In general, when answering any behavioral interview question, describe the situation you were in, the choice you made, and the outcome. In answering this question, talk about a real failure you've had. Demonstrate that you are someone who takes responsibility for your mistakes instead of putting the blame on others. Focus your answer on solutions, not problems; and describe what you learned from your failure - that you view failures as opportunities to optimize future marketing campaigns. Keep your example brief and tell the story in chronological order.

"In my previous job, I was responsible for supervising the creative team. We had one employee who was often late to work and continuously missed deadlines. It never caused any major problems, and he contributed some of the most creative ideas, so I didn't address it, at first. I think he thought that I didn't care or didn't notice, and he started really dropping the ball on important projects. We ended up losing one of our most important clients based on some of his actions, and the marketing director let him go. If I had intervened and communicated my concerns sooner, we could have gotten his tardiness under control and continued to benefit from his ideas. We also could have avoided losing one of our biggest clients. The experience taught me to have uncomfortable conversations with employees as soon as an issue comes up - you can't just ignore issues and expect them to get better. When the employee feels that their poor behavior goes unnoticed, the behavior often becomes worse. The next person that we hired would spend too much time walking around the office talking to coworkers. We had a respectful and positive conversation about it, and the problem stopped. He's still one of the most successful and productive employees there."