Top 30 Leadership Interview Questions and Answers in 2022

Interview questions help to hire managers evaluate the leadership experience, abilities, and potential of job candidates. They can locate the person who will take their firm to the next level by asking the appropriate interview questions. Below is a list of the top 30 leadership interview questions and sample answers to assist you in preparing for your upcoming interview and landing the job you desire.

1. What Are The Most Important Requirements For Success In This Position?

I enjoy being a part of a company that prioritizes the growth and development of its employees. Personal development and career advancement are crucial to me. I also enjoy being a member of a close-knit team. I want to know that we have each other’s backs and care about one another. The sense of “family” is extremely gratifying. Lastly, I appreciate it when a company recognizes accomplishments. Knowing I had the highest sales in the district and receiving personal congratulations from the district manager feels great. It inspires me. In addition, I feel appreciated for my efforts.

2. Which Leadership Qualities Do You Find Most Valuable?

While communication skills help me to be an effective leader, self-responsibility is essential for leading by example. For example, I was tasked with enforcing a new dress code policy in my previous position as supervisor. My strategy was to explain the new policy, specify which new clothing items were acceptable, and set a deadline for the policy’s implementation. I also listened to my team’s concerns about whether or not the new dress code would be comfortable enough for work. On the next shift, I wore the new uniform to demonstrate that it was more comfortable than the old one and adhered to the dress code. As a result, my team felt more comfortable transitioning to the new policy, and the entire team began adhering to the dress code before the deadline.

3. What Kind Of A Leader Are You, And How Would You Describe Your Style?

I consider myself a transformational leader because I encourage my team to establish goals that are directly aligned with the organization’s goals. In my previous position, I held quarterly meetings with my team to review company objectives and track the progress of team-wide objectives. During one of our meetings, we realized that our most recent goal was too department-centric, and we had lost sight of how it benefited the organization. As a result, we modified our team’s objective to address the quality issues affecting our company. I also met with each team member individually to assist them in defining their professional objectives. For example, one of my teammates wanted to produce twice as many deliverables. Still, we revised her objective to produce fewer deliverables with higher quality assurance scores. This style of transformational leadership enabled my team to address a company-wide objective and enhance the overall quality of our work.

4. Who Was A Previous Leader You Worked For Who Inspired You Greatly, And Why?

My previous manager once told me that I had a real gift for connecting with people on a heart level and that it was one of my strengths. During the sales process, this enabled me to capitalize on my strengths and take the lead. Sales become much simpler when you can connect with someone on a genuine level, care about them, and know that you are helping them.

5. What Was A Challenging Decision You Had To Make As A Leader?

Once, I had the option of providing my team with a long holiday weekend. I was aware of how hard my team was working, but we had to complete a crucial project by Monday. My initial thought was to give them a three-day weekend to relax, but we would have had to rush to complete the project if we had done so. This decision posed a threat to our productivity and work quality. I then considered denying them the extended weekend and encouraging them to maintain their work schedule. This option would prevent them from feeling rushed, but it could leave them feeling overworked or underappreciated. I ultimately decided against granting the extended weekend and stressed the importance of completing the project. To show my appreciation, I ordered a catered lunch that Friday and offered to give them the following weekend off. I believe this compromise demonstrated that I cared about my team’s well-being while valuing their reputation for delivering timely, high-quality work.

6. Describe A Leadership Obstacle That You Overcame.

During one of my team’s recent projects, we were nearing the deadline but not making sufficient progress in reaching our objective. Numerous team members felt overburdened, and the pressure was affecting the quality of their work. I took on multiple tasks and collaborated with others to meet the deadline. My team felt supported when they realized I would be taking on additional responsibilities so they would not have to sacrifice the quality of their work. We finished the project on schedule, and the client was pleased with our work. After reviewing the initial planning procedure for the project, I realized that our schedule and workload were unrealistic. I will devote more time in the future to analyzing the initial planning process and discussing reasonable expectations. I want to ensure that my team remains motivated, so spending more time before starting the project will help me delegate tasks more effectively.

7. Describe A Time When You Assumed A Leadership Role Without The Title Of Leader.

For instance, we worked on a marketing project in five groups in college. We were required to prepare a 15-page paper and a 10-minute presentation on a new product. We desired to introduce this concept abroad. I took the initiative within the group to lead a discussion on dividing the work and the deadlines for each person’s portion as we meet throughout the semester. Because I was the one who initiated the discussion and had a plan in mind, I quickly gained the support of the other group members. I collected everyone’s e-mail addresses and created a group e-mail so we could keep track of each other’s progress outside of class and meetings. At the end of the semester, my group’s project grade was 80%.

8. Explain Your Leadership Strengths And Weaknesses.

A leader must maintain a solid relationship with team members and focus on their goals. A leader must simultaneously inspire and motivate their team to work hard and do their best. If a team does well on the project, it demonstrates the leadership ability of the team’s particular leader. A leader must simultaneously inspire and motivate their team to work hard and do their best. If a team does well on the project, it demonstrates the leadership ability of the team’s particular leader. Even though a leader can complete work independently, he should delegate it to the rest of the team. If a leader fails to delegate, he will be overwhelmed with work and unable to accomplish the assignment on time. It is considered a weakness of a leader.

9. What Do You Find Interesting In Working For Us?

I am committed to making a difference in whatever capacity I serve. I adore your company’s commitment to sustainability. Your commitment to achieving carbon neutrality benefits the environment. It helps me feel good about working here and saving the environment.

10. How Do You Relax After A Hectic Workday?

After a long day of work, I enjoy chewing gum to relieve the day’s stresses. I feel calm after a vigorous workout. It compels me to leave my thoughts and enter my body. Then, I am more present for my family when I return home.

11. Distinguish Between Team Leader And Team Manager?

A manager oversees the day-to-day tasks and duties of his team members and assures their timely completion of specified tasks. In contrast, a Leader will motivate and inspire their team to achieve their objectives.

12. How Has Your Style Of Leadership Evolved?

Initially, I depended on protocols and procedures to manage my team. I was meticulous and systematic, creating consistency. I realized over time that doing what’s always been done can mean missing opportunities to improve by adopting new ideas. I became more open-minded and asked my team how we could improve task completion and the environment. I started incorporating many different styles. I used servant leadership to eliminate impediments and support and grew comfortable with transformational leadership. Today, I blend these techniques to be a more effective leader.

13. How Do You Define Passionate Leadership?

To me, passionate leadership is recognizing that there is always a solution. It is a strength and power that allows you to overcome challenges. As a leader, it is contagious when your team believes in you. It motivates them to strive for excellence as well.

14. What Are The Four Basic Styles Of Leadership?

The following are the ideal leadership styles:

  • Direct – It is useful for outsourcing work to freelancers and contractors, providing clear instructions. You do not need to go out of your way to offer support beyond what is necessary for them to meet expectations.
  • Coach – As a coach, you must articulate the team’s vision to your subordinates and inspire them to believe wholeheartedly in their endeavor and achieve their goals.
  • Support – You must be adaptable and receptive to ideas to encourage collaborative teamwork and collective growth. Make each participant feel like a contributing partner. You play the role of facilitator as a supportive leader, but you retain the final say.
  • Delegate – This is the style adopted where a leader entrusts individual team members with responsibilities based on their experience and maturity. The delegating leadership style is most frequently observed in teams composed of senior executives or managers.

15. How Do You Determine What Should Be Your Top Priorities As A Leader?

I usually begin by examining the project’s objectives, so I can determine the most important deadlines and then move backward. I also rely on various management tools, such as Asana and Aha, to keep my team’s stated priorities structured.

16. How Do You Respond When A Teammate Provides You With A Suggestion?

Active listening helps me completely understand a teammate’s idea. Paraphrasing and clarifying questions help me understand what they’re saying. My reaction depends on the idea. Sometimes I need to think or investigate more. If so, I tell the employee how I’ll evaluate their concept. If the proposal doesn’t work, I’ll thank them and explain why we need a different approach. Then, we’ll explore potential implementations and impacts to evaluate what’s needed if the idea is viable.

17. Describe A Challenging And Crucial Leadership Responsibility.

A leader is responsible for two roles. First, as a leader, he must simultaneously operate as a team member and an individual to drive the entire team. A leader should ensure that all his team members are on the same route towards the end objective, which will ultimately contribute to the firm’s success.

18. How Do You Manage Conflicts On Your Team?

My objective is to facilitate discussion and assist my team in reaching a compromise when disagreements arise. In my previous position, two team members took different approaches to completing their assigned tasks. I allowed each side to describe their reasoning and the benefits they perceived from their approach. I encouraged respectful discourse and constructive feedback. After each side presented their arguments, I assisted them in generating ways that they could combine both arguments into a single solution. This procedure allowed these team members to collaborate and understand one another’s perspectives. It also reminded them that they were working toward the same objective and should collaborate on the most efficient way to complete their respective tasks.

19. Please Describe Your Strategy For The Delegation Of Responsibilities.

Delegation is key to success. I divide tasks in two ways. First, I examine which team members have or can gain the relevant expertise. Next, I analyze workloads to see whether adjustments are needed to handle the task. Once I choose a team member, we discuss the task. I outline expectations and requirements. I also inquire if their workload prevents them from reaching expectations. I may clarify the needs without overburdening a team member. Plus, I can answer any questions they have, helping them get started.

20. How Do You Ensure That Projects And Tasks Are Completed On Time?

When assigning a collaborative project to my team, I always begin by discussing its objective and purpose. Then, I assign individual tasks and deadlines to each team member. When the team knows the project’s overall objectives, they can better understand how their contribution impacts its success. When we are working on a project, I hold team meetings so that each member can report on their progress. I attempt to recognize the team’s efforts to maintain their motivation. In addition, I check in with each team member to assess their progress, address any risks or deadline-related concerns, and provide further clarification. Checking in outside of the group meeting can make team members feel more at ease if they need additional assistance and wish to share it. I find that remaining accessible to my team and fostering their success enables them to maintain focus and feel supported.

21. How Does Goal-Setting Make You A Better Leader?

My team is most effective when they know what they must do and within what time frame. I use SMART goals to establish daily, weekly, and monthly objectives for my team and to guide their productivity. For instance, I wanted to ensure that my team could complete inventory by the end of the month. I delegated daily tasks to team members based on their respective abilities. I designed a visual progress tracker to monitor our weekly objectives as we approached our attainable end goal by the deadline.

I also met with my team regularly to ensure that our timeline remained reasonable. I adjusted weekly objectives if other tasks had to take precedence. My team could complete inventory on time because of this SMART goal system. This method assists me in meeting the needs of my team with clear instructions and motivation. I intend to apply SMART objectives to direct my future teams.

22. How Often Do You Believe Team Meetings Are Necessary?

I should meet with my team at a predetermined time and day at least once per week. Communication among team members is crucial, and this will provide the team with a regular opportunity to discuss their challenges and best practices. When our team reaches a milestone, begins a new project, receives an award or promotion, or faces a difficult situation, I would also like to bring the team together. Everyone will receive the same message, and we will be able to celebrate successes and band together during difficult times.

23. Describe A Time When You Had To Decide Without All Relevant Information.

In my previous position, I was responsible for deciding whether our company would participate in a new social media-based advertising campaign. At this time, our company lacked relevant data regarding the success of our previous social media marketing campaigns. If we were to continue, I would assign at least one team member to its success. It would be time-consuming and, if unsuccessful, would significantly reduce productivity. I decided to participate in the campaign because it was inexpensive and allowed me to learn about best practices for future launches. We achieved a highly successful marketing campaign with quantifiable outcomes.

24. How Do You Analyze The Existing Condition Of A Team’s Capabilities Before Forming It?

After joining a new team, the first step I take to analyze their talents is to review past work and performance reviews that can provide insight into their capabilities. In addition, I would assess their current roles and responsibilities to understand what they are undertaking. Next, I would schedule individual meetings. In addition to asking about their ability levels and discussing their previous work, I may assess their passion for particular talents by gauging their level of interest. It allows me to determine what they are capable of and what drives their desire.

25. What, In Your Opinion, Is The Most Crucial Aspect Of Fostering A Positive Culture?

Recognition is, in my opinion, the most crucial aspect of fostering a great culture. Ideally, thankfulness should come from every department level, not just the management.

It has a beneficial effect on morale because everyone enjoys feeling recognized and respected for their efforts. In addition, it promotes positive behaviors while fostering a culture of respect. It generates an energetic workplace where positive attitudes are prevalent, resulting in improved results.

26. What Course Of Action Do You Take Whenever There Is A Divergence Of Opinion On Your Team?

There are times when you need to choose your battles carefully. There are some things that you should not try to comprehend. Other things are of much greater concern and significance. To begin, I go to the person privately and try to have a conversation with them there. I have brought management into the conversation in case the situation needs to be escalated. In most cases, all that either side requires is to be heard and to have their respective points of view validated. After that, you will be able to negotiate to find a solution to the problem that will be effective.

27. How Will You Interact With New Employees?

I will begin by welcoming them to the team and explaining the specifics of their new assignment, as well as what is expected of them on the job. As a leader, I will instruct them on how to complete the assignment. I will also communicate what is expected of them and closely monitor their work on a regular basis.

28. How Will You Motivate Your Team By Celebrating The Accomplishment Of Others?

Praise one’s accomplishments in front of others will inspire and motivate them to work more diligently. It stimulates and inspires others to perform more effectively. Those who achieve professional success should be rewarded. As a leader, if we relate a team member’s performance to a reward or acknowledgment, they will be motivated to work more.

29. How Would You Respond When Challenged By A Coworker?

Everyone has worked with negative individuals. They are either a bully, a challenger, or attempting to destroy your reputation. Once, a coworker took credit for a sale I made. Although I was angry, I did not wish to confront her. Instead, I consulted my manager for their opinion. They agreed that the division of the commission was equitable. So I approached my coworker to discuss it. She was unaware that that was my customer. She was pleased to divide the commission evenly. Handling it privately and with composure resolved it on both a professional and a personal level.

30. What Will Happen If A Leader’s Supervision And A Worker’s Working Style Are Compatible?

When the leader’s style and the subordinate’s level of development are compatible, there will be a win-win situation. Employees and subordinates should not believe that someone else’s loss is their gain and vice versa.


Assist the recruiter in seeing the leader you are destined to be. It is simply a matter of connecting the dots and demonstrating how your experience, attitudes, and skills meet their requirements. Explain with assurance what distinguishes you from other candidates. Be prepared to provide examples that highlight why you are the ideal candidate to contribute to the development of their company.