By Kelly Cline, Search Consultant
Resumes, screening calls, and even AI can tell you if a candidate has the right experience, but they can’t reveal how that candidate will lead or the impact they’ll have.
The real challenge lies in using the interview to uncover their leadership style and the difference they’ll make in your organization.
As an executive recruiter who spends a lot of time interviewing senior professionals, I’ve identified several traits that can help you spot leadership potential, even when it shows up in subtle ways.
Here are four leadership traits that distinguish great leaders and how those traits may be revealed in conversation.
1. Self-Awareness and Humility
The best leaders know where their skill set ends. This awareness allows them to hire and build teams that complement those gaps.
They understand that leadership isn’t about being the smartest person in the room, but about bringing out the best in others.
When you’re evaluating this trait, listen for candidates who share examples of leveraging others’ strengths to achieve a team goal.
Pay attention to how they talk about receiving feedback and dealing with challenges, as well as moments when they learned and adapted.
The strongest leaders know they have areas for growth and can discuss them without getting defensive.
Example prompts to explore this trait:
- “Tell me about a time when one of your employees had skills you didn’t. How did you leverage their strengths?”
- “Describe a piece of feedback that shaped your leadership style.”
2. Curiosity and Learning Agility
Strong leaders are constantly evolving. They look for ways to learn, adapt, and stay ahead of changes in the industry.
Those who stop learning risk becoming stagnant, while those who remain curious drive innovation and growth.
Look for concrete examples of continuous learning, such as attending industry events or using data analytics to inform decisions.
Listen for how candidates share what they’ve learned and how they’ve evolved as professionals and leaders, not just what they’ve accomplished.
Example prompts to explore this trait:
- “How do you stay informed about trends across your industry?”
- “Can you share an example where new insights changed your approach to a project or strategy?”
3. Emotional Intelligence and People Insight
Strong leaders don’t just hit organizational goals; they help their teams achieve theirs.
Ideally, your company will have leaders who demonstrate emotional intelligence, motivating their teams, communicating effectively, and adapting to each individual, both inside and outside the organization.
During interviews, listen to how candidates talk about their teams.
Do they give credit to others? Do they use inclusive language? Do they show empathy for their people?
People-centred leaders often share stories about coaching others, guiding employees into roles where they can succeed, and resolving conflicts effectively.
Example prompts to explore this trait:
- “Tell me about a time when an employee wasn’t performing as expected. How did you approach it?”
- “Can you share an example of helping a team member succeed in a way that wasn’t obvious at first?”
4. Accountability and Ownership
At the leadership level, employees should take ownership of both positive and negative outcomes.
Strong leaders don’t present events as if they just happened to them; they focus on how they responded and move forward. Accountability is reflected in language that emphasizes decisive action and personal responsibility.
Listen to how candidates frame challenges. Do they treat them as opportunities to act, or as events outside their control?
Look for examples of making tough decisions, navigating challenges, and learning from situations that didn’t go as planned.
Example prompts to explore this trait:
- “Tell me about a time a project didn’t go as planned. How did you respond?”
- “Give an example of a major pivot you had to make mid-project. What obstacles did you face, and how did you overcome them?”
Evaluating leadership potential isn’t just about previous titles or team size; it’s about capability and mindset, whether they can learn, adapt, and inspire others.
These answers emerge in the stories candidates share, the lessons they’ve drawn from setbacks, and their ability to build teams with diverse strengths.
Focusing on these traits during interviews helps you identify leaders who will elevate your entire organization.