Look for a Track Record of Impact, Not Just Titles

Transformational leaders don’t just occupy positions of responsibility—they leave a mark. When evaluating candidates, dig deeper into their career stories.

• Did they implement a strategy that resulted in measurable growth?
• Have they led teams through significant change or adversity?
• What legacy did they leave behind in previous roles?

These insights can reveal whether a candidate has a history of making meaningful contributions rather than simply climbing the corporate ladder.

Assess Emotional Intelligence (EQ)

While technical expertise and industry knowledge are essential, emotional intelligence sets exceptional leaders apart. High EQ enables leaders to empathize, communicate effectively, and navigate complex interpersonal dynamics.

• Use behavioural interview questions to gauge how candidates handle conflict, motivate teams, and build relationships.
• Consider psychometric assessments designed to measure EQ, such as the EQ-i 2.0. At Oxford+Richmond, we use proprietary and leading evidence-based tests to evaluate EQ as part of our process. 

A leader’s ability to connect with others often determines their ability to inspire and lead change.

Prioritize Cultural Fit and Adaptability

Even the most capable leaders can falter if they don’t align with an organization’s values or adapt to its culture. To determine cultural fit:

• Involve multiple stakeholders in the search scoping and interview process to gather diverse perspectives.
• Ask situational questions about how candidates have adapted to different organizational cultures in the past.
• Explore their views on collaboration, leadership styles, and handling ambiguity.

Adaptable leaders who align with company culture are more likely to thrive and foster cohesion within teams.

Leverage Leadership Assessments and Simulations

Standard interviews only reveal so much. Consider incorporating:

• Leadership simulations: Create real-world scenarios that mimic challenges candidates would face in the role.
• 360-degree feedback: Speak with peers, direct reports, and former supervisors to gain a well-rounded view of the candidate’s leadership style.
• Cognitive assessments: Evaluate critical thinking, decision-making, and strategic planning capabilities.

These tools provide deeper insights into how candidates operate under pressure and within a team.

Seek Evidence of Lifelong Learning

Transformational leaders are always evolving. Look for candidates who demonstrate a commitment to growth and continuous improvement.

• Have they pursued advanced certifications, executive education, or coaching?
• Do they stay current with industry trends and emerging technologies?
• Have they taken risks to expand their skill set?

Leaders who embrace learning are often better equipped to navigate changing landscapes and drive innovation.

Focus on Values and Purpose

At their core, transformational leaders are driven by their purpose. They align their actions with their values and inspire others to do the same. To assess this:

• Ask candidates about their personal and professional “why.”
• Explore how they’ve incorporated their values into leadership decisions.
• Look for examples of how they’ve inspired others to achieve a shared vision.

Leaders with a strong sense of purpose are more likely to create meaningful, lasting impact.