"(Situation) Last month, I had to collaborate with another project manager with a different working style. (Task) As an experienced PM who comes from the tech industry, I find timely client follow-up to be mission-critical. This particular PM had a much more relaxed approach. (Action) Before the project launched, I asked to meet one-on-one. We discussed our strengths and created a basic outline of expectations and timelines. (Result) By taking this communicative approach right away, we were able to collaborate quite well and ensured a fantastic project outcome. In the end, I truly enjoyed working alongside this PM."

"(Situation) About one year ago, I had an administrative team member who was constantly late to meetings and missed deadlines. (Task) This person was new to their career, and, as the administrative department lead, it was important to me that they succeeded. (Action) I approached this person privately to understand what was going on and what was preventing them from working well with the team. When they shared their struggles with me, I offered the proper support and resources. (Result) By taking the time to nurture the situation rather than simply terminate the person, I was able to mentor and grow one of the best Administrative Assistants I have ever had."

"(Situation) Years ago, I had a team member who would scoff at other coworkers' ideas in meetings and loudly proclaim that he was the smartest person in our office. (Task) As the Marketing Manager, I knew this behavior would not fly. (Action) I approached him in tandem with our Human Resources Partner to talk about the culture he was cultivating. We wanted to create a resolution with him. (Result) It turned out that he did not want to work in our division, as he felt the projects were too 'junior' for his experience. He ended up requesting and receiving a transfer. By initiating an open conversation with this person, we were able to uncover his need. We also looked after the needs of our team by protecting the workplace culture."

"(Situation) I often have to collaborate with a sales manager who approaches problems, and people, much differently than I do. She is more comfortable taking an indirect, apologetic route, whereas I prefer to tackle things head-on and with enthusiasm. (Task) Our sales were slipping, and it was important for our department that we worked well together. (Action) I suggested a one-on-one meeting where we mapped out our vision for the department in the short and long term. We crafted a plan to leverage each of our strengths and build on the other's ideas. (Result) Not only has our sales department become stronger and more successful, but I have learned some great communication techniques from her."

"(Situation) Recently, our head office launched a sales competition between all store locations. (Task) This sales competition meant working alongside other associates to reach this goal. However, as a highly commissioned retail professional, these associates were typically my competition. (Action) I pushed those competitive thoughts to the side and jumped into action. I called a group meeting to outline goals and targets and to gain total buy-in from all sales associates. I distributed specific goals to each associate as per their hours and previous sales results. (Result) In the end, our store won first place out of fifteen locations. It felt great to win!"

"(Situation) I have conflicting teaching styles from one of the primary substitute teachers on my list. She likes the students to be quiet, and I like my students to be up and moving whenever possible and appropriate. (Task) I know my teaching style drives her nuts, and she's gone so far as to give my students conflicting information. As the full-time teacher, I knew that I needed to nip the situation in the bud. (Action) I was sure to be respectful of her feelings; however, I gently reminded her that I was leading my classroom in a way that my students responded to best. I asked her to honor the classroom culture I have created and gently reminded her that I could source a different substitute teacher. I was firm but respectful, and I stood up for myself. (Result) Months later, we seem to be working more harmoniously together."

"(Situation) Many of my team members can be rough around the edges. I recently had a forklift driver flip me the bird after a daily huddle. (Task) As an experienced Logistics Manager, I have worked with a variety of people who challenge me, and I do not shy away from potential conflict. (Action) I called this person into my office immediately and reminded them of our code of conduct. I wrote them up with a warning, which they needed to sign in acknowledgment. (Result) So far, this driver has behaved appropriately, and I continue to monitor their behavior closely."

Focus on when your work style was different from another person, but perhaps you still had to complete a project together. Discuss, in a positive tone, how you made the situation work. Outline your ability to be a team player and build a connection with others, even if their personality or approach to work is different from yours. At the end of your response, be sure to connect your communication abilities and level of professionalism and how these factors will benefit the hiring company.

Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.

Avoid overdramatizing any event. It's also important to avoid extreme responses that include speaking negatively of others or telling the interviewer that you get along with everyone.