Resources
Leadership interview questions (and answers)
25 leadership interview questions to unearth leadership skills, experience, style and potential.
25 good leadership questions
- How do you define effective leadership, and why is it important in a team or organisation?
- Describe a situation when you successfully motivated and encouraged your team to achieve a challenging goal.
- How do you lead by example to establish a positive and collaborative work environment?
- Share an example of a time when you provided constructive feedback to a team member to help them grow and improve.
- How do you handle conflicts or disagreements within your team or among colleagues?
- Describe a time when you had to adapt your leadership style to manage a diverse team with varied personalities and work preferences.
- How do you delegate responsibilities and tasks effectively to empower your team members while ensuring successful outcomes?
- Share an example of a challenging decision you made as a leader and how you navigated its implementation.
- How do you foster a culture of continuous learning and professional development within your team or organisation?
- Describe a time when you had to make a decision that required you to prioritise team success over individual recognition.
- How do you create a compelling vision and set clear goals to align your team towards a shared purpose?
- Share an example of a time when you had to lead a team through a period of significant change or uncertainty.
- How do you build and maintain strong relationships with stakeholders, superiors, and team members to foster a collaborative work environment?
- Describe a time when you had to handle a crisis situation as a leader, and how did you lead your team through it?
- How do you promote innovation and creativity within your team, encouraging them to contribute their ideas and insights?
- Share an example of a time when you had to coach and mentor a team member to overcome a significant professional challenge.
- How do you handle situations when you need to make a tough decision that may be unpopular but is necessary for the organisation’s success?
- How do you foster a diverse and inclusive work environment where every team member feels valued and respected?
- Describe a time when you had to lead a team through a significant achievement or milestone.
- How do you handle situations when you need to mediate conflicts or disagreements among senior team members or stakeholders?
- Share an example of a time when you had to provide mentorship and support to a team member experiencing professional growth challenges.
- How do you create opportunities for team members to take on leadership roles and contribute to decision-making?
- Describe a time when you had to prioritise team member well-being and work-life balance during a demanding project or period.
- How do you handle situations when you need to make a decision without complete consensus among team members or stakeholders?
- Share an example of a time when you had to lead a team through a period of significant growth or expansion.
1. How do you define effective leadership, and why is it important in a team or organisation?
What to look for:
Candidates who understand the essence of leadership and its significance in driving team success.
Suggested answer:
“Effective leadership involves inspiring and guiding a team towards shared goals while fostering a positive and productive work culture. It’s important in an organisation as it influences employee motivation, engagement, and overall performance.”
2. Describe a situation when you successfully motivated and encouraged your team to achieve a challenging goal.
What to look for:
The candidate’s ability to inspire and motivate others to achieve exceptional results.
Suggested answer:
“During a tight project deadline, I rallied the team by recognising their efforts, setting clear milestones, and offering support. Our collaborative efforts resulted in surpassing the target ahead of schedule.”
3. How do you lead by example to establish a positive and collaborative work environment?
What to look for:
Candidates who understand the importance of setting a positive tone through their own actions.
Suggested answer:
“I lead by example by demonstrating professionalism, integrity, and a strong work ethic. I actively encourage open communication and collaboration, which fosters a positive team spirit.”
4. Share an example of a time when you provided constructive feedback to a team member to help them grow and improve.
What to look for:
The candidate’s ability to mentor and develop their team members.
Suggested answer:
“I noticed a team member struggling with time management. I provided specific feedback, offered time management resources, and worked with them on a plan to enhance their efficiency. Over time, their performance improved significantly.”
5. How do you handle conflicts or disagreements within your team or among colleagues?
What to look for:
Candidates who can navigate conflicts with empathy and diplomacy.
Suggested answer:
“I address conflicts promptly by encouraging open dialogue and active listening. I mediate when needed and seek collaborative solutions that align with team goals and individual needs.”
6. Describe a time when you had to adapt your leadership style to manage a diverse team with varied personalities and work preferences.
What to look for:
The candidate’s ability to flex their leadership approach to accommodate different team dynamics.
Suggested answer:
“In a cross-functional team, I recognised the diverse personalities and communication styles. I adapted my leadership approach to match each team member’s preferences, ensuring they felt valued and understood.”
7. How do you delegate responsibilities and tasks effectively to empower your team members while ensuring successful outcomes?
What to look for:
Candidates who can delegate tasks strategically and empower their team to take ownership.
Suggested answer:
“I delegate based on team members’ strengths and interests, providing clear expectations and necessary resources. I trust my team’s capabilities and offer support, allowing them to take ownership of their work.”
8. Share an example of a challenging decision you made as a leader and how you navigated its implementation.
What to look for:
Evidence of the candidate’s ability to make tough choices and manage the consequences.
Suggested answer:
“During a restructuring, I had to make personnel changes that affected team dynamics. I communicated transparently, offered support, and ensured a smooth transition to maintain team morale.”
9. How do you foster a culture of continuous learning and professional development within your team or organisation?
What to look for:
Candidates who prioritise growth and development for themselves and their team.
Suggested answer:
“I encourage a learning culture by offering training opportunities, mentorship programs, and access to resources. I also lead by example by participating in professional development activities.”
10. Describe a time when you had to make a decision that required you to prioritise team success over individual recognition.
What to look for:
The candidate’s commitment to the team’s success and willingness to put aside personal interests.
Suggested answer:
“In a project, my team worked tirelessly to achieve success. Although I played a role, I chose to spotlight the collective efforts and successes of the team, recognising their dedication and hard work.”
11. How do you create a compelling vision and set clear goals to align your team towards a shared purpose?
What to look for:
Candidates who can articulate a vision and inspire others to work towards it.
Suggested answer:
“I create a compelling vision by engaging the team in defining our purpose and long-term objectives. By setting clear and achievable goals, I motivate them to work collectively and stay focused on our shared vision.”
12. Share an example of a time when you had to lead a team through a period of significant change or uncertainty.
What to look for:
Evidence of the candidate’s ability to lead with resilience and adaptability during challenging times.
Suggested answer:
“During a company merger, I led my team through uncertainty by providing consistent communication, addressing concerns, and emphasising the opportunities the change presented. We navigated the transition successfully and emerged stronger.”
13. How do you build and maintain strong relationships with stakeholders, superiors, and team members to foster a collaborative work environment?
What to look for:
Candidates who prioritise relationship-building and collaboration.
Suggested answer:
“I build relationships by actively listening, valuing diverse perspectives, and acknowledging contributions. I foster an open-door policy to encourage dialogue and ensure everyone feels heard and valued.”
14. Describe a time when you had to handle a crisis situation as a leader, and how did you lead your team through it?
What to look for:
The candidate’s ability to lead decisively and remain composed during crises.
Suggested answer:
“During a major project setback, I led the team by staying calm, communicating the situation transparently, and offering support. I ensured that we learned from the experience and emerged stronger from the crisis.”
15. How do you promote innovation and creativity within your team, encouraging them to contribute their ideas and insights?
What to look for:
Candidates who create an environment that fosters innovation and empowers team members to share their ideas.
Suggested answer:
“I promote innovation by creating brainstorming sessions, recognising and celebrating creativity, and providing opportunities for team members to pitch their ideas for consideration.”
16. Share an example of a time when you had to coach and mentor a team member to overcome a significant professional challenge.
What to look for:
Evidence of the candidate’s commitment to mentoring and developing their team.
Suggested answer:
“A team member faced a challenging project. I provided guidance, identified resources for skill development, and offered ongoing support. As a result, they not only succeeded in the project but also gained valuable skills for future endeavours.”
17. How do you handle situations when you need to make a tough decision that may be unpopular but is necessary for the organisation’s success?
What to look for:
Candidates who can make difficult choices while maintaining focus on the organisation’s best interests.
Suggested answer:
“In such situations, I prioritise the long-term impact and the organisation’s well-being. I communicate the reasons behind the decision transparently, taking into account the input of stakeholders.”
18. How do you foster a diverse and inclusive work environment where every team member feels valued and respected?
What to look for:
Candidates who champion diversity, equity, and inclusion in their leadership approach.
Suggested answer:
“I actively promote diversity by celebrating individual differences and encouraging diverse perspectives. I ensure that everyone feels heard, respected, and empowered to contribute to the team’s success.”
19. Describe a time when you had to lead a team through a significant achievement or milestone.
What to look for:
The candidate’s ability to celebrate successes and acknowledge the contributions of their team.
Suggested answer:
“During a product launch, my team worked tirelessly, and their efforts led to its success. I celebrated their achievements publicly, expressing my gratitude for their dedication and collaboration.”
20. How do you handle situations when you need to mediate conflicts or disagreements among senior team members or stakeholders?
What to look for:
Candidates who can navigate conflicts at all levels of the organisation with diplomacy.
Suggested answer:
“I approach conflicts by facilitating open dialogue, seeking common ground, and guiding the parties toward a resolution. I ensure that everyone’s concerns are heard and work toward a collaborative solution.”
21. Share an example of a time when you had to provide mentorship and support to a team member experiencing professional growth challenges.
What to look for:
Evidence of the candidate’s commitment to mentorship and employee development.
Suggested answer:
“A team member sought a promotion but lacked certain skills. I provided one-on-one mentorship, identified training opportunities, and worked with them to develop the necessary skills. They later successfully earned the promotion.”
22. How do you create opportunities for team members to take on leadership roles and contribute to decision-making?
What to look for:
Candidates who empower their team members and promote leadership development.
Suggested answer:
“I foster leadership development by delegating responsibilities and encouraging team members to take the lead on projects. I provide constructive feedback and support their growth in leadership roles.”
23. Describe a time when you had to prioritise team member well-being and work-life balance during a demanding project or period.
What to look for:
The candidate’s commitment to employee well-being and maintaining a healthy work environment.
Suggested answer:
“During a high-pressure project, I monitored team members’ workload and offered flexibility to ensure work-life balance. I encouraged breaks and provided additional support when needed.”
24. How do you handle situations when you need to make a decision without complete consensus among team members or stakeholders?
What to look for:
Candidates who can make decisive choices while considering diverse perspectives.
Suggested answer:
“When consensus is unachievable, I make the decision based on the organisation’s goals and data-driven insights. I communicate the rationale transparently and offer ongoing support for successful implementation.”
25. Share an example of a time when you had to lead a team through a period of significant growth or expansion.
What to look for:
Evidence of the candidate’s ability to lead during times of change and growth.
Suggested answer:
“During a period of expansion, I ensured clear communication of the vision, set new goals, and empowered team members to adapt to the changing dynamics. We successfully navigated the growth and achieved new heights as a team.”
As with previous sets of questions, the suggested answers are examples, and candidates will provide unique responses based on their experiences.
If you’re a candidate applying to a leadership position then it’s worth noting that the example answers above are only a rough guide. When answering these questions yourself remember to provide real life examples for each and then relate that back to the question being asked.
As a recruiter, try to focus on the candidate’s ability to inspire and guide their team, prioritise collaboration, and foster a positive working culture. Look for real-life examples that demonstrate their leadership style and how they have impacted their teams and organisations positively to deliver results.
How to measure Leadership skills
Assessing leadership skills in candidates involves evaluating their vision, decision-making, communication, and ability to motivate and develop their teams.
Vision and strategic thinking:
Evaluate a candidate’s ability to articulate a clear vision for their team or organisation. Assess their strategic thinking skills by inquiring about instances where they developed and executed long-term plans.
Decision-making and problem-solving:
Assess a candidate’s decision-making process and problem-solving abilities. Effective leaders make well-informed decisions, considering various factors, risks, and potential outcomes.
Communication skills:
Strong leaders excel in communication. Evaluate a candidate’s ability to convey ideas clearly, inspire their team, and adapt their communication style to different audiences.
Motivational skills:
Inquire about instances where candidates successfully motivated and inspired their teams. Assess their ability to create a positive and energised work environment that encourages productivity and collaboration.
Team development:
Effective leaders focus on developing and empowering their teams. Ask candidates about their experiences in building cohesive teams, fostering collaboration, and nurturing the professional growth of team members.
Adaptability to change:
Assess a candidate’s ability to lead in dynamic environments. Inquire about instances where they navigated organisational changes, adapted strategies, and effectively led their teams through transitions.
Conflict resolution:
Evaluate a candidate’s approach to resolving conflicts within their teams. Effective leaders understand the importance of addressing conflicts promptly and fostering a positive and collaborative team culture.
Ethical leadership:
Assess a candidate’s commitment to ethical conduct and integrity. Inquire about instances where they demonstrated ethical leadership, making decisions that prioritise ethical considerations and values.
These points offer a comprehensive framework for assessing leadership skills in candidates. Leadership is a multifaceted quality, and evaluating these aspects can help identify individuals who are well-equipped to guide and inspire teams toward success in a professional setting.
