"(Situation) My fellow administrator and I approach our work very differently. I prefer mapping out the situation and putting myself on a timeline, whereas she prefers to jump right into the task. (Task) After working on a few projects together, it became apparent that we needed to find a better balance between our two working styles. (Action) I called a private meeting where we openly discussed our differences. We agreed to split our tasks up and come together at the end of each day. We also agreed to keep the lines of communication open throughout the day. (Result) So far, this approach has resulted in a more streamlined process. As different as we are from each other, we both agree that as long as we get to the end goal together, it doesn't always matter how we got there."

"(Situation) My coworker in HR had a completely different working style than me, even down to how we organized files. (Task) Tasked with a total reorganization of our digital files, I knew it was time that we learned how to mesh our two working styles. (Action) I made a list of the areas in which we worked differently from each other and sat with this person to work out our process. We divided up the tasks according to top skills and compromised on some procedures. (Result) We powered through the task and came out of the project with a much better understanding of each other."

"(Situation) I recently collaborated with a designer who had a very different style of organizing and prioritizing work. I approach my work by scheduling meetings in advance and using lists. The designer was rarely prepared for meetings and spent a great deal of time talking about their personal life. (Task) I believed that we could work well together if we had clear boundaries and expectations. As the Marketing Manager, it was up to me to outline these boundaries. (Action) I took it upon myself to speak to that person about our different styles and come to an agreement on how we could work best together. (Result) The designer agreed and ended up adopting some of my organizational tools, and I learned from this person how to better embrace last-minute changes and creative pivots."

"(Situation) When I started my current job, my direct boss did things very differently than I did. She was great with closing deals but was a tornado heading into meetings. She was always in a state of scrambling due to disorganization. (Task) It was hard to address this situation with her since she was my superior. However, I knew that my career success was also important. (Action) One day over lunch, we talked about our work stylings and how our professional styles impacted each other. (Result) We were able to cordially brainstorm ways that our styles could complement each other in the workplace. Since this conversation, we have worked harmoniously on multiple initiatives."

"(Situation) When I worked at Store X, I was one of two team leads. Since we were sharing team and management responsibilities, we often had clashing opinions. (Task) I knew that I needed to collaborate with the other shift lead since our behavior would directly impact the productivity of our sales associates. (Action) By spending time writing out our main strengths, we were able to divvy up the work according to each other's strengths. (Result) This method solved the 'too many cooks in the kitchen' issue entirely."

"(Situation) One of my colleagues and I had opposing teaching styles. (Task) This difference of opinion became an issue when we were assigned to share a split-grade class of 40 students. (Action) I worked very hard to be respectful of her love of worksheets, while I demonstrated the importance of movement and variety in the classroom. I used studies, as well as my own student's test scores, to show her how much students enjoy the approach in the classroom. Together, we agreed on some of the ways we should approach teaching these shared students. These approaches included putting a limit on the amount of desk work we assigned. I agreed to include some worksheets, and she incorporated more movement in the classroom. (Result) This compromise was a huge win for us as teachers and, most importantly, the students. Grades have increased, and friction has significantly decreased."

"(Situation) When I began my most recent role, I replaced a manager who very much believed in a dictatorship management style. (Task) It was a huge challenge to undo the damage created among the team. (Action) Without too much disruption, I implemented a more relaxed management style. My team was so used to a stringent workplace that they resisted my methods at first. (Result) Once I developed trust as their manager, we were able to create a healthy workplace culture, and productivity increased by 24%."

Answer this question by telling the interviewer about a specific time you worked with someone who approached their tasks or communication style differently than you. Outline the situation and describe why it was a challenge to collaborate with this person. Focus on describing the specific actions you took to ensure a successful collaboration.

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 sounding closed-minded when discussing other people's work styles. You'll want to avoid sounding inflexible or like a know-it-all type of individual. You can prevent creating this impression by giving merit to different working styles, even if they do not match your own.