An account manager thought he was starting off well during his first week at a large advertising agency in Los Angeles. He readily connected with his staff, and fellow managers were quick to offer him help acclimating to the new job.

He immediately received his first account, a commercial small-aircraft manufacturer in San Pedro, Calif. The account manager brought the entire five-member project team to meet the client's CEO, and assured him of their dedication to the account. The CEO seemed pleased and impressed.

Just a few weeks later, however, the manager's boss abruptly called him into his office and addressed him using a demeanor and tone he'd never experienced in his 17-year business career. The conversation went something like this:

Boss: "Look, tell me right now what's going on with the aircraft account. I just called their CEO to find out how you're handling things for them and he told me he was waiting for the pricing schedule. This account is big-time stuff for us. We can't afford to mess it up. You're supposed to be managing this account with kid gloves and you're letting things slip. Now get right on the phone and tell their CEO that you apologize for the delay and that it won't ever happen again. When I hired you, I thought I was getting a real go-getter, a superstar who can turn on a dime, not a rookie running back who has trouble holding on to the ball. Unless I see some improvement here, it may be time for us to part company. Do I make myself clear?"

Account manager: "Well, uh, yes. But I've been on that account constantly. Bill, Ellen, Dave and I have had at least five meetings on this account since we took it on three weeks ago. We're on top of it all the time, and I sent you two complete updates within the last week and a half. You didn't respond to either of them, so I figured you were satisfied. I've already finished the pricing schedule, and I plan to fax it to him by noon today. In fact, we're ahead of schedule. What more do you want me to do?"

Boss: "Do I have to spell it out for you? You should know better. This is the advertising business. You have to be on top of an account like a wet blanket. That's the way I've always operated, and it works. I expect all of my people to do the same. If you want to continue working for me, you're going to have to get in gear with the way I like to run things. That's just the way it is."

Account manager: "All right. I'll do better next time. I'm sorry."

The account manager walked out of his boss's office demoralized, frustrated and seriously considering looking for another job. He thought back to the interview he'd had with his then-prospective boss just a few weeks earlier. At the time, he thought it was a mutually congenial meeting with someone who seemed like a supportive, flexible, rational-thinking leader. Evidently, he'd completely misread the manager.

Few candidates know how to size up a prospective boss in an interview. As a result, many of them miss important cues and then, if they're hired, experience difficulties on the job almost immediately. But if you know what to look for and ask prospective employers, you can uncover critical information that will help you decide whether or not to accept an offer. The key is to ask yourself the following questions as you listen to and observe a potential boss during an interview:

• Is the manager confident about himself and the department's future?
• When managing people, is his focus on team play or individual performance?
• Does the executive spend most of the interview talking about himself?
• Is she complaining about the way the company is being run, or about inadequate resources for her department?
• Is he nitpicking on inconsequential details about my background?
• Does the manager sound survival- or success-oriented?

Here are some other issues to consider during you interview with a prospective boss.

The account manager's boss seems to be a strong hands-on controlling type who wants work done yesterday. Such executives are called "sensers," and their body language, choice of words, vocal tones and office layouts give them away. Sensers typically have cluttered, disorganized and chaotic offices. They tend to respond quickly when questioned and speak rapid-fire using short, direct phrases and sentences. Their body motions are fast. They appear impatient and readily respond to interruptions. If you recognize some of these signals during an interview, check the validity of your perceptions by asking the following questions. These queries may appear overly direct and bold, but it's critical that you find the courage to ask them.

Sensers will reply with a quick description of their preference. For example, a senser might say, "I like to get things done. I lead by example, and expect my team to follow. I require a close, frequent reporting relationship with my direct reports. I need to stay informed at all times. I'm prepared to roll up my sleeves and pitch in when the situation calls for it." If your style is more methodical and geared to long-range planning, expect a conflict.

Beware if you hear something like the following: "I have little patience for people who don't meet deadlines. Also, I don't like long, drawn-out explanations. Say what you have to quickly and directly. Moreover, I have problems with those who don't persevere and persist. I don't want to work with people who won't go the extra mile."

"I respond well. I quickly size up how serious the situation is, and immediately recruit others to help out. Long hours never bother me. I don't need much sleep. I do well on three or four hours a night. I like to work against the clock under stress. I don't want to fall behind." If this is the reply you get, don't accept a job offer unless you're prepared to work overtime.

In corporate America, executives are responsible for mapping out their own career direction and being as marketable as possible both inside and outside their companies. Since your boss's professional future will affect your own, don't be afraid to ask questions about his goals in interviews. For example, try asking:

"I've been in this job for four years, and I'm preparing to move into the marketing department to round out my experience." Such a response will reveal your boss to be a goal-oriented self-promoter, and show that the organization is willing to accommodate his plans.

"I've been the head of this department for 26 years and enjoyed every day. I do an excellent job and have no plans to move." This reply, on the other hand, shows that the boss is a veritable institution in the company, and that his or her next big career move probably is retirement.

If the answer is, "Work hard, show initiative, be available and you'll go far," you'll know the boss's regard for a strong work ethic. You'll know what you need to be recommended for a promotion.

Newcomers to a company rarely learn about their boss's career history until a critical incident occurs that prompts staffers to question his leadership ability. Then, comments are whispered in the hallways, such as, "Did he really manage a staff in his last job?" "What kind of a company did she come from?" or "Was he ever in the military? He's running this project like a drill sergeant." Clearly, executives transfer behaviors from one job and corporate culture to another. That's why it's wise to ask prospective bosses about their most recent employer and job. For example:

"I was with a large, retail-hardware chain in the Midwest for eight years. My last year there, I was in charge of operations for their Chicago headquarters. It was a tough company to work for. You had to be on your toes all the time, and were allowed only one mistake." If you generate such a compelling reply, realize that the former company's culture must have influenced the boss's management philosophy. In that case, it would be wise to follow with:

"Absolutely. It taught me how to adapt quickly and identify the qualities the company rewarded or punished in its employees." Such a response suggests that the manager appreciated his former company's culture and management philosophy and has transferred it to his current job.

An alternative response might be, "Indeed, it taught me how not to manage. My last company's culture was militaristic, a real officer's club. They ruled the company by fear, which hurt employees' morale. That's not how I run my department here." This tells you that the manager exercises good judgment and tries to transfer positive management lessons to his current job. He probably understands that to build a solid, meaningful career, you must glean all the positives from your work experiences and eliminate the negative, adverse influences.

Many professionals and executives believe that increased job stress and frequent corporate restructurings have compromised the quality of employees' worklife and decreased their motivation. If you're wondering how a prospective boss will treat employees experiencing a crisis, and how flexible he might be on issues such as comp time, flex time, long-distance travel hardships, autonomy, accountability, personal time constraints, schedule conflicts and family obligations, it helps to know how he balances work and home life. So consider asking the following questions:

"I believe that a career, job and employer are only parts of your life. You should show dedication to your work, but your family comes first. I try to make employees feel comfortable with the way I manage, and view it as my responsibility to provide them with the resources, training and leadership they need to do their jobs well. I work long hours, but weekends are for me and my family." If you hear such a response, accept the job offer immediately.

On the other hand, you may be told: "I really don't understand your question. Anyone in my department is here primarily to work. After all, I have a family to support and bills to pay -- I'm sure you do, too. I expect everyone else to get used to this environment, like I did. If you have to make sacrifices, you do it. For example, I haven't taken a vacation in seven years because there's just too much work to do." With an answer like this, think twice -- no, three times -- about what you're getting into before accepting an offer.

"I don't understand. What do you mean?" This response speaks for itself.

"Well, I can name several things. For starters," This type of response tells you that the boss is sensitive to his team's needs and will probably be open to suggestions and make appropriate changes to maintain a good working environment.

When a higher-up's motivations aren't aligned with yours, there may be conflict later. After all, your boss will want to keep doing tasks he enjoys, which will influence how he manages the team. To see if your interests are compatible, ask:

"I enjoy the work, especially the details. I've always liked working with the quantitative aspects of my job -- data, anything measurable. I also like the company culture. You're free to be creative and there isn't a very tight reporting relationship. Also, you're compensated well for your work. We pay 18% above the industry average." Such a reply seems promising.

"Nothing in particular. I was between jobs for a couple of months, then this opportunity came along and I took it. I'm doing more of what I was doing before, which is fine with me." This response should raise a red flag, since this manager doesn't sound particularly motivated to perform. Still, to make sure, ask follow-up questions to gain a better picture of the whole person.

Prospective bosses don't typically volunteer what tasks you'll be expected to tackle immediately as a new hire. To make sure you're not hit with more than you bargained for in your first few weeks, ask about this subject directly. While listening to the response, pay close attention to the boss's attitude and body language. If he appears tense, excited or worried, you'll likely feel a lot of pressure to get the job done.

"I'm glad you asked. The company is changing a great deal, and my department especially is being affected. I need to set up a global telecommunications system connecting 12 of our European offices in the next six to eight weeks. You'd be on a special task force working in shifts with two other teams. We don't have all the resources we need, but conditions will improve soon, I hope. I also need to create a complete, interim budget for the project in the next two weeks. You'd have to crunch some relevant numbers for this assignment right away."

In other words, you'll be thrown right into the thick of things. Remember, when setting priorities, your job description isn't as important as the boss's agenda.

While it's important to accurately interpret the content of the manager's responses, heeding the nonverbal signals also is key. Watch facial expressions, hand gestures and body movements. For example, facial contortions accompanied by squinted eyes usually indicate that the boss is uneasy, stressed or, perhaps, suspicious. Quick, jerky reactions, accompanied by short verbal blips such as "sure," "yep," "uh-huh" or "so" -- particularly while you're talking -- indicates impatience and a highly time-oriented temperament. A manager with inordinately slow, lethargic body language who leans back with hands clasped behind the head or rests his chin in his palm with his elbow on the desk likely is bored, indifferent or ambivalent. You're probably not in the company of a highly interactive leader. If, on the other hand, the boss appears responsive, relaxed, in control and affable, you can bet she is a well-balanced manager who will pay attention to your needs.

If you leave an interview without getting a sufficient portrait of the manager, plumb your network for leads to professionals who may have serviced his or her department. Accountants, consultants, salespeople or lawyers may be able to provide useful insights into the boss's workstyle, since they've seen it firsthand.

Of course, you'll need to follow your instincts when deciding whether or not you want to work for a particular manager. But the more you can learn about a prospective boss during the interview -- and afterward, from sources inside and outside the company -- the better informed you'll be and the more likely you are to make a wise decision.