21 Leadership Interview Blunders: What NOT to Say, According to Nathan Crockett, PhD

In a recent LinkedIn post, Nathan Crockett, PhD shared a comprehensive list of 21 statements that could derail a candidate’s chances in a leadership interview. Crockett, who holds a PhD, framed these phrases as “MAJOR blunders,” emphasizing that every sentence spoken during such an interview serves as a signal of a candidate’s potential leadership capabilities.

Crockett argues that effective leadership communication should consistently point toward trust, clarity, and growth. He highlights that a candidate’s words must prove they have lived these principles, not just espoused them. As Nathan Crockett, PhD notes:

“Every sentence is a signal. Make sure yours point toward trust, clarity, and growth.”

Avoiding Common Pitfalls in Leadership Interviews

The core of Nathan Crockett, PhD’s advice centers on reframing common, yet flawed, interview responses. He meticulously breaks down why certain phrases, often intended to convey confidence or experience, can actually signal insecurity, ego, or a lack of self-awareness.

The Danger of Perceived Perfection and Denial

One key area Crockett addresses is the misconception that admitting to mistakes is a weakness. He contends that claiming to have never made a mistake is not confidence, but denial. According to Crockett, leaders grow by owning their actions, not by hiding from them.

“I’ve never made a mistake.” ↳ That’s not confidence. That’s denial. ↳ Leaders grow by owning, not hiding.

Similarly, Crockett warns against the “perfectionist” label. He suggests that admitting to being a perfectionist can often be a delay tactic rather than a genuine strength, stating, “Progress beats polish.” This implies that a candidate’s focus should be on moving forward and achieving results, rather than getting bogged down in unnecessary refinement.

Service Over Status: The True Nature of Leadership

Nathan Crockett, PhD also tackles the perception of leadership as a position of power or status. He identifies phrases like “I want this role because I’m ready to be the boss” as a significant misstep. Crockett argues that leadership is fundamentally about service, not status. He elaborates:

“Leadership is about service, not status. ↳ Teams don’t follow titles. They follow character.”

This perspective underscores the importance of humility and character in leadership. Crockett believes that teams are motivated by a leader’s integrity and actions, rather than their title alone. He extends this to the idea of control versus mentorship, stating that “Leadership is about control” is a misconception, framing it instead as a management approach rather than true mentorship, which he posits “creates autonomy.”

The Importance of Data, Growth, and Collaboration

Crockett’s insights also highlight the necessity of data-driven decision-making and a commitment to continuous improvement. He cautions against relying solely on intuition, noting that while “Intuition matters, but so does data.” Strategy, he suggests, should guide instinct.

Furthermore, the post emphasizes the critical role of feedback and collaboration. Crockett points out that saying “I don’t need feedback” is detrimental to growth, as “Growth dies without input.” He also criticizes the idea of preferring to work alone, stating, “You’re interviewing for a team, not a silo.” For Crockett, influence begins with inclusion, and ego is detrimental to effective collaboration, especially when he notes, “Smart leaders surround themselves with smarter people.”

In conclusion, Nathan Crockett, PhD provides a valuable guide for aspiring and current leaders preparing for interviews. His analysis stresses that authentic leadership is demonstrated through humility, a commitment to service, continuous learning, and the ability to foster collaboration and growth within a team.