6 Must-Ask Questions to Ask When Hiring and Promoting Leaders

6 Must-Ask Questions to Ask When Hiring and Promoting Leaders

Carolyn Mozell is the founder and CEO of Leaders Who Connect and Inspire LLC and knows firsthand how transformative it can be when leaders and employees treat each other with mutual respect, kindness, and a genuine desire to see each other succeed. Carolyn served in some of the highest levels of local government leadership for over 25 years. Rising from executive assistant to deputy chief, she also knows that leadership is a privilege. Now, Carolyn leverages her direct experience advising elected officials, cabinet level leaders and activating diverse high performing teams to help leaders in business, nonprofit organizations and government agencies do the same.

Ever wondered why some leaders seem to struggle to retain a great team? It may be because they lack the necessary communication and Emotional Intelligence (EQ) skills essential for handling challenges, effective communication, and maintaining composure in demanding work environments. That’s why leaders must ask the right questions when hiring and promoting for leadership roles, so they can find the right person for the job the first time.

Let’s dig in.

Optimize hiring and achieve better outcomes by using these six questions to evaluate a candidates’ communication and Emotional Intelligence (EQ) skills for leadership roles:

Empathy and Coaching: Empathy and coaching are vital attributes for a successful leader. When evaluating candidates for leadership roles, it is essential to inquire about their experiences in managing team members who were struggling with performance or morale. A leader who demonstrates empathy and coaching skills can uplift and guide team members to reach their full potential.

Question(s) to ask: Describe a situation where you managed a team member struggling with performance or morale. How did you handle it? What was the outcome?

Inclusive Leadership and Communication: Inclusive leadership fosters a positive team culture, where every member feels valued and respected. Leaders who excel in this area are more likely to build cohesive teams and promote innovation. To gauge a candidate’s abilities in this realm, ask for examples of how they have created an inclusive team culture and the resulting outcomes. An inclusive leader promotes diversity, encourages collaboration, and ensures that every voice is heard.

Question(s) to ask: How do you create a positive and inclusive team culture? Provide an example and outcome.

Emotional Resilience and Adaptability: Leaders often face resistance when making decisions, especially in times of change or uncertainty. Evaluating a candidate’s emotional resilience and adaptability is crucial. Inquire about their experiences with team resistance and how they managed the situation. Understanding how they navigated through challenging times can give you insights into their decision-making abilities and leadership style.

Question(s) to ask: Share a time when you faced resistance from your team regarding a decision. How did you handle it? What did you learn?

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Leadership isn’t just about holding power; it’s about inspiring and guiding others towards success.

CAROLYN O. MOZELL

Stress Management and Composure: The ability to handle stress in high-pressure situations is a hallmark of a strong leader. When assessing candidates, ask for specific examples of such scenarios and how they maintained their composure. Leaders who can remain composed under pressure are better equipped to make rational decisions and inspire their teams, even in the face of adversity.

Question(s) to ask: How do you handle stress in high-pressure situations? Provide an example. What was the outcome?

Delivering Constructive Feedback with Empathy: Constructive feedback is crucial for individual and team growth. Leaders who can deliver tough feedback with empathy and support help create a culture of continuous improvement. Inquire about a candidate’s experiences in providing constructive feedback and how they approached it. An effective leader fosters an environment where team members feel encouraged to learn and grow.

Question(s) to ask: Share an example of delivering tough feedback to a team member. How did you approach it? How did you support them?

Effective Decision-Making: Leaders often encounter complex decisions that can significantly impact the organization. Inquire about a candidate’s experiences in making significant decisions in previous roles. Encourage them to walk you through the decision-making process and the factors they considered. Assessing their ability to make informed choices can help identify candidates who possess strong analytical skills and critical thinking abilities.

Question(s) to ask: Describe a complex decision you made in a previous role. Walk me through the process and factors considered. What was the outcome? What did you learn?

Leadership isn’t just about holding power; it’s about inspiring and guiding others towards success. By asking the right questions during the hiring and promotion process, organizations can identify individuals who possess the vital communication and Emotional Intelligence (EQ) skills to lead effectively.

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