Why Leadership Interview Questions Matter More Than You Think
Finding the right leader for your team isn't just about checking boxes on a resume. Leadership interview questions are your window into how a candidate actually thinks, makes decisions, and handles pressure when it counts. Whether you're hiring for a project manager role or filling a C-suite position, the questions you ask can make or break your hiring decision. Great leaders don't just happen - they're identified through thoughtful, strategic interviewing that goes beyond surface-level qualifications.
The Science Behind Strong Leadership
Companies with strong, well-knitted, efficient, and reliable leadership tend to thrive, even in difficult times. This isn't just feel-good corporate speak - it's backed by real data. Research shows that when employees feel psychologically safe under good leadership, performance improves significantly. Teams embracing diversity and celebrating differences have happier and more productive employees who feel supported and valued.
There are four main types of leadership styles you'll encounter: Direct, Support, Coach, and Delegate. Each style brings different strengths to the table, and your leadership interview questions should help you identify which style best fits your organization's needs. Cornell's Leadership Skills for Success model identifies 7 core competencies that matter most: Integrity, Inclusion, Vision, Communication, Initiative, Judgment, and Growth. These competencies form the backbone of effective leadership assessment.
Leadership roles span across every industry - from project managers and team leaders to directors and C-Suite executives like CEOs, COOs, and CFOs. In construction, you might be interviewing for site managers, construction managers, or project directors. Healthcare organizations need strong leaders in roles like head nurse, chief medical officer, executive director, and hospital administrator. No matter the industry, the right leadership interview questions can reveal authentic leadership competencies that predict future success.
Finding Leaders Who Drive Real Results
The most effective leadership interview questions typically take the form of behavioral interview questions that reveal how candidates have actually performed in past situations. This approach makes sense when you consider that many companies invest heavily in professional development, hoping to foster and retain talent. They need leaders who can deliver measurable results - like the 20% increase in sales from marketing campaigns, 30% increase in efficiency from system implementations, or 15% improvements in project efficiency that great leaders consistently achieve.
Now that we understand why strategic questioning matters so much, let's dive into the 313 best practice leadership interview questions that will help you identify exceptional leaders and avoid costly hiring mistakes in 2024.
Because you're reading this article, you might be interested in the following article as well: One Way Video Interview: Basics and Features.
🏆 The list of TOP 313 leadership interview questions in 2025
What Do You Think Are Important Leadership Skills?
This question helps you evaluate how well a candidate understands what it takes to manage people effectively. It reveals both their leadership philosophy and how they apply it in real-world situations.
Ask follow-up questions like:
- “Can you give an example of a time you demonstrated those skills?”
- “How do you develop leadership skills in others?”
These will dig deeper into their experience and approach.
Best practice tip: Look for responses highlighting a mix of soft skills – like empathy, communication, and adaptability – along with strategic thinking and decision-making ability.
A candidate who mentions adaptability, decisiveness, resilience, empathy, and problem-solving shows they understand the balance between driving results and supporting people.
This question is especially useful when hiring for:
- Managerial roles
- Team leads
- Project managers
- Any position where they’ll guide or influence others
Use this insight to assess not just how they view leadership, but also how they lead by example.
Which Leadership Style Do You Use?
This is a great question to understand how a candidate leads, motivates, and interacts with a team. It reveals not only their leadership preferences but also their ability to adapt to different team dynamics.
Best practice tip: Look for candidates who show flexibility rather than sticking rigidly to one leadership style. In most real-world situations, effective leaders use a blend depending on the needs of the project or team.
A strong response might include a combination of the following:
- Situational leadership – where the style depends on the context.
- Transformational leadership – motivating and inspiring the team to grow.
- Coaching style – focused on development and long-term goals.
The candidate's comment shows a healthy awareness of when to lead, when to support, and when to delegate. This adaptability is key in modern workplace environments where team needs can shift rapidly. Empowering others while offering guidance often leads to better engagement and performance overall.
Tell Us About a Time When You Faced a Challenging Situation as a Leader. How Did You Overcome It?
This question helps uncover a candidate’s leadership style, problem-solving mindset, and ability to stay calm under pressure. Look for responses that show resourcefulness, accountability, and clear communication.
Best practice: Encourage candidates to use the STAR method (Situation, Task, Action, Result) to keep their answer structured.
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Candidate Comment Example:
>"In my previous role as a construction site manager, our job site had an issue with equipment theft. I resolved this issue by integrating a telematics system into our equipment to track its location and usage. I complemented the system with IoT sensors and cameras to monitor the equipment's movements and alert us of any unauthorised use. These measures resulted in zero instances of equipment theft during my tenure."
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What to look for in this answer:
- Proactive problem-solving: The candidate identified the core issue and took initiative.
- Innovation: Leveraged technology like telematics and IoT—this shows adaptability and modernization.
- Effective leadership: Took ownership of a site-wide problem and implemented a sustainable solution.
- Impactful result: Reduction of thefts to zero shows the strategy was not only creative but effective.
This is a strong leadership example. The candidate didn't just report the problem—they owned it, solved it, and improved operations. Answers like this show the ability to lead with both strategy and execution.
How Do You Build and Maintain a High-Performing Team?
This is a great question for spotting true leadership potential and team management experience. Look for answers that go beyond just managing people—you want to see how a candidate drives performance, builds trust, and fosters growth within a team.
The sample response includes key elements of an effective team leader:
- Hiring the right people – This reflects a long-term mindset and understanding that strong teams start with strong foundations.
- Goal alignment – Setting team goals tied to business objectives shows strategic thinking.
- Clear planning and delegation – Effective leaders don’t just assign tasks; they make sure responsibilities match strengths.
- Training and mentoring – Shows initiative in helping others grow and keeping the team performing at their best.
Best practice tip: Strong candidates will highlight both how they build the team and how they maintain performance over time. Look for mentions of regular feedback, open communication, team recognition, or performance tracking.
Use this question early when screening for leadership roles like team leads, project managers, or department heads.
How Do You Handle Disagreements or Confrontations in a Team?
This is a powerful question that reveals a candidate’s emotional intelligence, communication skills, and teamwork mindset. Hiring someone who can’t resolve conflict constructively can hurt team morale and productivity.
Look for answers that show:
- Strong listening skills
- Willingness to understand all sides
- Calm and respectful tone in disagreements
- Efforts to find win-win or compromise solutions
Best practice: Candidates should ideally mention that they stay neutral during tense situations, actively listen to everyone involved, and aim to reach a solution that supports both the team's goals and individual concerns.
Red flags: Watch out for answers that involve avoidance, passing responsibility, or a ‘my way or the highway’ approach.
A strong sample answer might sound like:
> “When a disagreement arises, I use a blend of active listening, open communication, mediation, and collaborative problem-solving. I step in as a mediator. Then, I listen to every side of the argument and encourage my team members to do the same. Next, I identify the root cause of the issue and come up with possible solutions that satisfy everyone or at least gather us all on a middle ground.”
This kind of response shows maturity, leadership, and a team-focused attitude—qualities that make a positive impact in any collaborative environment.
How Do You Manage Deadlines?
This is a great question to ask when trying to assess a candidate’s time management, planning, and team coordination skills. It's especially important in fast-paced environments where meeting timelines is critical.
What to look for in a strong answer:
- A clear process for time management
- Use of tools (like project management systems)
- Proactive communication with the team
- Problem-solving approach when delays arise
Example of a strong answer: "I break down the project into smaller, more manageable tasks with specific timelines. Then, I assign these to my team members based on their workload and expertise. To ensure we meet the deadlines, we have regular check-in meetings to track progress, identify potential roadblocks, and make necessary adjustments. I also use project management tools to stay organised and on track."
Why this works: This response shows careful planning, strong delegation, and solid communication skills. It also reflects best practices like using technology for organization and holding regular team check-ins.
Watch out for vague answers like “I just try to stay focused” or “I work late if I have to” — those show lack of planning or poor work-life balance.
Best practice: Encourage candidates to describe a specific project or situation where they successfully managed a tight deadline. This gives you real insight into their process and decision-making.
Suppose You Have an Underperforming Team Member. How Would You Motivate Them?
This is a great question to assess leadership style, communication skills, and emotional intelligence. When someone answers this well, they usually mention key points like empathy, problem-solving, and proactive engagement with their team members.
Strong responses typically include:
- Holding a one-on-one meeting to uncover the root of the issue.
- Offering support through feedback, mentoring, or training.
- Setting clear expectations and measurable goals.
- Following up to track progress and show continued support.
Best practice: Look for candidates who show both empathy and accountability. You want someone who doesn’t jump to conclusions or dismiss the employee but also takes action to help them improve.
What to watch for: Answers that are too vague or overly harsh may indicate poor leadership or lack of team management experience.
Comment: I believe in having open and honest communication with my team members. So, I would sit down with the underperforming team member and have a one-on-one conversation to understand their challenges. Then, I'd take measures to resolve their issues so that they can perform at par.
How Do You Delegate Tasks?
When a candidate explains how they delegate, you're really learning how well they lead, communicate, and manage their team’s strengths. Look for signs that the candidate knows how to assess skill sets, balance workloads, and trust others to get things done.
In the example answer here, the candidate talks about reviewing strengths, weaknesses, and workload before assigning tasks. That’s a best-practice approach. It shows they’re thoughtful, organized, and focused on team success—not just pushing work off their plate.
What to listen for:
- Do they know their team’s strengths?
- Are they strategic in task assignments?
- How do they communicate expectations?
- Do they follow up and support after delegating?
A strong candidate doesn’t just hand responsibilities off—they stay involved and help team members succeed.
Tell Us About an Instance Where You Lead by Example
This type of behavioral question is key to identifying candidates who demonstrate leadership, accountability, and initiative — even when they're not in a formal leadership role. It's a great way to assess how someone steps up under pressure or influences others through actions, not just words.
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What to listen for in a strong answer:
- A clear example with context, actions, and outcomes
- Leading through actions rather than giving instructions
- Demonstrating empathy, ownership, and a team-first mindset
- Signs of persistence in the face of challenges
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Comment on the Response:
This response is a good start. It highlights the candidate’s calmness under pressure and willingness to work extra hours — both valuable traits. However, it could be stronger by including specific actions taken to help the team beyond working longer hours. Did they delegate tasks more effectively, reorganize the workflow, or support stressed-out team members in a specific way?
Best practice tip: Encourage candidates to use the STAR method (Situation, Task, Action, Result) when answering. It helps them structure their response and show impact more clearly.
What Approach Do You Take to Deliver Feedback?
This question helps you understand how a candidate handles communication, leadership, and team development. Look for examples of how they share both positive and constructive feedback. A strong candidate shows consistency, empathy, and intention behind how they deliver feedback.
What to listen for:
- Clear method of delivering feedback (e.g., one-on-one meetings, in writing)
- Balance between positive reinforcement and areas for improvement
- Adaptability based on the situation and the employee
- Commitment to ongoing communication and team growth
A best practice approach includes giving regular, timely feedback that’s tied to specific behaviors or results. Candidates who use a mix of real-time comments and scheduled discussions show good awareness of maintaining team morale and performance.
The example comment reflects a thoughtful feedback style. Scheduling one-on-ones shows commitment, while adapting to project context reflects flexibility—both are great traits in team leaders or managers.
Tell Us About Your Approach to Employee Development
This question helps reveal how a candidate supports growth in others and whether they take an active role in helping team members learn and advance. Strong leaders focus on guiding individuals based on their personal strengths, not just ticking boxes for promotions.
Comment:
I take a coach approach to employee development. For example, in my previous role as a project manager, our social media manager shared that he was interested in graphic design. So, I encouraged him to take online courses and assigned him design-related tasks. My point is I don't take a one-fits-all approach. Instead, I understand each employee's unique strengths and interests and guide them toward their career goals accordingly.
Why this matters: This is a great example of personalized development. The candidate doesn’t just manage—they mentor. Instead of pushing the employee down a single path, they listened and tailored growth opportunities around his passion. That shows empathy, active listening, and willingness to adapt.
Best Practice: Look for answers where a candidate shows they recognize individual ambition and support their team with relevant opportunities, tools, or learning paths. Strong replies often mention real actions taken—like arranging training, giving new responsibilities, or connecting someone with a mentor.
Red flag: Generic answers like “I want my team to grow” without specifics. You want someone who actively invests in their people’s future—not just talks about it.
How Do You Take Feedback as a Leader?
Hiring managers should always ask this question to understand how a candidate handles constructive criticism and if they possess the emotional intelligence required for leadership roles. Look for signs of self-awareness, openness, and a growth mindset in their answer.
What to listen for:
- Examples showing how they’ve applied feedback
- Willingness to accept criticism without being defensive
- Appreciation for different perspectives
- Practice of encouraging team feedback
Red flag answers:
- Getting defensive or dismissive
- Saying “I don’t get much feedback”
- Blaming others when given criticism
This question reveals how coachable and adaptable your future leader is.
> "I always welcome feedback because it helps me identify areas where I can improve as a leader. Even if it's criticism, I try to understand the perspective of the person giving it and use their feedback to make positive changes in my performance."
This is a solid response that shows maturity and a proactive approach. A best practice is to dig deeper here — ask for a real example where they turned feedback into improvement. That’s where you’ll see how sincere and capable they really are as leaders.
How Do You Monitor Your Team's Performance?
This is a great question to ask when you're hiring for any management or leadership role. It helps you understand if the candidate has a structured approach to performance tracking and whether they have experience using tools or metrics to drive results.
What to look for in a great answer:
- Use of Key Performance Indicators (KPIs) or metrics tied to specific goals
- Familiarity with project management tools like Trello, Asana, or Jira
- Emphasis on clear communication and team accountability
- Regular performance reviews or one-on-one check-ins
Best practice: A strong candidate doesn't just say “I monitor performance” — they explain how they do it and why it works. Like in the answer shared, the candidate sets KPIs at the start of every project and uses dashboard tools to track them. That shows both planning and real-time decision-making, which is exactly what you want in a team leader.
How Do You Manage and Resolve Ethical Dilemmas in a Leadership Role?
This is a great question to ask senior-level candidates, especially those applying for management or executive roles. Ethical leadership is the foundation of trust and credibility in any organization.
Look for answers where the candidate:
- Clearly defines what an ethical dilemma is
- Shows a step-by-step thought process on how they evaluated the options
- Includes input from others (team members, HR, legal)
- Emphasizes transparency, communication, and integrity
- Prioritizes long-term trust over short-term gains
The candidate’s response above is strong. They demonstrate awareness that ethical issues are not solo decisions. Consulting with the team and legal experts shows both humility and accountability. It’s also a good sign that they consider the broader impact on stakeholders — this aligns with values-driven leadership.
Best practice? Leaders should always keep communication open and document these decisions when possible. This helps maintain trust and protects both the company and employees.
Which values are important to you as a leader?
Asking this question helps you understand a candidate’s leadership philosophy and how it aligns with your company’s culture and values. You're not just listening for general traits like “honesty” or “integrity,” but rather how they’ve applied those values in real situations.
What to look for in a strong answer:
- Specific values the candidate holds (e.g., transparency, accountability, empathy)
- Examples of how they've demonstrated those values in past roles
- Reflection on leadership challenges and how their values guided them
- Awareness of how their leadership impacts team morale and performance
- A connection to your company’s mission or culture
Good candidates will clearly outline their previous leadership experiences, including how many people they were responsible for and the nature of their role. The best answers will also show that candidates have researched your company and have a concrete answer to why they think they'll be a good fit to lead your people.
Best practice: Encourage candidates to share a story that proves their leadership values in action. Real examples are more telling than theoretical answers.
Describe your leadership experience so far.
Comment: Look for candidates who can clearly explain when and how they’ve been in a leadership role. They should mention how many people they led, what type of team it was, and the responsibilities they handled.
A strong answer also includes:
- Specific examples of projects they led
- Challenges they faced and how they handled them
- How they motivated team members and communicated goals
Best practice: Top candidates will focus not just on what they did, but how their leadership impacted results. A vague or generic answer might show a lack of actual leadership experience.
What do you hope to achieve as a leader in our organization?
Asking this question helps to uncover a candidate’s vision, motivation, and alignment with your company’s goals. It encourages them to think beyond the job description and share what kind of impact they hope to make.
Strong responses will often include:
- A clear understanding of your company’s mission
- Specific leadership goals they want to reach
- Focus on team development and organizational success
Candidates who have taken the time to research your company will often refer to your culture, business direction, or current challenges—and show how they can help lead through them.
Best practice: Look for candidates who link their leadership aspirations to your organization’s values, not just their personal advancement. This shows they’re invested in your success, not just theirs.
Example comment: "I want to build a team that consistently delivers strong results while growing professionally. I see your company emphasizes innovation, and I’d love to foster a culture where new ideas thrive and employees feel empowered to contribute."
This tells you the candidate is thinking about both performance and people—a strong sign of leadership potential.
Describe your leadership style.
This question helps you understand how a candidate naturally leads a team and manages people. Their answer can reveal whether they're more hands-on or hands-off, directive or collaborative.
Look for:
- Clear examples from past roles
- Consistency in how they guide, support, or motivate others
- Awareness of when to adjust their style depending on the situation
Best practice: Match their leadership style with your company’s existing culture and the specific team dynamics. For example, a democratic style works well in collaborative environments, while a transformational leader fits teams needing growth or innovation.
Comment:
Listen carefully to understand candidates' natural leadership styles – for instance, are they autocratic, democratic, transformational, etc? This will help you identify candidates whose style aligns with your company's values and culture.
Name a business leader who inspires you.
This question uncovers a lot more than you might expect. When a candidate shares a business leader they admire, it gives you a lens into their values, leadership preferences, and even long-term career aspirations.
For example, if someone says Elon Musk, it may suggest they value innovation, risk-taking, and high performance. If they say Indra Nooyi, it might point to values like integrity, strategic thinking, and diversity.
Best practice: Don’t just accept the leader's name at face value — follow up with "Why?" That’s where the real insight lies. Ask what specific traits, actions, or philosophies the candidate finds inspiring. Are they motivated by resilience, ethics, visionary thinking, or work culture?
This question is useful to:
- Gauge alignment with your company’s leadership style
- Understand what attributes they strive to emulate
- Learn who they study or follow professionally
Tip: Knowing which other leaders a candidate looks up to can help you map out whether their personal growth direction fits your team or company culture.
Would you make any changes to our organization if hired?
Asking this question helps you gauge how much homework the candidate has done on your company—and how they think. A well-informed answer shows critical thinking and genuine interest.
Look for answers that include:
- Mention of specific areas or processes
- Thoughtful insights backed by research
- A balance of respect for the current system with a vision for improvement
Best practice: Pay attention to how candidates phrase suggestions. A strong candidate will speak with humility, offering ideas without being overly critical. This shows emotional intelligence and good leadership potential.
Red flag: If their answer is vague or generic like “I think everything seems fine,” it may mean they didn’t take the time to learn about your company or are not confident in their ability to innovate.
What approach would you use to deliver positive vs. negative feedback to a team member?
When asking this question, you're trying to understand how a candidate handles communication, especially in situations that can impact morale or performance. The way they balance positive reinforcement with constructive criticism is a strong indicator of leadership and emotional intelligence.
Comment:
Look for answers that show how they give positive and negative feedback, paying particular attention to whether they can change their communication style to suit each scenario.
Why this question matters:
- Great team dynamics rely on open, respectful feedback.
- Candidates should show they can give praise to motivate, and criticism to guide.
- Their response reveals how adaptable and empathetic they are.
Green flags in answers:
- Positive feedback: Delivered publicly or personally in a timely way, with specific praise.
- Negative feedback: Shared privately, focused on behaviors not personality, with clear suggestions for improvement.
- Adjusts tone and setting based on the situation and person.
- Encourages a two-way conversation, not just a one-sided critique.
Best practice: Look for people who don’t avoid tough conversations. Strong candidates know that feedback, when communicated thoughtfully, helps the individual and the team grow.
How would you react to receiving negative feedback from a subordinate?
This question helps assess a candidate's emotional intelligence, especially in leadership or management roles. The best candidates will show that they can take feedback constructively, regardless of who it's from. You're looking for maturity, self-awareness, and the ability to stay calm under pressure.
What to listen for:
- Openness to feedback without becoming defensive
- Willingness to reflect and make improvements
- Appreciation for honest communication from team members
Example of a strong answer: "I try to see feedback—whether it's from a colleague, manager, or someone on my team—as a chance to grow. If a team member feels comfortable enough to share concerns with me, I see that as a good sign. I listen carefully, thank them, and take time to reflect on what I can improve. Then I follow up with action, so they know I take their input seriously."
Best practice: Look for answers that show leaders are skilled in regulating their emotions, particularly when receiving critical feedback. You want someone who leads by example and fosters a culture where communication goes both ways.
Your team feels demotivated after a project fails. How would you motivate them?
This question helps reveal a candidate’s ability to lead through failure and maintain team morale. You're trying to gauge how the candidate reacts under pressure, handles disappointment, and brings a team back on track.
What to look for:
- Responses that show empathy and emotional intelligence
- Actionable steps taken to rebuild trust and boost team motivation
- Ability to acknowledge the failure, learn from mistakes, and shift the team’s perspective
- Encouraging open communication without placing blame
Strong candidates often mention examples like leading a team debrief, recognizing small wins to restore confidence, or setting short-term goals to rebuild momentum.
Best practice: Look for candidates who can stay compassionate without becoming emotionally entangled. They should be supportive, yet proactive in moving forward.
Have you ever had to restructure your team? What approach did you use to manage those who were impacted and the team members who stayed?
This question helps uncover a candidate’s leadership skills, communication style, and emotional intelligence during crucial transitions. Use it when hiring for management or senior roles where change management is a part of the job.
What to listen for:
Look for specific examples that show the candidate can balance empathy with professional distance. Ideally, they should talk about:
- Communicating openly and honestly with the team
- Offering support to affected employees (career guidance, references, severance)
- Reassuring and motivating remaining team members
- Transparency around the reasons for the change
Best practice: Strong responses demonstrate planning, consideration of team morale, and the ability to lead with compassion without getting emotionally overwhelmed. A good candidate will also reflect on what they learned from the experience.
How do you handle a situation where a team member is emotionally struggling?
This question helps you understand if the candidate can manage sensitive team dynamics with empathy and professionalism. You're looking for someone who shows emotional intelligence but also knows how to set healthy boundaries at work.
What to listen for:
- Awareness of emotional cues in others
- A calm, supportive approach
- Knowing when and how to offer help
- Keeping the overall work environment stable
- Involving HR or leadership when needed
Best practice tip: The ideal candidate avoids being overly personal but still creates a supportive space. You want someone who can listen, offer help, and maintain workplace standards.
Red flag answers:
- Over-involvement that may blur professional boundaries
- Ignoring the issue or showing lack of empathy
- Failing to engage appropriate channels like HR
Ideal answer: A balanced approach with a real-life example, showing they addressed the team member's needs while also protecting team productivity and morale.
Describe a situation when you had to make a difficult decision.
When asking this question, you’re looking for more than just the outcome. The best candidates will walk you through the full thought process behind their decision. Ask follow-up questions if needed to understand:
- What made the decision difficult?
- What were the possible consequences?
- Who else was involved or impacted?
- How did they evaluate options?
Look for candidates who can explain the reasoning behind their choice clearly. Pay attention to how they balance intuition with facts or data, and whether they considered the bigger picture or business impact. Ideally, you want someone who shows strong judgment and confidence—without ignoring the context or people involved.
A good answer usually comes with:
- A clear setup of the problem
- Consideration of multiple options
- Use of facts, feedback, or team input to guide the decision
- Acknowledge of possible risks and how they managed them
- What they learned from the experience
This question helps you see how the candidate thinks under pressure, evaluates tough trade-offs, and acts with ownership—all key traits for strong hires.
What process do you follow when encountering a problem with multiple possible solutions?
This question helps uncover how candidates think through complex challenges. The strongest candidates will explain a clear, structured process—ideally a step-by-step approach they consistently use to make smart decisions under pressure.
Look for signs that they:
- Identify and define the problem clearly
- Explore all possible options
- Weigh pros and cons using relevant data or past experiences
- Consider input from others if needed
- Make a confident decision
- Evaluate the outcome afterwards for future learning
Best practice: Candidates who strike the right balance between analytical thinking and industry intuition tend to thrive. Bonus points if they show awareness of their sector's nuances and can adapt their decision-making accordingly.
Strong responses often include a real example showing how their decision led to a successful outcome. This shows not just their thought process, but also their ability to apply it effectively in real work situations.
Describe a decision you made that involved significant risk. What factors did you consider, and what was the outcome?
This question helps uncover how a candidate approaches problem-solving and risk assessment in real-life situations. You're looking to learn not only what they did, but why they did it, and what happened after.
A strong answer should include:
- A clear description of the situation
- The risk involved and what was at stake
- The rationale behind the decision
- The eventual outcome
- And most importantly, what they learned and how they apply those lessons now
Best practice: Look for candidates who took calculated risks, made decisions based on solid reasoning, and took responsibility regardless of the result. Reflective thinking and accountability are key green flags. If the risk didn’t pan out, how they handled the setback tells you a lot about their resilience and growth mindset.
Can you give an example of a decision you made that was a mistake? What did you learn from it?
This question helps you see how a candidate processes failure and whether they take responsibility for their actions. A strong answer should include:
- A clear example of a real mistake
- Honest reflection without blaming others
- A takeaway or lesson that shaped their future behavior
- Signs of growth or changed approach
You're not just identifying errors here—you’re looking for self-awareness, maturity, and the ability to learn. Best practice is to dig into how they applied the lesson from that mistake in later situations. If they can connect the dots between a past decision and how they do things differently now, that’s a strong sign they’re coachable and growth-oriented.
Use this to evaluate emotional intelligence and long-term potential. Candidates who can comfortably explain what went wrong without being defensive show both accountability and resilience.
How do you involve your team in the decision-making process?
This question reveals how a candidate approaches collaboration and leadership. Look for signs that they value team input, consider different perspectives, and can guide the group toward a final decision.
Best practice: A strong candidate will explain a clear process—like running brainstorming sessions, gathering feedback, or assigning roles based on strengths. You're looking for more than just "I ask my team"; the best responses show why involving others matters and how it leads to better outcomes.
Watch for:
- Specific examples of team-based decisions
- Balancing data with intuition ("We looked at customer insights, but also trusted our frontline team's instincts")
- Clear knowledge of their industry or sector during the decision-making process
Candidates who demonstrate structured thinking, people-awareness, and confidence in shared ownership stand out.
💡 Remaining 283 questions...
The online article only includes the first 30 questions to keep it digestible, but we’ve put together an ebook for you with all the questions we gathered through our extensive research.
Download E-Book here 👉
Real-World Insights on Leadership Interview Questions
When it comes to leadership interview questions, some of the most valuable insights come from industry experts who've spent years studying what makes great leaders tick.
Vik Malhotra's research with McKinsey reveals a fascinating truth: great CEOs are bold. This boldness isn't just about taking risks—it's about having the confidence to make tough decisions and stand behind them. When you're preparing for leadership interview questions, showcasing this kind of mindset can set you apart from other candidates. Interviewers want to see that spark of boldness that indicates you're ready to lead when the stakes are high.
Professor Sydney Finkelstein from Dartmouth University has dedicated years to understanding the art and science of leadership. His renowned research, featured in Dartmouth's Strategic Leadership: Impact, Change, and Decision-Making Specialization, provides a goldmine of insights for both interviewers and candidates. His work emphasizes that effective leadership isn't just about having the right answers—it's about asking the right questions and making decisions that drive real impact.
In the healthcare sector, Jessica Homann from Furst Group has gathered invaluable insights from some of the industry's top executive recruiters. Based on thousands of healthcare executive searches, her research shows that the most successful leadership candidates are those who can demonstrate both strategic thinking and genuine empathy—qualities that often shine through in well-crafted leadership interview questions.
Why Video Screening Software is Revolutionizing Leadership Recruitment
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