Introduction
In a recent blog post, I shared the results of a yearlong study that identified the 7 Leadership Competencies* essential for senior-level positions. Building on those findings, I’ve provided a list of interview questions below to help you assess whether candidates demonstrate these key competencies. These questions can be used during individual interviews or by search committees tasked with identifying qualified candidates.
1. Trust-Building: Behaving in a way that is trustworthy, consistent, and accountable.
- How did you ensure your actions were consistent over time?
- What steps did you take to hold yourself accountable in that situation?
- How did the other person or group respond, and what was the outcome?
- What strategies did you use to stay focused or overcome the challenge?
- How did you maintain your motivation or mindset during that time?
- Looking back, is there anything you would have done differently?"
3. Communication Savvy: Communicating effectively and authentically in formal and informal settings.
Tell me about a time when you needed to communicate important information to different audiences—such as a formal presentation to leadership and an informal discussion with peers. How did you adapt your approach to ensure you were clear, effective, and authentic in both situations?
Follow-Up Questions (if needed):- How did you ensure your message was well received by each audience?
- What adjustments did you make in tone, style, or content between the formal and informal settings?
- How did you gauge whether your communication was effective?"
NOTE: This question allows you to evaluate the candidate's ability to adapt their communication style to various settings while remaining genuine and impactful. It also highlights their self-awareness, audience awareness, and ability to convey messages clearly.
4. Crafting a Cabinet and Building a Team: Management skills in building a collaborative team and empowering the team to make progress on institutional goals.
Can you describe a time when you were responsible for building or reorganizing a team to achieve a significant institutional goal? How did you identify the right people, foster collaboration, and empower the team to make meaningful progress?
Follow-Up Questions (if needed):- What strategies did you use to ensure team members worked together effectively toward a common goal?
- How did you empower individuals to take ownership and contribute their strengths?
- What challenges did you encounter, and how did you address them?
- How did you measure the team’s success and impact on institutional goals?
NOTE: This question focuses on the candidate’s ability to thoughtfully build, manage, and motivate a team while aligning their efforts with broader institutional priorities. It reveals their approach to leadership, collaboration, empowerment, and accountability.
5. Emotional Intelligence. Emotional intelligence and the ability to learn from your own mistakes.
Tell me about a time when you made a mistake or received constructive feedback that was difficult to hear. How did you respond, and what steps did you take to learn and grow from that experience?
Follow-Up Questions (if needed):- How did this experience influence your approach moving forward?
- How did your response affect your relationships with others involved?
- What emotions did you experience, and how did you manage them in the moment?
NOTE: This question reveals the candidate's self-awareness, ability to regulate emotions, openness to feedback, and capacity for growth—key components of emotional intelligence. It also highlights how they turn setbacks into learning opportunities.
6. Leading with Courage. Resilience as well as decisive leadership, and a willingness to make difficult decisions for the long-term benefit of the institution.
Tell me about a time when you had to make a difficult or unpopular decision for the long-term benefit of your organization or team. What challenges did you face, how did you navigate them, and what was the outcome?
Follow-Up Questions (if needed):- How did you balance short-term pressures with long-term goals when making this decision?
- What steps did you take to communicate your decision and bring others on board?
- How did you handle resistance or criticism during the process?
- What did this experience teach you about leadership and resilience?
NOTE: This question highlights the candidate's ability to make courageous decisions under pressure, take accountability for their actions, and maintain resilience while prioritizing the long-term success of the organization.
7. Data Acumen and Resource Management. The ability to be comfortable with multiple forms of data, and the effective use of data to drive decisions, as well as demonstrate skills stewarding and increasing institutional resources.
Can you share an example of a time when you used data to make a critical decision or allocate resources effectively? How did you analyze the data, what actions did you take, and how did this impact the institution's goals or resources?
Follow-Up Questions (if needed):- What types of data did you rely on, and how did you ensure it was reliable and relevant?
- How did you balance competing priorities or limited resources during the decision-making process?
- What strategies did you implement to maximize or increase resources as a result?
- What was the outcome, and how did you measure its success?
NOTE: This question evaluates the candidate’s comfort with data analysis, ability to drive decisions through evidence, and resource management skills. It also highlights their strategic thinking and their role in optimizing or expanding institutional resources.
8. What questions do you have for (Me)/ the Search Committee?
References
*The 7 Leadership Competencies are marked in BOLD
Burmicky, J., McClure, K. R., & Ryu, W. (2024). Competencies for the college presidency: A national study of effective leadership in higher education. Academic Search.
This study was conducted in partnership with: Academic Search, The American Academic Leadership Institute, The American Association of State Colleges and Universities, and The Council of Independent Colleges.
Written by Mary Kennard, Esq.
Senior Consultant, Academic Search.org
© Mary E. Kennard, 2024
Updated December 2024
Although the list is general and intended as a reminder, it provides you with information to help identify high quality candidates for leadership positions. I hope you find this list of interview questions helpful. And I welcome your feedback, so please let me know what I can do to strengthen this document. Please be sure to consult with your legal counsel on matters requiring legal advice.
You can reach me at [email protected]