Strategies and Interview Tips for Finding True Leaders

When it comes to leadership, there are some qualities that, in my opinion, are non-negotiable. Depending on the field, you might need different skills, but generally speaking, these traits really set a leader apart:

Experience and Proven Leadership

First things first: A leader needs to have experience. There’s just no substitute for having been in the trenches. Someone who’s held leadership roles and has those battle scars to show for it—those are the people who bring real value to the table. They’ve made mistakes, they’ve learned from them, and they know what to do when things get tough.

Cultural Alignment

Another big one is cultural alignment. A leader’s attitude and way of working need to be in sync with your company’s culture, vision, and beliefs. If there’s a disconnect here, it can cause all sorts of problems. You need someone who not only understands your culture but lives it every day. If you don’t have that, even the most skilled leader can end up doing more harm than good.

Emotional Intelligence and Selflessness

Emotional intelligence is huge, and so is selflessness. The best leaders prioritize their team’s success and recognition over their own. When things go wrong, they step up and take the blame, never throwing their team under the bus. That’s the kind of leader people want to follow—someone who leads by example. Recognition? They don’t need it. What matters to them is seeing their team grow, learn, and improve every day. Just look at LeBron James—he’s the team captain, leading in points, assists, and rebounds, but the first thing he does is praise his teammates. That’s real leadership.

Integrity

A leader has to be honest and uphold strong values. It’s about being consistent, doing the right thing even when it’s tough, and being someone that others can trust. Without integrity, none of the other qualities matter. You can’t lead effectively if people don’t trust you, plain and simple.

Vision and Foresight

A great leader should anticipate challenges and spot future trends before they hit. The best leaders aren’t just putting out fires—they see the fires coming and prevent them. It’s about setting a vision, recognizing potential pitfalls, and steering the ship accordingly. Too often, people promote leaders who solve problems without realizing they’re the ones creating them. You don’t want the person who saves the day after a disaster; you want the one who avoids the disaster altogether.

When it comes to identifying true leaders during interviews, there are a few key strategies I always rely on:

1. Ask what leadership means to them. One of the first things I do is ask, “What does leadership mean to you?” or “Tell me why you think you’re a good leader.” These questions are quite revealing, giving you a clear picture of what they think a leader should do and how they see themselves fitting into that role. If they’re only focused on the hard skills and overlook the soft skills, that’s a red flag. A good leader needs to have a balance of both, and if they’re lacking the soft skills, they’re not going to be the kind of leader people look up to.

2. Test their strategic thinking. I ask them to talk about a time when they implemented a strategy, and more importantly, when they had to change that strategy. A strong leader should have strong opinions but hold them loosely. They need to be adaptable. There’s nothing more damaging to an organization than sticking with a strategy that’s clearly not working. I want to see how they recognize when something isn’t right, how they anticipate the need for change, and how they adapt to solve the real problem. That’s the kind of strategic thinking that’s crucial for a leader.

3. Assess their cultural fit. You need to make sure that their values align with your company’s values. When I was evaluating Maria Paula, our new COO, I asked her things like, “What do you want in a company? What kind of environment are you looking for? What do you want to accomplish?” These questions help you figure out if they’re truly excited about what your company is doing. If they’re not, that’s a problem. Your leaders need to be genuinely excited about the mission of your company—otherwise, it’s not going to work.

4. Look for ownership and accountability. I always try to read between the lines when they talk about mistakes or failures. I’m looking for someone who takes ownership of their mistakes rather than pointing fingers. A true leader takes responsibility for their actions and focuses on what they could have done differently. That’s the kind of leader people rally around.

5. Gauge how they’re developing their leadership skills. Another thing I ask is how they’re developing their own leadership skills. I think every leader should be actively working on themselves, whether that’s through therapy, coaching, or some other form of self-improvement. It’s not just about making other people better; it’s about making yourself better too. A leader who’s committed to their own growth is one who’s going to inspire others to grow as well.

6. Sell the opportunity. When you’re hiring a leader, you’ve got to know how to sell. Good leaders have a ton of options, and if you’re not selling the opportunity to them, you’re going to miss out. You need to find ways to connect what’s important to them with what your company is doing. There’s always a point in the interview where you need to switch from being the evaluator to being the salesperson. You’ve got to have a clear strategy to convince them that your company is the right next step for them.

7. Call all the references—especially their teams. Finally, call all the references you can, but especially talk to the people who were on their teams. It’s easy for a boss to talk up someone who worked for them—they want to make themselves look good too. But how a leader treats their team speaks volumes about their leadership style. There are too many leaders who get promoted because they’re great at managing up, but they’re terrible at managing down. At the end of the day, you want a leader who’s much better at managing their team than managing you. Sure, it’s nice if they manage you well, but what really matters is how they manage the people who report to them.

When it comes to leadership, the differences between Latin American and U.S. styles are quite distinct, and each has its own strengths. Here’s what I’ve observed—and how you can complement both approaches—in my experience working closely with leaders from both regions:

Balancing Relationships and Professional Boundaries

In Latin America, leadership is deeply rooted in building close-knit, supportive teams where personal connections are valued. Leaders here often know their employees’ families, interests, and challenges, which fosters trust and strengthens the team. In contrast, U.S. leadership tends to focus more on achieving specific goals and maintaining professional boundaries, emphasizing roles and responsibilities. While this results-driven approach is effective, balancing it with the relational focus of Latin American leadership can create a powerful dynamic that benefits the entire team.

Navigating Social Dynamics

Latin American leaders are naturally skilled at managing complex social dynamics within their teams. It’s something that seems almost second nature, probably because of the cultural emphasis on interpersonal relationships. They’re great at reading the room, so to speak, and making sure everything stays harmonious and productive. U.S. leaders, on the other hand, might focus more on clear communication and task delegation.

Prioritizing Well-Being and Performance

Latin American leaders are particularly tuned into the well-being of their team members. They’re the ones who notice if someone’s feeling disengaged or struggling, and they address it before it becomes a bigger issue. This creates a more supportive environment. In contrast, U.S. leaders often prioritize performance and productivity, addressing well-being only when it starts to affect work output. Both approaches have their merits, but the key is finding a balance that supports both morale and performance.

From my experience working with Latin American talent, bringing their leadership into a team is a game changer. These diverse perspectives don’t just add new voices—they transform the entire operation. The leadership style, with its focus on relationships, social dynamics, and empathy, perfectly complements the U.S. results-driven mindset. Together, these approaches create a powerful synergy that can elevate any team.

Ultimately, finding the right leader goes beyond checking boxes; it’s about identifying someone who aligns with your vision, drives growth, and fosters a positive culture. Whether it’s blending different leadership styles or focusing on key traits like emotional intelligence and adaptability, the goal is to find a leader who can elevate your team and guide your organization toward long-term success. True leadership is about shaping the future, not just managing the present.

If you’re interested in exploring how LatAm leadership can enhance your team, I’d love to hear from you. Let’s connect and see how we can work together to take your team to the next level.