"Earlier in my career, I didn't understand the importance of communication when delegating tasks. I assigned duties at random, instead of playing to my crew's strengths, just assuming everyone had the skills to complete any company-related task. Then, when the quality of the work wasn't as expected, I found myself feeling resentful towards those employees. Then, when discussing this with my mentor, they asked if I explained not only how to do the work, but why it was important, and how it fit into the big picture. I told him I didn't, and that I was trying to hurry and keep up the pace and that would've taken too long. They then asked me which took longer, explaining how to do the job right, or the rework involved later on. Message received. Unfortunately, the best lessons are often the hardest learned. Thankfully, that hasn't been an issue since."

Several of Teck Resources' job postings advertise that they are looking for candidates who are "able to create environments where accountabilities are clear and potential is developed, ensuring job expectations are clearly articulated and personnel are held accountable, coordinating work assignments, conducting training and proficiency development, mentoring and empowering staff throughout all functions." So, when answering this question, share how you break down the entire big picture of the work needing to be done by the team as a whole, and the part each individual has to play. Share how you inform them of not only how to do the job, and when it needs to be done, but also why that work is important and how it impacts the work performed by each member of the team, and the company as a whole. This approach makes them stakeholders, places the responsibility for the quality of their work in their hands, and ensures accountability.