of how their attitude affected team reception
• Challenges faced during implementation and how they were addressed
• The ultimate outcome of the change implementation
• Lessons learned about change management

Follow-Up Questions:

• How did you maintain authenticity while promoting a change you might have had reservations about?
• What feedback did you receive from team members about your approach?
• How did you address resistance while maintaining relationships?
• What specific words or phrases did you consciously use or avoid during this process?

Share an example of a time when you received difficult feedback about your management style. How did your attitude toward feedback influence your response and subsequent actions?

Areas to Cover:

• The nature of the feedback received
• The candidate's initial reaction and feelings
• How they managed their emotional response
• The actions they took after receiving the feedback
• How their attitude toward feedback influenced their growth as a manager
• The impact of their response on their relationship with the feedback giver
• Changes implemented as a result of the feedback
• Long-term outcomes of the situation

Follow-Up Questions:

• What was the most challenging aspect of receiving this feedback?
• How has this experience changed how you give feedback to your sales team?
• What techniques do you use to ensure you remain open to feedback?
• How do you differentiate between feedback you should act on versus feedback you should not?

Tell me about a time when you had to mentor a salesperson with a negative attitude. How did you approach the situation?

Areas to Cover:

• The specific attitude issues exhibited by the salesperson
• The impact of their attitude on the rest of the team
• The candidate's approach to identifying the root causes
• How they addressed the issue with the salesperson
• Specific coaching techniques they employed
• How they balanced empathy with accountability
• The outcome of their coaching efforts
• How this experience informed their future coaching approaches

Follow-Up Questions:

• How did you ensure your conversations were productive rather than confrontational?
• What signals told you that your approach was working or not working?
• How did you determine whether the attitude issues were coachable?
• What did you learn about addressing attitude issues that you've applied to other situations?

Describe a situation where you had to maintain a positive attitude while working with a difficult client or partner that your team needed to satisfy.

Areas to Cover:

• The nature of the difficulty with the client/partner
• The stakes involved in the relationship
• How the candidate managed their own frustrations
• How they modeled professionalism for their team
• Specific strategies used to maintain a constructive relationship
• How they coached team members who struggled with the relationship
• The ultimate outcome of the situation
• Lessons learned about managing difficult relationships

Follow-Up Questions:

• How did you prepare yourself mentally before difficult interactions?
• What specific phrases or techniques did you use to reframe the situation positively?
• How did you create appropriate outlets for your team to vent frustrations while maintaining professionalism?
• What boundaries did you establish, if any, with the difficult client/partner?

Share an example of how you've used your attitude to turn around a negative situation or dynamic within your sales organization.

Areas to Cover:

• The specific negative situation or dynamic that existed
• Root causes of the negativity as the candidate understood them
• The candidate's strategic approach to changing the dynamic
• Specific actions they took to model a different attitude
• How they involved others in the turnaround effort
• Obstacles faced during the turnaround process
• Measurable improvements that resulted
• How they ensured the positive changes were sustainable

Follow-Up Questions:

• At what point did you notice the dynamic beginning to shift?
• What resistance did you encounter to your positive approach?
• How did you avoid coming across as inauthentic or overly optimistic?
• What mechanisms did you put in place to prevent backsliding into the previous negative dynamic?

Tell me about a time when market conditions or company changes created significant uncertainty for your sales team. How did you approach maintaining the right attitude during this period?

Areas to Cover:

• The nature of the uncertainty and its potential impact
• How the candidate personally processed the uncertainty
• Their approach to communicating about the situation with their team
• Specific techniques used to maintain team confidence and focus
• How they handled questions they couldn't fully answer
• The balance between transparency and maintaining stability
• How the period of uncertainty was ultimately resolved
• Lessons learned about leadership during ambiguous times

Follow-Up Questions:

• How did you decide what information to share versus what to hold back?
• What were the signs that told you your team needed more support during this time?
• How did you manage your own concerns or anxieties so they didn't affect the team?
• What specific rituals or practices did you implement to maintain team cohesion?

Describe a time when you failed to maintain the attitude you wanted in a challenging sales situation. What did you learn from this experience?

Areas to Cover:

• The nature of the challenging situation
• How the candidate's attitude manifested negatively
• The impact of their attitude on others
• Their process of recognizing the attitude problem
• Steps taken to address or repair any damage
• What they learned about their attitude triggers
• Strategies developed to prevent similar situations
• How this experience changed their approach to attitude management

Follow-Up Questions:

• Looking back, what were the early warning signs that your attitude was slipping?
• How did you take responsibility for your attitude with your team?
• What specific techniques have you developed to catch yourself before your attitude affects others?
• How has this experience made you a better coach for others struggling with attitude challenges?

Tell me about a time when you had to remain positive and focused on solutions despite significant organizational obstacles or resource constraints.

Areas to Cover:

• The specific obstacles or constraints faced
• The impact of these limitations on sales objectives
• How the candidate approached the situation mentally
• Their process for identifying what was within their control
• How they communicated with their team about the constraints
• Creative solutions developed despite the limitations
• The ultimate outcome of the situation
• How this experience shaped their approach to similar challenges

Follow-Up Questions:

• How did you distinguish between obstacles that could be overcome and those that had to be accepted?
• What specific language did you use with your team to maintain focus on solutions?
• How did you recognize and acknowledge frustrations while not dwelling on them?
• What did you learn about your own resilience through this situation?

Share an example of how you've used humor or other attitudinal techniques to help your team overcome a significant sales challenge or setback.

Areas to Cover:

• The nature of the challenge or setback
• Why maintaining morale was important in this situation
• Specific attitudinal techniques employed (humor, reframing, etc.)
• How these techniques were received by the team
• The balance between acknowledging reality and maintaining optimism
• How their approach influenced team performance
• The ultimate outcome of the situation
• How this approach has become part of their leadership style

Follow-Up Questions:

• How do you determine when humor is appropriate versus when a more serious approach is needed?
• What other attitudinal techniques have you found effective in different situations?
• How do you adapt your approach for team members who respond differently to various techniques?
• What feedback have you received about your ability to influence team attitude?

Describe a situation where you had to maintain a positive, solution-focused attitude while delivering tough feedback to a sales team member.

Areas to Cover:

• The performance issue that needed to be addressed
• How the candidate prepared for the conversation
• Their mindset and approach to the feedback session
• Specific techniques used to keep the conversation constructive
• How they balanced directness with maintaining the relationship
• The immediate reaction to their feedback
• Follow-up actions and ultimate outcome
• Lessons learned about delivering tough feedback effectively

Follow-Up Questions:

• What was most challenging about maintaining the right attitude during this conversation?
• How did you ensure your body language and tone matched your intended message?
• What techniques did you use to help the team member avoid becoming defensive?
• How has this experience influenced how you approach similar conversations?

Tell me about a time when you had to shift your own attitude about a sales strategy, product, or company direction, and then lead your team through that same shift.

Areas to Cover:

• The nature of the change and why it initially created resistance
• The candidate's process for shifting their own perspective
• How they recognized the need to adjust their attitude
• The approach they took to authentically lead others through the shift
• Challenges encountered in this process
• Techniques used to facilitate the attitude shift in others
• The ultimate impact on team performance and morale
• How this experience informed their approach to future changes

Follow-Up Questions:

• What helped you most in shifting your own perspective?
• How did you handle team members who struggled with making the attitude shift?
• At what point did you feel the team's attitude had successfully changed?
• What have you learned about the relationship between your attitude and your team's attitude?

Share an example of how you've used recognition or celebration to foster a positive attitude within your sales team during a challenging period.

Areas to Cover:

• The challenging period and its impact on the team
• Why the candidate felt recognition was important at this time
• Their approach to identifying meaningful recognition opportunities
• Specific recognition or celebration methods employed
• How they ensured recognition felt authentic rather than forced
• The team's response to these efforts
• The impact on performance and morale
• How this approach has become part of their management philosophy

Follow-Up Questions:

• How did you identify what forms of recognition would be most meaningful?
• How did you balance celebration with the reality of ongoing challenges?
• What obstacles did you face in implementing your recognition approach?
• How have you evolved your approach to recognition based on this experience?

Describe a situation where you had to maintain an optimistic attitude about a new sales initiative or product that was initially underperforming.

Areas to Cover:

• The nature of the new initiative and the initial performance issues
• The candidate's honest assessment of the situation
• How they balanced realism with optimism
• Their approach to communicating with various stakeholders
• Specific actions taken to improve performance while maintaining confidence
• How they kept their team engaged despite early disappointments
• The ultimate trajectory of the initiative
• Lessons learned about maintaining appropriate optimism

Follow-Up Questions:

• How did you distinguish between patience and complacency in this situation?
• What metrics or indicators helped you maintain confidence despite early results?
• How did you handle team members who became discouraged?
• What would you do differently if faced with a similar situation today?

Tell me about a time when you were able to maintain a positive attitude despite personal challenges or stress outside of work.

Areas to Cover:

• The nature of the personal challenges (without requiring inappropriate disclosure)
• How these challenges initially affected the candidate's work attitude
• Strategies they employed to compartmentalize or manage stress
• Support systems or resources they utilized
• How they communicated with their team, if appropriate
• The impact of their attitude management on their leadership
• How they balanced self-care with work responsibilities
• Lessons learned about resilience and attitude management

Follow-Up Questions:

• What techniques were most effective in helping you maintain the right mindset at work?
• How did you recognize when you needed additional support or resources?
• What boundaries did you establish between work and personal challenges?
• How has this experience influenced how you support team members facing personal challenges?

Share an example of how your attitude during a significant company transition (reorganization, acquisition, leadership change, etc.) positively influenced your sales team.

Areas to Cover:

• The nature of the transition and its potential impacts
• The candidate's initial reaction and thought process
• How they decided on their attitudinal approach
• Specific ways they communicated about the transition
• How they addressed team concerns and uncertainties
• Actions taken to maintain stability and focus
• The ultimate outcome for their team during/after the transition
• How this experience shaped their approach to organizational change

Follow-Up Questions:

• How did you maintain authenticity while also being positive about changes you may have had concerns about?
• What were the most challenging moments during this transition, and how did you handle them?
• How did you determine what information was appropriate to share with your team?
• What signals told you that your approach was having the intended effect?

Frequently Asked Questions

Why are attitude-focused questions important when interviewing sales manager candidates?

Attitude is a critical predictor of success for sales managers because they must not only maintain their own positive outlook but also cultivate resilience and determination in their teams. These questions help reveal how candidates have practically demonstrated their attitudinal competencies in real-world situations, beyond just saying they have a "positive attitude." Studies show that sales teams directly reflect the attitude of their leaders, making this assessment crucial.

How can I tell if a candidate is giving authentic answers versus rehearsed responses to attitude questions?

Look for specificity in their answers, including concrete examples, real challenges they faced, and honest reflections about difficulties maintaining the right attitude. Use follow-up questions to probe more deeply into their thought processes and emotional responses. Authentic candidates will share both successes and failures in their attitudinal journey, while rehearsed candidates often present an unrealistically perfect picture. Pay attention to body language and emotional congruence when they describe challenging situations.

Should I prioritize candidates with naturally positive attitudes or those who have learned to manage their attitudes effectively?

Both have value, but research suggests that candidates who have developed self-awareness and intentional attitude management may demonstrate greater resilience in varying circumstances. The key is identifying candidates who understand how their attitude impacts others and who have developed reliable techniques for maintaining an appropriate attitude even in difficult situations. Someone who has overcome attitudinal challenges often has valuable insights they can share with their teams.

How many attitude-focused questions should I include in my sales manager interview?

Include 3-4 attitude-focused questions within your broader interview structure. This allows you to examine different dimensions of attitude (resilience, positivity, coaching others, etc.) without overemphasizing a single competency. Remember that effective interviewing involves listening deeply and asking meaningful follow-up questions rather than rushing through many different questions. Quality of exploration matters more than quantity of questions.

How does assessing attitude differ when interviewing experienced sales managers versus those new to management?

For experienced managers, focus more on how they've used their attitude to influence team performance, overcome organizational challenges, and develop other leaders. For newer managers, explore how they've personally handled sales disappointments, responded to coaching, and demonstrated resilience in individual contributor roles. With less experienced candidates, look for examples of informal leadership and attitude influence, even without formal authority.

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