Relay a positive experience, providing how the mistake was made, how you dealt with it, and what you learned from it. Detail what you would've done differently and how you avoided repeating it. If you tried to fix the mistake before bringing it to the attention of your superiors, explain why. In this scenario, a good reason would be to not distract your superiors from more important matters, and it was simpler and less exhaustive for you to fix the mistake yourself. If you brought the mistake to their attention, explain that it would've cost them more to have you fix it, whereas the issue could be solved by a superior in a matter of minutes. Avoid defensive posturing and self-aggrandizing. Avoid examples of not protecting the company's assets or compromising the safety of the workplace. Do not deflect blame or point fingers at others on your team. Do not offer excuses. Avoid examples resulting in disciplinary action.

"Early on, when I was new to leadership, I wanted to win the favor of those on my team. I thought, if I'm well-liked, they'll all perform well for me. But I learned that wasn't the case. Taking a more democratic/participative approach, I allowed several on my team to choose their own tasks, thinking it would act as a motivator. Although I recognize this works well in some situations, it depends on how seasoned you are and being able to say 'no' when it benefits the team to do so. But early on, I let several teammates choose their own tasks. Unfortunately, they did so just to hang with their buddies on the job. They put in the bare minimum because they chose easy work rather than work where their skills would have been put to the test. I've learned the many nuances of this approach since then and prefer taking a more transformational approach these days."