When assessing a leader, don’t just focus on their career progression. Look at the growth trajectory of the people they have hired in the past.

Leaders will often claim they hire individuals smarter than themselves. A revealing question is: “Can you give examples of past hires whose careers have advanced more rapidly than yours?” This is not a trick question. It is intended to understand an important aspect of leadership – the ability to attract and nurture exceptional talent. If they truly hire top talent, at least some of these individuals should have achieved remarkable success. Here is a simpler variant you can use: “Can you describe a past hire who significantly progressed after joining your team?”

Understanding a leader’s actions and behaviors often boils down to three factors: Incentives, Values, and Ego. Even well-incentivized leaders aligned with your values may falter if their ego is at stake. A healthy ego is a natural side effect of strong leadership. The key question is: can they keep it in check when necessary. Hiring an employee who has the potential to outshine them is a strong signal that a leader can manage their ego.