17 Leadership Coach Interview Questions and Answers

Leadership coaches work with individuals and groups to help them improve their leadership skills. As a leadership coach, you will assess your clients’ strengths and weaknesses, set goals, and create action plans. You will also provide support and accountability to help your clients reach their goals.

If you want to become a leadership coach, you will need to have strong people skills and be able to build trust with your clients. You should also be able to think on your feet and be comfortable with change.

If you’re interested in becoming a leadership coach, you will need to interview for the job. In this guide, you will find sample leadership coach interview questions and answers to help you prepare for your interview.

Are you familiar with the leadership development process?

This question can help interviewers determine your knowledge of the process and how you apply it to your work. Use examples from your experience to explain what a leadership development process is, how you use one in your current role and why it’s important for leaders to develop their skills.

Example: “I am familiar with the leadership development process because I’ve used it throughout my career as a coach. In my previous position, I worked with managers who were new to their roles or wanted to improve their performance. We started by identifying their strengths and weaknesses through an assessment tool. Then we developed a plan that included coaching sessions and training opportunities to support their growth.”

What are some of the most important skills for a leadership coach to have?

This question can help the interviewer determine if you have the skills and qualifications they’re looking for in a leadership coach. Use your answer to highlight any skills that are relevant to this role, such as communication, problem-solving or conflict resolution.

Example: “I think one of the most important skills for a leadership coach is empathy. As a leader, it’s important to understand what others are going through and how you can support them. Another skill I find essential is active listening. This allows me to better understand my team members’ perspectives and challenges so I can provide effective solutions. Finally, I believe collaboration is another key skill because it helps me work with other leaders to develop strategies that benefit everyone.”

How would you develop a leadership plan for an individual or group?

This question can help the interviewer understand how you would use your skills and expertise to develop a plan for an organization’s leadership development. Use examples from past experiences where you helped individuals or groups create plans that supported their goals and objectives.

Example: “I believe it is important to first assess what each individual or group needs in terms of support, resources and guidance. I have worked with many leaders who needed assistance developing their communication style, delegating tasks effectively or managing time more efficiently. In these cases, I work with them to identify their strengths and weaknesses so we can create a personalized plan that supports their unique needs.”

What is your process for identifying and addressing barriers to leadership development?

This question can help interviewers understand how you approach your work and the steps you take to ensure that your team members are developing their leadership skills. Describe a specific process you use for identifying barriers and implementing solutions, such as conducting regular meetings with employees or using surveys to assess employee needs.

Example: “I believe it’s important to regularly check in with my team members to see if they’re having any challenges with their development. I hold monthly one-on-one meetings with each of my team members to discuss their progress and address any concerns they have about their professional growth. In addition, I also conduct quarterly surveys to get feedback from my team on what areas they would like to improve.”

Provide an example of a time when you successfully coached someone through a difficult situation.

This question can help interviewers understand your leadership skills and how you apply them to coaching others. When answering this question, it can be helpful to describe a specific situation that involved coaching someone through a challenging time or helping them develop their skills as a leader.

Example: “In my previous role, I worked with an employee who was new to the company but had been promoted to manager. This person was nervous about taking on their new position and wanted some advice on how to become a better leader. We met once a week for six weeks to discuss different aspects of being a good leader and how they could apply those skills in their current role. By the end of our meetings, this person felt more confident in their ability to lead their team.”

If an employee is resistant to your coaching, how would you handle the situation?

This question can help interviewers understand how you handle challenging situations at work. When answering, it can be helpful to describe a specific situation in which an employee was resistant to your coaching and the steps you took to resolve the issue.

Example: “In my previous role as a leadership coach, I had an employee who resisted my coaching methods. This employee felt that they were already performing well enough without any additional guidance or training. However, after talking with them about their goals and expectations for the company, they agreed to continue working with me on improving their skills. We then created a plan together to develop their skills and abilities.”

What would you do if you noticed that an employee was consistently exhibiting the same negative leadership traits?

This question can help the interviewer determine how you would handle a challenging situation at work. In your answer, try to show that you are willing to hold employees accountable for their actions and provide them with constructive feedback when necessary.

Example: “If I noticed an employee exhibiting negative leadership traits, I would first meet with them one-on-one to discuss my concerns. If they were aware of their behavior but continued to exhibit those traits, I would have another meeting with them to let them know that if they didn’t change their ways, I would need to take further action. Depending on the severity of the issue, I may choose to suspend or terminate their employment.”

How well do you handle constructive criticism?

As a leadership coach, you may need to give constructive criticism to your team members. Employers ask this question to make sure you can handle giving negative feedback in a positive way. In your answer, show the interviewer that you can provide constructive criticism without making someone feel bad about themselves. Explain that you will always be honest with your team members and help them understand what they did wrong and how they can improve.

Example: “I am very comfortable receiving constructive criticism because I know it’s an important part of my development as a leader. However, I also believe that everyone deserves praise for their accomplishments. When I give constructive criticism, I try to balance out any negative feedback with some positive comments. This helps soften the blow of the criticism while still helping the person learn from their mistakes.”

Do you have any experience working with cross-cultural teams?

If you’re applying for a leadership coaching position at an international company, the interviewer may ask this question to learn more about your experience working with teams from different cultures. Use your answer to highlight any cross-cultural experiences you’ve had in the past and how they helped you develop your skills as a leader.

Example: “I have worked with several cross-cultural teams throughout my career. In one of my previous roles, I was responsible for leading a team that included employees from five different countries. While it can be challenging to work with people who speak different languages or come from vastly different backgrounds, I learned that it’s important to create a safe space where everyone feels comfortable expressing themselves. By encouraging open communication among my team members, we were able to overcome many challenges and build strong relationships.”

When coaching an individual, how do you determine the best frequency for meetings?

The interviewer may ask this question to learn more about your coaching style and how you plan out meetings with clients. Use examples from past experiences to explain the steps you take when determining meeting frequency, such as considering a client’s schedule or preferences.

Example: “I always start by asking my client what their availability is for our sessions. I find that it’s important to meet with them at least once per week so we can discuss progress and make adjustments to their goals and objectives. However, if they’re not available every week, I try to arrange multiple shorter meetings throughout the month instead of one long session.”

We want to improve our company culture through leadership coaching. What would you do to help us achieve this goal?

A hiring manager may ask this question to learn more about your leadership coaching philosophy and how you plan to help their company achieve its goals. In your answer, explain what steps you would take to improve the culture of a workplace and why these steps are important for achieving success.

Example: “I believe that improving a company’s culture is one of the most effective ways to increase employee engagement and productivity. I would start by meeting with each department head to discuss their team members’ strengths and areas for improvement. Then, I would create individual development plans based on those conversations so that employees can work toward developing their skills and becoming leaders in their departments.”

Describe your experience working with leaders from different industries.

This question can help interviewers understand your experience working with different types of leaders and how you adapt to their unique needs. Use examples from previous leadership coaching positions to highlight your ability to work with a variety of personalities and backgrounds.

Example: “In my last position, I worked as the director of human resources for a large corporation that produced software. My team included managers who had been in their roles for many years, so we focused on developing strategies to improve communication between departments and employees. In my current role, I am the only HR representative at a startup company where I focus more on helping new managers develop their skills and learn about the company culture.”

What makes you stand out from other candidates for this position?

Employers ask this question to learn more about your qualifications and how you can contribute to their organization. Before your interview, make a list of all the skills and experiences that qualify you for this role. Focus on highlighting your most relevant skills and abilities.

Example: “I have five years of experience as a leadership coach, which makes me an ideal candidate for this position. I am highly organized and detail-oriented, so I would be able to create weekly schedules for team members and keep track of important deadlines. My communication skills are also strong, so I would be able to hold regular meetings with my clients to discuss their progress. These skills will help me succeed in this role.”

Which leadership coaching methods do you prefer to use?

This question can help the interviewer understand your experience with different coaching methods and how you apply them to a team. Use examples from previous experiences to explain which methods you prefer and why, or describe what you’re most comfortable with and what you’d like to learn more about.

Example: “I’ve found that one-on-one meetings are my favorite method of leadership coaching because they allow me to get to know each person on a personal level and build trust. I find this helps me better understand their strengths and weaknesses as well as how I can support them in achieving their goals. In addition, I also enjoy group meetings where everyone has an opportunity to share their thoughts and ideas. This allows for open communication between all members of the team.”

What do you think is the most important aspect of a successful coaching relationship?

This question can help the interviewer determine how you view your role as a leadership coach. Your answer can also show them what qualities you look for in a coaching relationship and which ones are most important to you. When answering this question, it can be helpful to think about what has helped you succeed in previous coaching relationships.

Example: “I believe that trust is the most important aspect of a successful coaching relationship. I have found that when my clients trust me and know they can confide in me with any concerns or questions, they feel more comfortable opening up and sharing their thoughts and ideas. This helps us work together to find solutions to challenges and develop strategies for success.”

How often should a leader be coached?

This question can help the interviewer understand your coaching style and how you would implement it in their organization. Your answer should show that you have experience with regular coaching sessions, but also that you know when to hold off on a session if needed.

Example: “I believe leaders should be coached regularly so they can reflect on their performance and make adjustments as necessary. I usually recommend monthly coaching sessions for my clients, although sometimes we adjust this based on what’s going on in their lives or work environment. For example, if someone is experiencing burnout, I may suggest quarterly coaching sessions until they feel like they’re back on track.”

There is a disconnect between the vision of the leadership team and the day-to-day operations of the company. What would you do to help resolve this issue?

This question is designed to assess your ability to work with a team and help them develop strategies that will improve the company’s operations. Your answer should include specific steps you would take to ensure everyone on the leadership team understands their role in achieving the company’s goals.

Example: “I believe one of the most important things a leader can do is clearly communicate their vision for the company. I would start by having an open discussion about what each person believes the company’s mission statement should be. Then, I would create a plan to implement changes based on those discussions. For example, if several people feel customer service is lacking, we could hire more support staff or train existing employees to provide better service.”