how do I address a glaring weakness in an internal interview?

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A reader writes: I’m the sole internal candidate interviewing to be my work team’s manager. This team is newly formed, and the person originally tapped to manage resigned before actually holding the position (no drama: it was for family reasons). Subsequently, the job description was changed to include some technical expertise that neither the original manager nor I possess (my knowledge in this area is at a very basic level, though I’ve been actively learning more since joining this team). . . .

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