Tell us about a time you had to take corrective action with a member of your team.

Provide examples where you exhibited empathy and a helping hand while delivering corrective action. You want the team to function and your systems to run smoothly. Talk about how you helped the greater good through your feedback.

"There was someone on our sales team who was struggling. He relied on an old-school, cold-calling approach that came across as insincere. Another team member gave him a hard time, bragging about their accomplishments and comparing them to the other's shortcomings. This turned into a heated exchange. I pulled them aside and asked why they were working against each other. I had a potential client who was already a warm audience. I handed the account over to the struggling sales rep and had the other shadow him. They worked together as a team and got along so well working side by side that I started pairing them up more frequently. To this day, they're best friends and the heaviest hitters on our sales team."

When describing the inciteful incident that required corrective action, objectify the situation, not the individuals involved, and describe how you fostered their strengths and enhanced the functionality of the team. Promote their strengths rather than exploit their weaknesses. They're your team. Focus on how you foster collaboration.