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8 Interview Questions to Assess Leadership
A structured set of questions hiring managers use to evaluate leadership. For each one you'll see what it's really testing, the green flags and red flags to listen for, and follow-ups to dig deeper — ranked by how often the question comes up.
AgilityAuthenticityCoachingCrisis ManagementCultural intelligenceDecision MakingDelegationDiplomacy
What it assesses: This question evaluates the candidate's self-awareness and understanding of the key skills relevant to the position.
Green flags
- •Candidate articulates a specific skill clearly and confidently.
- •They provide concrete examples of how they've applied this skill in past situations.
- •The skill mentioned aligns well with the job requirements and organizational values.
- •They demonstrate an understanding of how this skill can contribute to team success.
Red flags
- •Candidate gives a vague or generic answer without specific examples.
- •They struggle to connect the skill to the job or its responsibilities.
- •The skill mentioned is irrelevant or not particularly valued for the position.
- •They seem unsure or lack confidence in their choice of skill.
Follow-up questions
- →Can you share a specific situation where you used this skill to overcome a challenge?
- →How do you plan to further develop this skill in the context of this role?
- →In what ways do you think this skill can positively impact your team?
What it assesses: This question evaluates the candidate's ability to prioritize tasks and their understanding of the role's immediate challenges.
Green flags
- •Identifies a relevant and significant issue to address first.
- •Demonstrates an understanding of the team's current dynamics and needs.
- •Proposes a clear, actionable plan with specific steps to tackle the issue.
- •Shows awareness of potential obstacles and how to navigate them.
Red flags
- •Offers a vague or generic response without specifics.
- •Focuses solely on personal goals rather than team or organizational needs.
- •Fails to demonstrate an understanding of the role's context.
- •Suggests tackling an unimportant issue first, indicating misalignment.
Follow-up questions
- →Can you explain why you chose that particular issue to focus on first?
- →How would you involve your team in addressing this challenge?
- →What metrics would you use to measure the success of your initial efforts?
What it assesses: This question evaluates a candidate's self-awareness and understanding of their own skills, as well as how they perceive their value in a team or leadership role.
Green flags
- •Identifies strengths that are relevant to the role and provides specific examples.
- •Demonstrates confidence without arrogance in discussing their abilities.
- •Articulates how their strengths have positively impacted previous teams or projects.
- •Shows a willingness to develop and improve upon their strengths.
Red flags
- •Provides vague or generic strengths that lack relevance to the position.
- •Struggles to give examples or evidence of their strengths in action.
- •Overemphasizes strengths without acknowledging any areas for improvement.
- •Displays a lack of self-awareness or insight into their capabilities.
Follow-up questions
- →Can you share a specific instance where one of these strengths made a difference in your work?
- →How do you leverage your strengths to support your team or colleagues?
- →What steps are you taking to further develop your strengths?
What it assesses: This question evaluates a candidate's self-awareness, ability to articulate achievements, and the impact of their contributions in a professional setting.
Green flags
- •The candidate provides a specific example with measurable results.
- •They demonstrate leadership and initiative in overcoming challenges.
- •The achievement aligns with the role's requirements or company values.
- •They reflect on what they learned and how it shaped their professional growth.
Red flags
- •The candidate struggles to identify a meaningful achievement.
- •They focus on team successes without clarifying their personal contributions.
- •The example lacks detail or measurable impact.
- •They fail to connect the achievement to their professional development.
Follow-up questions
- →Can you describe the challenges you faced during this achievement?
- →How did you ensure that your team was aligned with your goals?
- →What skills did you develop as a result of this experience?
What it assesses: This question evaluates the candidate's problem-solving skills, adaptability in challenging situations, and their leadership qualities when overcoming obstacles.
Green flags
- •Describes a specific challenge with clear context and details.
- •Outlines the steps taken to address the challenge and the rationale behind them.
- •Highlights a positive outcome or lesson learned from the experience.
- •Demonstrates resilience and a proactive approach to problem-solving.
Red flags
- •Vague or generic responses without specific examples.
- •Blames others for the challenge rather than taking personal responsibility.
- •Fails to describe any actionable steps taken to overcome the challenge.
- •Does not reflect on the learning or growth from the experience.
Follow-up questions
- →What specific skills did you use to overcome this challenge?
- →How did you involve others in the process, if at all?
- →What would you do differently if faced with a similar challenge again?
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What it assesses: This question evaluates the candidate's ability to communicate effectively and persuade others, showcasing their leadership and interpersonal skills.
Green flags
- •Describes a specific situation with clear context and objectives.
- •Demonstrates a structured approach to their presentation and the techniques used to influence.
- •Highlights positive outcomes or changes resulting from their presentation.
- •Mentions feedback received from the audience, indicating self-awareness and adaptability.
Red flags
- •Provides a vague or generic example without specific details.
- •Fails to mention the audience's response or the impact of their presentation.
- •Does not demonstrate any personal contribution or responsibility in the situation.
- •Shows a lack of reflection on what worked well or what could be improved.
Follow-up questions
- →What specific techniques did you use to engage your audience?
- →How did you measure the success of your presentation?
- →Can you describe a challenge you faced during this presentation and how you overcame it?
What it assesses: This question evaluates the candidate's critical thinking and decision-making skills, as well as their ability to handle challenging situations effectively.
Green flags
- •Describes a specific situation with clear context and details.
- •Explains the reasoning behind the decision-making process.
- •Discusses the outcome and what was learned from the experience.
- •Demonstrates accountability and ownership of the decision.
Red flags
- •Provides vague or generic responses without specific examples.
- •Shifts blame to others instead of taking responsibility.
- •Fails to articulate the thought process behind the decision.
- •Does not mention any learning or growth from the experience.
Follow-up questions
- →What alternative options did you consider before making your decision?
- →How did you involve others in the decision-making process?
- →What would you do differently if faced with a similar situation again?
What it assesses: This question evaluates the candidate's ability to take charge in a situation, demonstrating leadership, problem-solving skills, and a proactive work ethic.
Green flags
- •Provides a specific example with clear context and outcomes.
- •Describes how they identified the need for initiative and acted upon it.
- •Highlights collaboration with team members and how they motivated others.
- •Reflects on lessons learned and how they applied them in future situations.
Red flags
- •Vague or generic examples that lack detail.
- •Claims of initiative without personal accountability or impact.
- •Focuses solely on individual achievements without team consideration.
- •Shows no reflection on the experience or learning outcomes.
Follow-up questions
- →What challenges did you face while taking the lead, and how did you overcome them?
- →How did your team respond to your initiative, and what was their role?
- →Can you describe a situation where taking initiative didn't go as planned?
Build a leadership interview guide
Assemble these questions into a printable, structured interview guide — or browse the full bank tagged with this competency.