What ‘Great’ Looks Like in a C-suite Interview: 5 Traits Clients Consistently Value

By Mark Lawson-Jones, Partner at Page Executive, Technology Sector & Business Services (UK&I and Nordics)

In today’s leadership landscape, the expectations placed on C-suite candidates are more complex—and more human—than ever before. Boards and investors aren’t just evaluating track records. They’re listening for signals: subtle cues that reveal how a leader thinks, how they lead, and how they’ll shape the culture and commercial future of the business.

So, what does “great” really look like in a C-suite interview?

Here are five traits that consistently resonate with decision-makers at the highest level

1. Strategic Clarity with Commercial Depth

The best leaders don’t just articulate a vision—they connect it to value. They demonstrate a clear understanding of the market landscape and how to navigate it with purpose.

What clients are listening for:

• A grounded, forward-looking strategy
• Evidence of commercial impact, not just ambition
• The ability to translate complexity into clarity

Signal to show: Share a concise example of a strategic decision or pivot you led—what informed it, how it was executed, and the measurable outcomes it delivered.

2. Authentic Leadership Presence

Presence in the C-suite isn’t about performance—it’s about authenticity. Clients are drawn to leaders who are confident, composed, and deeply self-aware.

What clients are listening for:

• Emotional intelligence and humility
• The ability to build trust quickly
• A calm, grounded presence—especially under pressure

Signal to show: Reflect on a moment of challenge or failure. How did you respond? What did you learn? Vulnerability, when paired with insight, is a powerful differentiator.

3. Talent Magnetism

Great leaders don’t just manage teams—they attract, develop, and retain exceptional people. They create environments where talent thrives and performance scales.

What clients are listening for:

• A track record of building high-performing teams
• A clear philosophy on leadership and development
• Evidence of cultural influence, not just operational control

Signal to show: Talk about how you’ve shaped team dynamics, built succession pipelines, or created a culture that people want to be part of.

4. Change Agility

In a world defined by disruption, adaptability is no longer optional. Clients want to see that a leader can navigate ambiguity, make decisions with imperfect information, and keep momentum through change.

What clients are listening for:

• Comfort with complexity and uncertainty
• A bias for action, balanced with reflection
• The ability to lead transformation—digital, cultural, or structural

Signal to show: Share a story of transformation you led. What shifted? What resistance did you face? What did you learn?

5. Stakeholder Fluency

C-suite leaders operate in a multi-stakeholder environment. The ability to engage, align, and influence across diverse groups is critical.

What clients are listening for:

• Strong communication and listening skills
• Political and cultural awareness
• The ability to build alignment without diluting intent

Signal to show: Describe a time you brought together diverse stakeholders—internal or external—around a shared goal or navigated a high-stakes negotiation.

Final Thought: Leadership Is a Signal, Not a Script

C-suite interviews aren’t just about what you say—they’re about how you show up. Clients are watching how you think, how you listen, and how you connect. The best interviews feel less like assessments and more like strategic conversations.

So when you step into that room, remember: you’re not just telling your story. You’re sending signals. Make them intentional. Make them count.
 

Exploring Leadership Fit at the Highest Level

If you're preparing for a senior appointment or reflecting on the kind of leadership your organisation needs next, these signals can offer a useful lens.

We regularly support boards, CEOs, and investors in navigating the nuance of executive hiring—helping to surface not just capability, but character, clarity, and cultural alignment.

If you'd value a conversation about how this applies in your context—whether for a current search or future planning—I’d be happy to connect