Remember to include a method for honoring and validating negative experiences in your response. It is expected that conflict and frustration will occur in team settings. Asking others to ignore their feelings in favor of positivity generates inauthenticity and additional conflict. Interviewers value candidates that have the ability to facilitate discussions about negative situations and inspire others to balance their perspectives by finding positive and valuable opportunities alongside the unpleasant aspects.

"I am naturally a positive person, and I prefer to lead by example in this area. I like to smile and laugh, and I try to incorporate those behaviors in a team setting in a workplace-appropriate way. I also recognize that challenges and struggles are real. In a team setting, I strive to validate the concerns of others and not look the other way simply because something has a negative aspect to it. Instead, I inspire trust in others by being honest about how I am feeling and then balancing those feelings by exploring the positive aspects of the situation simultaneously. I find this to be an authentic approach that generates more positive energy than simply ignoring the negative and always painting everything in a positive light.

I take the same approach when brainstorming or imagining future outcomes with my teams. The future is what we come together to create, and while there may be risks or issues, we always have the opportunity to add value. I like to remind my teams of this when we are in a tough spot. I also like to encourage everyone to enjoy the easier times to the fullest. This includes facilitating social activities or just checking in on each other regularly to see how we can be of service to each other."