We generally recommend companies carefully analyze position requirements, and performance measures and then work backwards to determine the experience and attributes required for the role. However, if you are looking for a selection of generic questions that may guide your decision-making, consider these…..

1. “Can you describe a situation where you successfully led a major organizational change initiative? What challenges did you encounter, and how did you overcome them?”
2. “Tell me about a time when you had to make a tough decision that had a significant impact on your team or organization. How did you approach the decision-making process?”
3. “What strategies have you implemented to foster a culture of innovation and creativity within your previous organizations?”
4. “Describe a time when you had to navigate a complex stakeholder landscape to achieve a common goal. How did you manage conflicting interests and build consensus?”
5. “Share an example of a situation where you had to handle a crisis or unexpected setback. How did you manage the situation and lead your team through it?”
6. “How do you approach building and developing high-performing teams? Can you provide an example of a team you built and the outcomes achieved?”
7. “Tell me about your experience in driving revenue growth and achieving business objectives. How have you effectively balanced short-term results with long-term sustainability?”
8. “Describe your approach to organizational strategy and planning. How do you ensure alignment and execution across different departments or business units?”
9. “Can you give an example of a time when you successfully managed a significant budget and achieved cost savings or efficiencies?”
10. “How do you foster a diverse and inclusive workplace? What initiatives have you implemented to promote diversity and ensure equal opportunities?”

With these and similar questions, organizations can gain insights into the candidate’s leadership style, problem-solving abilities, adaptability to change, strategic thinking, and their capacity to drive growth and build effective teams. The responses provide a glimpse into the candidate’s past experiences, decision-making processes, and how they approach various aspects of executive leadership. This information can help organizations assess the candidate’s alignment with the company’s values, culture, and strategic objectives.