You’ve finally scored a spot at a leadership panel event.
Congratulations! This is an incredible opportunity to gain insights from experienced leaders in your field.
But once you’re there in the audience, palms sweating and heart racing, it can be daunting to figure out what to ask.
Don’t worry, we’ve got you covered.
In this ultimate guide, we’ll walk you through 10 essential questions to ask a leadership panel that will:
- Provide you with actionable advice to advance your career
- Give you a glimpse into the minds of successful leaders
- Help you make the most of this valuable opportunity
- Enable you to stand out from the crowd with thought-provoking questions
Essential Questions to Ask a Leadership Panel
So grab a notepad and let’s dive in!
By the end of this article, you’ll be armed with the tools you need to make a lasting impression at your next leadership panel.
What’s the biggest challenge you’ve faced as a leader and how did you overcome it?
This question is a great way to kick off the discussion. It invites the panelists to share a personal story that showcases their problem-solving skills and resilience. You could phrase it as “I’m curious to learn about a significant challenge you’ve encountered in your leadership journey and how you navigated through it.”
The panelists’ responses will likely touch on universal leadership challenges such as managing conflicts, making tough decisions, or navigating change. They may share specific examples of a crisis they faced, a difficult conversation they had to have, or a time when they had to rally their team through adversity.
As you listen to their answers, pay attention to the strategies and mindsets they employed to overcome the challenge. Did they seek input from others? Did they rely on their values to guide their decision-making? Did they have to make sacrifices or take risks?
Their insights can provide valuable lessons that you can apply to your leadership journey. If a panelist’s story resonates with you, consider following up with a more specific question to dig deeper into their experience.
How do you foster a culture of innovation within your organization?
Innovation is the lifeblood of any successful organization. But fostering a culture of creativity and risk-taking is easier said than done. Asking the panelists how they encourage innovation within their teams can yield fascinating insights.
You might frame the question as “Innovation is crucial for staying ahead of the curve. Can you share some ways you nurture a culture of creativity and out-of-the-box thinking in your organization?”
The leaders may discuss tactics like giving employees dedicated time for creative projects, celebrating failures as learning opportunities, or bringing in diverse perspectives through cross-functional collaboration. They may also touch on the importance of leading by example and being open to new ideas themselves.
Take note of any specific programs or initiatives they mention, such as hackathons, innovation labs, or employee idea exchanges. These could be things you suggest implementing in your workplace.
Also, listen to how they balance innovation with the day-to-day realities of running a business. Innovation for innovation’s sake isn’t enough – it needs to drive real results. The panelists may discuss how they measure the impact of innovative ideas and decide which ones to pursue.
What’s one piece of advice you would give to your younger self?
This question adds a personal touch to the discussion and invites a moment of reflection from the panelists. It’s a chance for them to share a lesson they’ve learned throughout their career that they wish they had known earlier.
You could ask, “Hindsight is 20/20, as they say. If you could go back in time, what’s one piece of advice you would give to your younger self starting in your career?”
The responses may run the gamut from practical tips around skill-building and networking to deeper life lessons about resilience, authenticity, and defining success on your terms. The panelists may share personal anecdotes about missteps they made or opportunities they wish they had seized.
As you listen, think about how their advice might apply to your career journey. Are there areas where you need to push yourself outside your comfort zone? Are you spending time on the things that truly matter to you?
Even if their specific circumstances don’t match yours, the underlying wisdom in their words can be universally valuable. Consider jotting down a key piece of advice from each panelist and reflecting on how you can start applying it in your life and career today.
The vulnerability and humanity in the answers to this question can also be a great reminder that even the most successful leaders are continually learning and growing. It may inspire you to view your challenges and missteps as opportunities for growth.
How do you approach work-life balance as a leader?
In a world where the lines between work and personal life are increasingly blurred, this question tackles an issue that’s on many people’s minds. The panelists’ perspectives can provide helpful guidance on how to thrive both personally and professionally.
You might ask, “As a leader, you likely have significant demands on your time and energy. How do you approach integrating your work and personal life sustainably?”
Some leaders may discuss tactical strategies like time blocking, delegating, or protecting sacred family time. Others may share a more philosophical outlook, such as defining clear priorities and being willing to say no to things that don’t align.
They may also talk about the importance of self-care practices like exercise, meditation, or hobbies in maintaining their equilibrium. Or they might share how they’ve built a support network of family, friends, and mentors.
As you listen, reflect on your own approach to work-life integration. Are there areas where you’re stretched too thin? Are you making time for the people and activities that recharge you?
Consider what changes, big or small, you could make to create more harmony between your professional and personal worlds. The panelists’ examples can provide a roadmap, but ultimately you’ll need to design an approach that works for your unique circumstances.
Remember that there’s no one-size-fits-all solution to work-life balance. What works for one leader may not work for another. The key is being intentional about your choices and continuously making adjustments as your priorities and constraints shift over time.
What’s the most important quality you look for when hiring new team members?
Building a high-performing team is one of a leader’s most crucial responsibilities. Asking the panelists what they prioritize in the hiring process can offer valuable clues to help you stand out as a candidate and build your teams in the future.
You could phrase the question as, “When you’re assessing potential new hires, what’s the most important trait or quality you look for and why?”
Responses may highlight qualities like curiosity, adaptability, emotional intelligence, or a growth mindset. Some panelists may prioritize hard skills and relevant experience, while others may place more weight on potential and cultural fit.
As they share their perspectives, listen for specific examples of how they assess for these qualities in interviews or reference checks. Do they ask behavioral questions? Do they present case studies? Do they have candidates complete a project?
By understanding what leaders value and how they evaluate it, you can position yourself more effectively in your job search and interviews. You can also identify areas for personal and professional development to cultivate the qualities that matter most.
If you’re a hiring manager yourself, the panelists’ insights can inform your approach to building diverse, high-performing teams. Consider how you can incorporate their best practices into your hiring process.
Keep in mind that while there may be some common themes, each leader will have their unique hiring philosophy shaped by their industry, organizational culture, and personal values. The key is to take in a range of perspectives and then define the approach that aligns best with your context and goals.
How do you give feedback to your team members, both positive and negative?
Giving feedback is a critical leadership skill, but it’s one that many people struggle with. Asking the panelists to share their approach to delivering both praise and constructive criticism can yield valuable insights.
You might frame the question as “Effective feedback is essential for individual and team growth. Can you share your strategies for delivering both positive and negative feedback to your team members?”
On the positive side, the leaders may discuss the importance of being specific and timely with praise, tying it to tangible impact where possible. They may share examples of how they celebrate wins and recognize individual and team accomplishments.
When it comes to constructive feedback, they may emphasize the importance of focusing on behaviors rather than personality, delivering it privately, and framing it as an opportunity for growth. They may share tactics like asking permission, starting with a question, or collaborating on an improvement plan.
Listen to how they balance praise and constructive feedback to maintain motivation and performance. Do they have a regular cadence of check-ins? Do they adapt their style based on individual preferences?
Consider how you can apply their techniques in your feedback conversations, whether as a manager or in peer-to-peer interactions. Reflect on times when you’ve received effective feedback and what made it successful.
Remember that giving good feedback is a skill that requires ongoing practice and refinement. It also requires a foundation of trust and psychological safety within the team. As you implement new approaches, be sure to solicit input on what’s working and what could be better.
Ultimately, the goal of feedback should be to help individuals and the team continuously learn and improve. By asking this question, you’re demonstrating your commitment to growth – both your own and others.
What role does mentorship play in your leadership approach?
Mentorship can be a powerful accelerator for career growth and development. Asking the panelists about their experiences as both mentors and mentees can provide valuable perspectives on how to make the most of these relationships.
You could ask, “Mentoring relationships, whether formal or informal, can have a profound impact on one’s career journey. Can you share how mentorship has played a role in your growth as a leader and how you approach mentoring others now?”
The panelists may share stories of specific mentors who helped them navigate key career transitions or provided sage advice at critical moments. They may discuss how they’ve benefited from both having mentors and being a mentor to others.
Listen for their insights on what makes for a successful mentoring relationship. Is it important to have a mentor within your organization or industry? How do you identify potential mentors and build the relationship? What are the responsibilities of the mentor and mentee?
Consider how you can incorporate their learnings into your career development plan. Is there a particular area where you could benefit from guidance and support right now? Who might be a good mentor for you and what would be a good way to approach them?
If you’re a more seasoned professional yourself, reflect on how you can pay it forward by mentoring others. What knowledge and experience do you have to share? How can you create space in your schedule to invest in developing the next generation of leaders?
Mentorship doesn’t always have to be a formal, structured relationship. It can also take the form of shorter-term micro-mentoring or peer mentoring with colleagues at a similar career stage. The key is being intentional about seeking out and providing support and creating opportunities for learning and growth.
How do you make tough decisions when there are conflicting priorities?
Leadership often involves making difficult choices between competing demands and priorities. Asking the panelists how they navigate these tensions can provide a window into their decision-making process and values.
You might frame the question as, “As a leader, you’re often faced with tough trade-offs and decisions where there’s no clear right answer. How do you approach making these judgment calls when there are conflicting priorities at stake?”
The panelists may share examples of specific dilemmas they’ve faced, like choosing between short-term wins and long-term investments or balancing the needs of different stakeholders. They may discuss frameworks or tools they use, like cost-benefit analyses or decision matrices.
Listen for the guiding principles they rely on to steer their choices. Do they have a clear mission and vision that acts as a north star? Do they have a defined set of personal and organizational values? Do they seek to optimize for specific metrics or outcomes?
Pay attention to how they involve others in the decision-making process. Do they solicit diverse input and perspectives? Do they communicate the rationale behind their choices transparently? Do they empower their teams to make decisions within certain guardrails?
Reflect on how you can apply their approaches and mindsets to your leadership challenges and decision points, big and small. Consider what frameworks, principles, or processes you could put in place now to guide you in those crucial moments.
Keep in mind that part of being a decisive leader is also being willing to make mistakes and adjust course as needed. No decision-making process is perfect. The key is to make the best choice you can with the information you have, learn from the outcomes, and iterate and improve over time.
What’s one skill you believe every leader needs to succeed?
While there’s no definitive playbook for leadership success, asking the panelists to distill it down to one essential skill can surface some powerful common threads.
You could ask, “In your experience, what’s the single most important skill that every leader needs to cultivate to be effective and successful?”
The panelists may highlight foundational skills like communication, emotional intelligence, adaptability, or strategic thinking. They may share anecdotes of how they’ve seen these skills play out in their own leadership experiences or in leaders they admire.
Listen for the why behind their chosen skill. How does it drive results and performance? How does it help build trust and engagement within teams? How does it enable leaders to navigate challenges and change?
Consider how you can develop and apply that skill in your work, whether you’re currently in a formal leadership role or not. What training, experiences, or feedback could help you grow in that area? How could you start practicing it in small ways starting today?
Keep in mind that while one skill may rise to the top, leadership success is often a combination of many different competencies and characteristics. The most effective leaders are continually learning and growing across a range of dimensions.
A willingness to learn and an openness to feedback may be the most essential leadership skills of all. By asking this question and truly listening to the responses, you’re already demonstrating that growth mindset in action.
How do you manage your professional development as a leader?
Even the most senior leaders are works in progress. Asking the panelists how they approach their ongoing learning and development can provide inspiration and ideas for your growth journey.
You might frame the question as, “As a leader, it’s important to model continuous learning and development. How do you prioritize and manage your professional growth amid your many other responsibilities?”
The leaders may share specific practices like setting annual learning goals, working with a coach, or regularly seeking feedback. They may discuss how they carve out time for reflection, reading, or attending conferences.
Listen to how they identify areas for development. Do they solicit input from their team, peers, or board? Do they look to industry or market trends to anticipate future skill needs? Do they pursue learning opportunities that align with their organization’s strategic priorities?
Consider how you can weave some of their habits and practices into your routine. Could you set a goal to read a certain number of leadership books per quarter? Could you find a mentor or peer group to provide ongoing feedback and accountability? Could you take on a stretch project to build new muscles?
Reflect also on how you can create a culture of learning and development within your team. How can you encourage and enable your team members to prioritize their growth? How can you lead by example in your pursuit of skill-building and knowledge-sharing?
Remember that professional development isn’t just about acquiring new technical skills or expertise. It’s also about cultivating the mindsets and behaviors that enable you to lead with authenticity, agility, and impact.
By asking this question, you’re signaling your commitment to your ongoing growth and development – a key marker of leadership potential. Take the insights and inspiration from the panelists and use them to fuel your lifelong leadership journey.
Conclusion
Asking thoughtful questions of leadership panels is an incredible opportunity to gain wisdom and insights that can shape your path as a leader.
The 10 questions we’ve explored here are designed to elicit powerful stories, lessons, and ideas that you can apply in your career and life.
But don’t stop here. Use these questions as a starting point and then focus on the topics that resonate most with you and your unique goals and challenges.
The most valuable insights often emerge from the follow-up questions and dialogue.
Above all, approach the experience with an open and curious mindset. Be fully present and listen deeply to the responses.
Take notes and reflect on how you can start implementing the lessons in your leadership journey.
Remember, the path to leadership is an ongoing learning, growing, and evolving process.
By seeking out wisdom from those who’ve gone before you, you’re accelerating your development and setting yourself up for success.
So go forth and make the most of every leadership panel opportunity that comes your way!