Great team leaders are, in so many words, great at juggling (the theoretical kind…although we’re sure plenty of team leaders can juggle for real). They keep team members and clients happy, monitor milestones, plot progress, and report to company managers.
But just like juggling, the whole show falls apart when a single ball drops. That’s why recruiting the right team leaders is so important—and that requires you to ask the right lead interview questions when vetting potential candidates.
While it might seem simple enough to ask a few questions, look at a CV, and gauge whether someone has the skills needed to lead your team to success, we often see hiring managers fail to ask the right questions.
You need to be more strategic in assessing potential team leads, which is why we’ve created this quick guide to explore how to use strategic interview questions to identify leaders who won’t let you down.
TL;DR—Key Takeaways
- Team leaders need elite communication, time management, conflict resolution, and problem-solving skills. Interviews are essential tools for identifying the best candidates and then honing in on a few of the top potential hires.
- Interview questions should be strategic. They should assess general leadership abilities and character traits. Just a few well-chosen questions can create detailed profiles of interviewees, making it much easier to compare applicants.
- Combine in-person interviews with other tools for even better results. Video interviews screen candidates and allow you to ask follow-up questions. Skills tests look at specific capabilities, while homework assignments assess workplace performance.
10 general team leader interview questions to ask candidates
To start, we’ve chosen ten general questions from this list of interview questions for managers to provide an overview of the candidate’s character and skills.
- What experience do you have as a team leader?
- How do you handle conflict between team members?
- In around 50 words, how would you describe your leadership style?
- Give an example of how you failed as a team leader and how you would avoid similar failures in the future.
- What are your major strengths as a team manager?
- What leadership skills are you working to improve and why?
- How have you developed the skills of colleagues in a leadership role?
- What do you find most difficult about leading teams?
- How do you encourage productive teamwork?
- Do you prefer to communicate via team meetings or one-to-one support?
5 team leader interview questions to assess leadership style
The following personality-based questions address leadership style, character traits, and communication abilities. Use the questions (and sample answers) below to understand whether the candidate relies on delegation and loses control or prefers a hands-on, autocratic approach.
The sample answers are just guidelines, and some of them might sound incomplete (but only because we’d like you to fill in the gaps and give candidates space to answer authentically), but they should help you interpret answers and use each question effectively when hiring for a team lead role.
11. Can you explain what a “democratic” leadership style means to you and whether you think this fits your leadership style?
Regardless of what the candidate says it means to them or how they view it, strong answers signal democratic team leaders who can maintain open communication policies and consult colleagues when making decisions. They also reveal team leads who are able to delegate tasks where possible.
💡 Sample answer: “I work hard to identify team members who can assume tough responsibilities and additional tasks. While I take overall responsibility, we make every decision as a team, not a collection of individuals.”
12. Can you explain what an “autocratic” leadership style means to you and whether you think this fits your leadership style?
Autocratic leadership is the opposite of democratic leadership methodologies. If your team needs this kind of leadership style, look for candidates who understand when team culture requires strong management.
💡 Sample answer: “I avoid too much control but retain the ability to inspire colleagues when we need to raise quality or meet tight deadlines. Sometimes, strictness and pressure are necessary when applied with empathy and skill.”
13. Can you explain what “transformational leadership” means to you?
Candidates should understand how transformational leadership requires a strategic vision and awareness of company goals. This question helps if you are hiring during a process of change. Transformational leadership may not be the candidate’s default setting, but good hires can manage change when needed.
💡 Sample answer: “I believe in building strong relationships with my team members and communicating with regular check-ins to ensure everyone is on the same page. During periods of change, I prioritize transparency and collaboration to ease any tensions that may arise.”
14. How would you describe your leadership style?
The best answers to this vague question are laser-focused, with no room for fluff or ambiguity. They should also relate to your company’s culture and core values.
💡 Sample answer: “I aim to fuse democratic and authority-based leadership in my decision-making. When I need to give instructions, I do so confidently, but I always consult others and treat every team member with respect. Conflict resolution is a personal priority, but I also believe it’s important to welcome constructive disagreements.”
15. How could you improve your leadership style?
This question forces candidates to consider their past achievements and future goals. A great answer is honest and demonstrates their willingness to reflect on their own shortcomings while also demonstrating their ability to strategize and carry out a plan for improving in the future.
💡 Sample answer: “I try to be honest about my failings and find ways to improve my leadership technique. For example, I know I could become a more effective listener by actively seeking feedback from my team during regular check-ins. Additionally, I plan to enhance my delegation skills by aligning tasks with team members’ strengths to encourage empowerment and growth.”
5 team leader interview questions to assess communication skills
Communication is vital for team leaders—whether managers leading remote teams, global teams, or workers based in a single office.
So, use the following team lead interview questions and answers about communication skills to gauge whether the candidate has the skills needed to communicate effectively.
These behavioural interview questions explore how candidates act towards colleagues and whether they have the qualities to succeed.
16. How do you communicate strategic goals to team members?
Team leaders direct junior colleagues and create lines of communication to share information. They must convey instructions, explain project goals, and relate with each team member.
💡 Sample answer: “I take time to understand how each team member contributes to project goals. I clearly explain their role and expected outcomes, including the metrics used to define success. Without repeating myself, I constantly reinforce these goals in emails and chats, keeping everyone on track to succeed.”
17. How do you prefer to communicate with team members?
Great candidates understand the need for regular updates and the best ways to stay in touch with colleagues. However, they also understand that different people communicate differently and that, as a great leader, they should be able to tailor their communication to work best with each individual.
💡 Sample answer: “I use whatever communication methods suit team members and project needs. I use Zoom or Microsoft Teams to connect with remote colleagues and always find time for in-person phone calls. The human voice matters when maintaining strong relationships, and I try to tailor my communication to fit the communication style of each person I’m working with.”
18. When is it right to provide feedback to colleagues?
Team leadership is about fostering a positive environment without coming across as overbearing. Feedback is vital in correcting errors or boosting morale, but too much feedback can feel oppressive and dent productivity.
💡 Sample answer: “I schedule regular meetings for constructive feedback, providing information to empower individuals as the project unfolds. I also look for moments for spontaneous check-ins with struggling team members. It’s always good to provide feedback before problems become serious.”
19. How do you convince team members to accept new ideas or behavior?
Leaders often need to change mindsets and working practices. Doing so isn’t easy, requiring the ability to persuade and educate—not alienate. Elite leaders never assume their instructions take root. They carefully verify that colleagues are assimilating new ideas and are open to different approaches if necessary.
💡 Sample answer: “I always communicate why changes to a work environment are needed and methodically deal with pain points arising from that change. At every stage, I focus on positives, remaining open to compromise if it helps colleagues deal with change.”
20. How do you communicate bad news to team members?
This question reveals a lot about a candidate’s empathy and adaptability. Team leaders are used to achieving clear goals, but less comfortable explaining failure or negative decisions from the executive suite. Even so, delivering bad news is part of any leadership position.
💡 Sample answer: “I take every negative development seriously, consulting team members and avoiding individual blame. When setbacks occur, it’s important to focus on positive solutions, not current problems.”
5 team leader interview questions to assess team management
Team management involves soft skills like guiding progress, handling disputes, and team-building. While soft skills are harder to gauge in a short interview, the questions below assess a candidate’s ability to handle multiple challenges and stay informed throughout project lifetimes.
21. How do you approach upskilling colleagues?
Good team leaders mentor junior colleagues and build skills within your company. The best candidates identify and unlock potential, connecting teammates with training and other opportunities.
💡 Sample answer: “I approach upskilling colleagues by identifying their individual strengths and growth areas, then providing tailored learning opportunities such as workshops or mentorship. I also encourage a culture of continuous learning by sharing relevant resources and fostering a collaborative environment where team members can learn from each other.”
22. How do you motivate team members to improve performance?
This question reveals the candidate’s project management style. Do they energetically motivate team members and intervene regularly? Or are they more passive? There’s no “right” answer, but interviewers should expect clarity and vision.
💡 Sample answer: “I provide clear individual goals related to project outcomes. Beyond that, I work with the strengths of each team member, understanding what they bring to our work. I believe that as a team lead, it’s important to be demanding without being unrealistic.”
23. How do you deal with personal conflicts and disagreements?
Defusing conflict is one of the core duties of a star team leader, so this is an area you need to explore during the interview process. Open-ended questions allow respondents to explain their approaches and provide examples from their professional experience.
💡 Sample answer: “I start by adopting open communication within my team. It’s good to discuss disagreements openly before conflicts develop. Active listening also matters. I always look for points of disagreement, fostering an environment where individuals are happy to raise issues.”
24. What is the best way to monitor project performance?
Project management relies on robust metrics and performance updates. This question delves into the candidate’s ability to keep projects on track and everyone motivated.
💡 Sample answer: “We start by defining individual and team goals and laying out clear timelines with milestones and team events. Regular check-ins with team members and tracking key metrics also help us identify problem areas and take action.”
25. How do you approach team-building?
This final question involves using skills effectively and assigning the correct tasks to team members. It also relates to management skills like motivation and communication that characterize an outstanding leader.
💡 Sample answer: “When building great teams, I aim to build strong relationships with every member. I also assess skills, building an outline of individual abilities. This helps me assign tasks smoothly and ensure everyone is comfortable in their roles. Team-building activities also bring members together and foster a spirit of unity. Happy teams are usually more productive, so scheduling away days or social events is both strategic and enjoyable.”
5 team leader interview questions to assess problem-solving skills
Every project encounters unforeseen problems but great team leaders will effortlessly assess and solve these problems. The questions below will help you uncover candidates who stay calm during challenging situations.
26. Do you have a problem-solving process?
Problem-solving isn’t something you’re born with—at least not usually. Skilled leaders develop methods for every situation, allowing them to understand, analyze, and solve daily challenges. This question explores whether candidates are at that level.
💡 Sample answer: “The earlier we can identify issues, the better. When problems arise, I take a consistent process to find solutions. I start by consulting team members to establish the nature and severity of the issue. We brainstorm different approaches, taking every perspective into account. Then, we create a strategy to solve the problem and define success. That way, we know when we’ve fixed the problem.”
27. How do you identify problems that could put projects at risk?
Delays in identifying problems often put projects at risk, raising costs and pushing back timelines. Great leaders anticipate problems, smoothing out wrinkles before they become critical.
💡 Sample answer: “Active listening helps me detect problems and disagreements. I also set aside time to monitor key risks based on an initial risk assessment. This helps me focus on danger areas and cut the risk of delays or poor performance.”
28. How do you implement solutions to problems?
Some leaders are good at analyzing problems, but the best will confidently implement solutions. This question will help you find candidates who can do both.
💡 Sample answer: “When solving problems, I bring all stakeholders into the decision-making process. I explain who’s responsible for necessary actions and how they should approach problem-solving. I support staffers until the problem is fixed before assessing each process to ensure a successful outcome.”
29. How do you enlist every team member to solve critical problems?
Project management is collaborative, incorporating multiple perspectives to gain a comprehensive view of what’s going on. This question probes whether candidates understand the importance of collaborative leadership.
💡 Sample answer: “Effective problem-solving relies on more than gut instinct. Teams include many viewpoints and experiences, so everyone is a source of expertise—even the most junior colleagues. You never know who will find the perfect solution, but finding the best way forward is essential.”
30. How do you minimize the risk of problems reappearing?
Solving problems is one thing. Durable solutions are another. This question explores whether candidates can manage risks and learn from previous challenges.
💡 Sample answer: “Even if fixes seem successful, we must monitor performance and ensure team members are vigilant. It also helps to foster a risk management culture where colleagues take pride in preventing relapses. That starts with positive leadership and recognition of good work.”
Other tips for conducting a leadership interview
Picking the right interview questions helps us find stellar team leaders, but it only takes us part way there. How you structure interviews, assess answers, and follow up with candidates also influences hiring outcomes.
Follow this quick checklist to derive maximum value from strategic team leader questions:
- Mix general and focused questions: Wide-ranging starter questions gauge leadership style and character. After that, use situational questions to dive deeper. Questions about your work environment challenge interviewees to connect their skills to real-life scenarios.
- Create a list of core requirements: Use interview scorecards to tick off essential skills or qualities. For example, you may prioritize creativity, problem-solving, integrity, empathy, or communication skills.
- Be attentive to mood and body language: Surface factors aren’t everything (and can lead to interview bias), but they provide handy context. Moments of irritation or frustration may be evidence of poor interpersonal skills.
- Check for vagueness: Great answers are focused on the question and tend to be short. Longer answers can suffice but often indicate the candidate is unsure about their experience. Wordy answers can also flag up poor communication skills—something all leaders rely on.
- Follow up as quickly as possible: Star candidates may have many job prospects. Prompt feedback can secure job acceptance, while even brief delays can send perfect hires elsewhere.
- Extra interviews can seal the deal: Initial interview rounds often produce a handful of exceptional candidates. You may need additional time to probe their skills or creativity. Don’t be afraid to request video interviews to refine your selection.
When should you assess skills during the hiring process?
We usually recommend testing hard and soft skills before interviewing. These skills tests filter unsuitable candidates and focus your interview selections. Toggl Hire also offers many soft skills tests related to team leader roles.
But as team leaders rely on hard-to-test abilities like conflict resolution and decision-making, interviews are also a great way to assess these abilities (provided you take a structured and bias-free approach).
Another option is to schedule video interviews, whether live or async, which introduce candidates to potential employers (and vice versa). These interviews can reveal a lot about a candidate’s confidence and communication skills, making it easier to shortlist interviewees.
Assess leadership skills with Toggl Hire
Hiring team leaders can be a frustrating experience. Standouts on paper can fall apart under real-world pressure, while exceptional interviewees may lack the hard skills needed to steer projects successfully.
What’s the solution? Ideal hiring processes assess and filter candidates for personality traits and essential skills. Interviews are indispensable, but they don’t tell the whole story.
Toggl Hire’s assessment tools will help you find the stars of the future. Skills tests, homework assignments, and async video interviews supplement in-person interviews.
Hiring teams can do more than identify strong candidates. Our tools help you understand how candidates will perform in the workplace. Evidence like that is gold dust when making cast iron hiring decisions.
Give Toggl Hire a try for yourself. Create a free account and discover the best way to hire tomorrow’s team leaders.
Elizabeth is an experienced entrepreneur, writer, and content marketer. She has nine years of experience helping grow businesses, including two of her own, and shares Toggl's mission of challenging traditional beliefs about what building a successful business looks like.