10 Must-Ask Questions to Uncover a Manager’s True Leadership Potential

And what to listen for...

I once hired an MD for a business with an 8-figure turnover.

On paper, they had everything. Great experience. Could talk the talk.

But… they failed. And honestly, that’s on me.

I didn’t ask the right questions.

Here are 10 questions I learned to ask before hitting the ‘hire’ button:

1. Tell me about a time you had to change your approach midway through a project. How did you adjust, and why?

What I'm listening for: Do they pivot with ease? Can they explain their thought process? I'm paying close attention to how they talk about failure—do they learn from it or just blame others?

2. When your team was underperforming, how did you figure out what was wrong and fix it?

What I'm listening for: Are they problem-solvers or do they point fingers? I want someone who takes ownership, digs into root causes, and focuses on growth. That's what I'm hoping to hear.

3. How do you balance demands from your team, leadership, and external stakeholders?

What I'm listening for: Do they have a clear process for prioritizing? Are they decisive or do they avoid tough calls? I'm looking for someone who can juggle the pressure and still lead effectively.

4. Tell me about a time you gave feedback to a team member who wasn’t hitting the mark. How did you handle it?

What I'm listening for: Do they show empathy? How they handle underperformance says a lot about their leadership. I want someone who tackles the tough conversation and helps people grow, not someone who just criticizes. I especially don't want someone who avoids hard chats!

5. Describe a time you influenced a decision without having any direct authority.

What I'm listening for: Do they use collaboration and persuasion, or do they push their way through? How they handle these situations reveals their emotional intelligence and leadership style. This speaks to the culture you're trying to build.

6. Tell me about a time your values were tested at work. What did you do?

What I'm listening for: Honesty. Do they really know what they stand for, or are they just giving a rehearsed answer? Speed and clarity of answer matter. I want someone who will act with integrity when things get tough.

7. How do you define success for your team?

What I'm listening for: Do they focus on more than just hitting targets? I want someone who values team growth, innovation, and long-term success, not just the short-term numbers. Else I'll be facing high turnover costs and lost productivity in the mid-term.

8. How do you keep your energy up and motivate your team when things aren’t going well?

What I'm listening for: Do they show resilience? Are they honest about the struggle but stay optimistic? While false optimism is destructive, a positive outlook shrouded in reality is what I want. Leaders who can hold things together under pressure are gold.

9. Tell me about a time you had to deal with conflict in your team. How did you handle it?

What I'm listening for: Do they shy away from conflict or tackle it head-on? I want someone who focuses on resolving issues, not someone who lets problems fester. Being friends with your team is fine. Avoiding conflict to guard those friendships is passive toxicity.

10. When hiring for your own team, what qualities do you look for?

What I'm listening for: Do they talk about soft skills like adaptability and cultural fit, or are they focused on technical ability? Their answer will give you insight into how they build a team and if they balance skills with team dynamics.

By asking these 10 questions, you'll dig deeper and uncover who you're really hiring.

I hope you found this valuable. Repost if you think someone in your network could benefit from reading it too.

About the author: I have 3 decades of corporate experience including serving as CEO of Best Western Hotels Great Britain for almost 4 years. I now reside in the US training, coaching, and speaking professionally on the topic of leadership.

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