Think about a time when you headed up a project, took the initiative to propose an alternate process, and/or helped motivate your team to get something done. Then use the STAR method to tell your interviewer a story, giving enough detail to paint a picture and make sure you describe the results. In other words, be clear about why you're telling this particular story and connect all the dots for the interviewer. As with any part of a successful interview, answering behavioral questions takes practice. Take extra time to prepare and review your answers--this can make all the difference between you and the competition.

"When motivating others, I try to tailor my responses to their personal strengths and capabilities. For example, at my last internship, we had a team member that was quiet and shy and never seemed fully invested in the project. In order to motivate him, I made a conscious effort to get to know him better by stopping by his desk every morning. I complimented him on the things he had done on the project and pointed out the skills I noticed he had that were essential to what we were working on. Over a period of a week or two, he started voicing his opinion and giving us original, creative ideas during our team meetings. He felt valued and like he had something to offer, and he was no longer afraid to show it because he knew others felt the same way."