Hiring a strong leader—whether a team lead, department manager, or senior executive—means going beyond past titles and responsibilities. Great leaders know how to communicate, motivate, adapt, and drive results through others. The interview process is your best chance to uncover these traits—if you ask the right questions.
Here are 10 interview questions that help you assess leadership ability, along with what each question reveals and what to listen for in a great answer.
1. Tell me about a time you led a team through a period of uncertainty or change.
Why this assesses leadership: Leadership isn’t just about keeping things running when all is well—it’s about navigating complexity and rallying people in uncertain situations.
What to listen for: Structured thinking, calm under pressure, strategic communication, and the ability to keep morale and performance steady. Bonus if they adapted plans while still delivering results.
2. How have you handled underperformance on your team? Walk me through your approach.
Why this assesses leadership: Strong leaders hold people accountable without losing trust. They approach underperformance as an opportunity to coach, not just correct.
What to listen for: Clarity in expectations, a feedback loop, support offered to improve, and a long-term improvement—not just quick fixes. Look for a mix of empathy and accountability.
3. Give an example of a decision you made that was unpopular—and how you handled it.
Why this assesses leadership: Leadership isn’t about making everyone happy. It’s about making the right call and communicating it with integrity.
What to listen for: Confidence in decision-making, transparency about the rationale, and respect for differing opinions. Listen for signs they maintained team alignment even amid disagreement.
4. Tell me about someone you helped grow in their career. What role did you play in their development?
Why this assesses leadership: Great leaders build other leaders. They coach, mentor, and advocate for their team’s growth.
What to listen for: Initiative in helping someone develop, tailored support (like stretch assignments or feedback), and a sense of pride in that person’s progress.
5. When you delegate critical work, how do you ensure accountability without micromanaging?
Why this assesses leadership: Delegation reflects a leader’s understanding of their people and their ability to empower others. True leaders balance trust with oversight.
What to listen for: A thoughtful process based on individual strengths, clear expectations, and regular—but not overbearing—check-ins. Look for someone who uses delegation as a development tool and trusts their team to deliver results without constant supervision.
6. Describe a time you had to influence someone without direct authority.
Why this assesses leadership: Strong leaders can drive collaboration and buy-in—even when they don’t have positional power.
What to listen for: Emotional intelligence, stakeholder awareness, and a persuasive yet respectful approach. Effective influencers build trust and align others through shared goals.
7. What’s the most important leadership lesson you’ve learned, and how did you learn it?
Why this assesses leadership: Self-awareness and reflection are signs of maturity. Leaders evolve—and they know where they’ve grown.
What to listen for: A real story (not a generic answer), a lesson with lasting impact, and how it changed their behavior or philosophy as a leader.
8. How do you help your team stay focused when priorities shift or workloads spike?
Why this assesses leadership: Today’s business environment is fast-moving. Leaders need to bring clarity and calm during chaos.
What to listen for: Prioritization strategies, transparent communication, and the ability to protect the team from burnout. Look for someone who adapts without creating confusion.
9. What do you do when someone on your team disagrees with your approach?
Why this assesses leadership: Healthy teams don’t always agree—and that’s a good thing. Great leaders create space for debate without losing direction.
What to listen for: Willingness to hear feedback, openness to adjusting their stance, and skill in maintaining psychological safety while moving forward with decisions.
10. What legacy do you want to leave as a leader in your next role?
Why this assesses leadership: A leader’s long-term focus says a lot about what drives them. Legacy is about lasting impact—not just short-term wins.
What to listen for: Answers that go beyond personal success. Look for themes like developing others, shaping culture, building resilient teams, or leaving systems better than they found them.
What This Means for Your Next Interview
Hiring someone into a leadership role means trusting them with your people, your performance, and your future. These 10 questions are designed to move beyond vague buzzwords and reveal real, earned leadership—through actions, not titles.
At Search Solution Group, we help companies hire high-impact leaders every day. Whether you’re building your executive team or filling a critical management role, we’ll help you find the person who can lead with purpose—and deliver results.
