Interview Questions

Interview Question: Giving Feedback to Others – Answer Tips

January 13, 2024 by Mike Jacobsen

Tell me about a time when you had to give feedback to a colleague?

What the interviewer is looking for by asking this question

There are probably an infinite number of questions that the interviewer could ask you on the day. Some questions are incredibly common appearing in almost every interview you will have, while other questions you might hear once and never again regardless of how many jobs you apply for.

Fundamentally though all interview questions are really trying to find out one of 3 things:

1 – Can you do the job? (Do you have the skills/experience needed?)
2 – Will you do the job? (Do you have the drive/motivation to get the job done?)
3 – Will you fit in? (Does your personality match the workplace culture? Are you likeable?)

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

The question, “Tell me about a time when you had to give feedback to a colleague,” serves to assess key interview aspects. It gauges your practical skills (Can you do the job?) by examining your communication and feedback abilities. It also reflects on your commitment (Will you do the job?) by showing your willingness to engage in difficult conversations for team improvement. Finally, it hints at your interpersonal style (Will you fit in?), revealing how you manage relationships and handle conflicts within a team setting.

How Best To Structure Your Answer To This Question

Unless the question you are asked is a straight ‘up or down / yes or no’ style question then you are going to need to learn to describe, expand and elaborate on your answers. The best way of doing this is to follow the B-STAR technique for answering interview questions.

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? In relation to giving feedback, this would involve your personal philosophy on communication and how you believe constructive criticism can foster growth and improvement.

S – Situation – What was going on? Briefly explain the scenario that was taking place. For the feedback question, succinctly describe the context in which you had to provide feedback, focusing on the relevance of the situation to your role and the necessity of your intervention.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. Regarding giving feedback to a colleague, clarify your position in the scenario, emphasizing your responsibility to address the issue and guide your colleague.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. In answering the feedback question, elaborate on the specific actions you took to communicate your feedback, ensuring you highlight the rationale behind each step.

R – Result – How did everything end up? Try to use figures if possible. With the feedback scenario, conclude by sharing the outcome of your action, such as improved team performance or enhanced work quality, quantifying the results if possible.

Remember though that the B-STAR technique is descriptive not prescriptive. You do not need to follow this flow strictly, go with what is best for your answers and that will allow you to put your point across and show your experience the best.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not downplay the importance of feedback.

Do not give a one-sentence answer.

Do not describe the situation without focusing on your actions.

Do not ignore the impact of your feedback on the colleague.

Do not speak negatively about the colleague in question.

Do not fail to reflect on what you learned from the experience.

Tell me about a time when you had to give feedback to a colleague? – Example answers…

Example Answer 1

“I believe that feedback, when delivered constructively, is a powerful tool for personal and professional growth. In my previous role as a team leader, there was a situation where one of my team members, Alex, was consistently missing project deadlines, which was affecting our team’s overall performance.

My task was to address this issue without demotivating Alex. I arranged a private meeting to discuss his performance, ensuring the setting was comfortable and free from interruptions. I started by acknowledging his strengths, particularly his creativity, which was a great asset to our team. Then, I gently brought up the missed deadlines, providing specific examples.

I actively listened to his side of the story and discovered that he was struggling with time management due to personal challenges. Together, we developed a plan that included time management training and a more flexible work schedule that accommodated his needs. I also scheduled regular check-ins to offer support and track progress.

The result was remarkable. Within a couple of months, not only did Alex start meeting his deadlines, but there was also a noticeable improvement in his overall work quality. This experience reinforced my belief in the importance of empathetic and constructive feedback. It not only resolved the immediate issue but also helped Alex to develop skills that boosted his confidence and performance.”

Example Answer 2

Interview Question: Creative Problem Solving – Answer Tips

January 12, 2024 by Mike Jacobsen

Can you give an example of a creative solution you’ve implemented to solve a problem?

Watch the video or continue scrolling for the full written article…

What the interviewer is looking for by asking this question

Fundamentally though all interview questions are really trying to find out one of 3 things:

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

Given this understanding, when faced with a question like “Can you give an example of a creative solution you’ve implemented to solve a problem?”, it’s important to recognize which of the three core aspects the interviewer is probing. This question primarily addresses the first point: “Can you do the job?” It seeks to understand not just your skills and experience, but also your ability to apply creative thinking and problem-solving in real-world scenarios. Your response should therefore focus on demonstrating your competence and adaptability. It’s an opportunity to showcase how your unique approach to challenges makes you an asset, thereby subtly addressing the other two aspects as well – your motivation and potential fit within the team. By illustrating how you’ve effectively tackled problems in the past, you’re also implicitly showing your drive to succeed and your ability to harmonize with different work environments. Remember, the key is to provide a concise, specific example that highlights your skills and approach to overcoming obstacles.

How Best To Structure Your Answer To This Question

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? When answering the question about a creative solution you’ve implemented, your beliefs about the importance and effectiveness of creative problem-solving in the workplace become particularly relevant. This is your chance to convey your conviction that thinking outside the box is crucial in overcoming complex challenges.

S – Situation – What was going on? Briefly explain the scenario that was taking place. – Try not to spend too much time describing the situation. The bulk of your answer needs to be about you and what you did so keep the situation simple to understand and even simpler to describe. For the creative solution question, briefly outline the context and complexity of the problem, emphasizing the need for a creative approach.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. In your example for the interview question, highlight your specific role in the situation, showcasing your responsibility and initiative in finding a solution.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. – This should take up the bulk of your time answering the question. Here, delve into the creative solution you implemented, focusing on your actions, the creative process, and how it addressed the problem effectively.

R – Result – How did everything end up? Try to use figures if possible (e.g. we cut costs by $3m, customer satisfaction scores increased 25%, failures reduced to zero, ice cream parties increased ten-fold etc.). In tying back to the interview question, this is where you quantify the success of your creative solution, showing how it positively impacted the situation, thereby demonstrating your effectiveness in problem-solving.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not describe a failure (unless specifically asked).

Do not downplay the situation.

Do not overhype the situation.

Do not say you have no experience with the subject matter.

Do not reject the premise of the question.

Do not have a passive role in the situation.

Do not give a one-sentence answer.

Do not overly describe the scenario and miss the action

Can you give an example of a creative solution you’ve implemented to solve a problem? – Example answers

Example Answer 1

“I’ve always believed that creative problem-solving is essential in any workplace. It’s not just about finding a solution but finding the most efficient and innovative one. This belief was put to the test in my previous role as a project manager at Tech Innovations Inc.

We were faced with a significant challenge when our main supplier suddenly went out of business, jeopardizing our project’s deadline. The situation was critical as it threatened to delay the launch of our new software by several months.

As the project manager, I was responsible for finding a solution. I realized that conventional methods wouldn’t work, so I decided to think outside the box. I proposed collaborating with a competitor who had the resources we needed. This was unorthodox, as companies in our field rarely collaborate due to market competition.

I reached out to the competitor and initiated a partnership where we could share resources while ensuring mutual benefits. It required careful negotiation and trust-building, but my team and I managed to create a detailed plan for resource sharing.

The result was beyond successful. Not only did we meet our original deadline, but the partnership also reduced our production costs by 15%. Additionally, this collaboration opened doors for future joint ventures, leading to a long-term beneficial relationship between the two companies.”

Example Answer 2

Interview Question: Working With Difficult People – Answer Tips

January 12, 2024 by Mike Jacobsen

Describe a situation where you had to work with someone who was difficult to get along with. How did you handle it?

What the interviewer is looking for by asking this question

Fundamentally though all interview questions are really trying to find out one of 3 things:

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

When you’re asked to describe a situation where you had to work with someone difficult, the interviewer is often assessing more than just your interpersonal skills. This question touches on all three fundamental areas. Firstly, it explores if you can do the job by testing your ability to navigate challenging team dynamics while still delivering results. Secondly, it gauges your willingness to do the job, revealing your drive and resilience in overcoming workplace obstacles. Finally, it’s a measure of how well you’ll fit in. Your response can show adaptability and how you handle conflict, indicating if your personality and conflict resolution style align with the company’s culture. So, when answering, be concise and focus on demonstrating skills, motivation, and cultural fit.

How Best To Structure Your Answer To This Question

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? In the context of the interview question, this will reveal your attitude towards working with challenging individuals and how it shapes your actions.

S – Situation – What was going on? Briefly explain the scenario that was taking place. Relating this to the interview question helps the interviewer understand the context in which you demonstrated your ability to collaborate with difficult people.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. This will show the interviewer how you actively engage in resolving conflicts or navigating difficult relationships in the workplace.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. In answering the interview question, this part highlights your specific actions and strategies in dealing with the difficult person, showcasing your problem-solving and interpersonal skills.

R – Result – How did everything end up? Try to use figures if possible (e.g. we cut costs by $3m, customer satisfaction scores increased 25%, failures reduced to zero, ice cream parties increased ten-fold etc.). This demonstrates the tangible outcomes of your actions in the challenging situation, providing the interviewer with evidence of your effectiveness in similar scenarios.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not downplay the situation.

Do not overhype the situation.

Do not say you have no experience with the subject matter.

Do not reject the premise of the question.

Do not blame others or speak negatively about the difficult person.

Do not leave out how you resolved or managed the situation.

Describe a situation where you had to work with someone who was difficult to get along with. How did you handle it? – Example answers

Example Answer 1

“I believe that every individual in a team brings unique strengths and challenges. In my previous role as a project manager, I encountered a situation with a team member, Alex, who was highly skilled but often resistant to feedback and collaboration. It’s my belief that understanding and respecting individual differences is crucial in fostering a productive team environment, so I focused on tailoring my approach to effectively engage with Alex.

Our team was working on a critical project with a tight deadline. Alex, a key team member, had a tendency to work in isolation, which created friction and delays. I recognized that this situation required careful handling to maintain team harmony and project momentum.

As the project lead, my role was to ensure smooth collaboration and timely delivery of the project. I decided to address the issue directly but empathetically. I arranged a one-on-one meeting with Alex to understand his perspective and to express the team’s need for more collaborative efforts.

In this meeting, I acknowledged Alex’s expertise and explained how his involvement in team discussions could enhance the project’s success. I suggested a more structured approach to our meetings to make them more efficient and appealing to him. Additionally, I offered my support in areas where he felt challenged.

The result was a significant improvement in Alex’s collaboration with the team. He began to actively participate in meetings, offering valuable insights that significantly enhanced our project’s quality. Our team was able to complete the project two weeks ahead of schedule, which was a first for our department. This experience taught me the importance of tailored communication and empathy in leadership.”

Example Answer 2

VIDEO: Tell me about a time when you helped a co-worked learn a new skill – Interview Question Breakdown

January 12, 2024 by Mike Jacobsen

If you prefer to read check out the text version by clicking here

Interview Question: Tell Me About A Time You Helped A Co-Worker Learn A New Skill – Answer Tips

January 12, 2024 by Mike Jacobsen

Watch the video or read the text version below

Question forms part of

Civil Service Question Bank
The MOST Common Interview Questions

What the interviewer is looking for by asking this question

This question is all about teamwork. Do you consider yourself a member of a team when you are in work or are you best described as an independent worker?

A lot of jobs work collaboratively, meaning your task or function interacts with other people’s tasks or functions on a constant basis.

When an interviewer asks this question they are directly telling you that this role will have you working as part of a team. Teams like this are often judged based on how they perform as a whole by senior management.

That’s why the interviewer wants to know how you behave in a team setting. If you see someone struggling with a piece of work do you leave them to it and focus on your own work. Or do you prioritise what is best for the team as a whole and offer a helping hand.

The best approach to answering this question

This is a ‘Tell me about a time’ question so the best approach to this question is going to use the B-STAR technique.

B – Belief – As noted before the interviewer wants to see that you are a team player. It is important therefore to start your answer talking about how you believe collaboration is the optimal way of working and that you always seek out ways for the team as a whole to improve.

S – Situation – The best responses will detail a situation where a new process or software was deployed within the team. Talk about how you quickly upskilled on the system but some colleagues were a bit slower on the uptake.

T – Task – You want to explain how you noticed the problem and how it was your idea to help the colleague. If you talk about how your manager made you help the colleague then it doesn’t show you are a team player, it just shows that you do what you are told

A – Activity – Briefly discuss how you helped your colleague. You don’t need to spend much time on this section for this particular question as the ‘How’ you helped your colleague is less important than you noticing the problem and taking steps to fix it in the first place. Just the fact that you were helping is your selling point in the interview.

R – Results – Everyone lived happily ever after. But seriously. Best answers will talk about the colleague eventually excelling in their new found skill and with you to thank.

Extra Tip – Have your example be a skill, process or software that you will be expected to know in the new role. For example if the job description says that experience in JIRA is required a really good answer would be to talk about a time you helped a colleague learn JIRA.

How NOT to answer this question

“I am used to working in a targeted environment, the more productive I am the more I get paid. I don’t have time to help out other colleagues as it will eat in to my own work”

There are plenty of jobs where the above is true. Off the top of my head, the cut throat world of sales is like this. Everyone is out for themselves and this is driven by the management. Often bonuses will be given to the top sales person of the week/month/quarter. As a result everyone is fighting amongst themselves to get the top spot. Sure in this environment there is absolutely no time to be helping other colleagues, not only are you wasting time you could be spent selling but you are also creating more competition for those bonus pay slots.

That being said in this example the interviewer has purposely asked this question because the role you are going into will require working within a team. Answering that you are only interested in looking out for yourself will get you nowhere in this type of interview.

If you truly have no past work experience that you can use in your answer, choose a time in your personal or academic life. Have you ever played in a sports team? How did your group assignments go in school / university? Use these examples and lean heavily on the B (from B-STAR) in your answer.

“Tell Me About A Time You Helped A Co-Worker Learn A New Skill”

Example answer 1

“I love working in a team. I truly believe that when a team is functioning correctly that it is greater than the sum of its parts. More work just seems to get done than would be if we were working independently. That’s why whenever I see a team member struggling I always reach out and try to help for the good of the team. I also adore the feeling when someone learns something as a result of my help. In a different walk of life I might have been a teacher!

There was one occasion when our company was adopting a more Agile approach to our projects. Moving away from waterfall and into a sprint based delivery approach.

I noticed rather early on that one of my colleagues, Jayne, was not grasping the fundamental idea behind the change and was still trying to operate in a waterfall approach.

I approached my manager to ask if we could support some additional training for the team on Agile so that we could all understand the philosophies. He agreed and we all began taking LinkedIn courses in the afternoons.

I reached out to Jayne during these sessions so that we could share notes and discuss what we had learned. I even offered that we should work together on a project so that we could bounce the ideas we had learned off each other.

That was all it took really. After we delivered a couple sprints in our project Jayne was a full Agile convert. She has actually moved out of the team now and has taken a SCRUM master position in a different department.”

Example answer 2

In my previous role as a software engineer at XYZ Tech, I had the opportunity to assist a colleague who was new to the team. We were in the midst of a critical project that required proficiency in a specific coding language, Python, which she was not familiar with at the time.

From the outset, I saw that she was very eager to learn but was struggling with some of the more complex concepts and applications. I offered to help her get up to speed during our lunch breaks and after work. We started with the basics, and then I guided her through some practical exercises I had created, which were relevant to our current project. These hands-on exercises helped her understand not just the theory, but also the practical application of the language.

Gradually, I saw her confidence grow. We had open discussions where she felt comfortable asking questions, which I believe facilitated her learning. Throughout the process, I made sure to give her constructive feedback on her code, explaining how it could be improved for efficiency, readability, and performance. By the end of the project, she was proficient enough to contribute substantial, high-quality work to our project, and our collaboration helped us meet the project deadlines.

What made this experience rewarding for me was not only the successful completion of the project, but also the appreciation from my colleague who expressed that my guidance had made her transition into the team smoother. Since then, I’ve been more proactive in offering help to colleagues, as I realized the impact it can have on team performance and morale.

Interview Question: Give an example of a time when you had to work with limited resources – Answer Tips

January 11, 2024 by Mike Jacobsen

What the interviewer is looking for by asking this question

Fundamentally though all interview questions are really trying to find out one of 3 things:

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

When faced with a question like “Give an example of a time when you had to work with limited resources,” it’s not just about narrating a past experience. This question cleverly touches upon all three core aspects interviewers are keen to understand.

Firstly, it probes your capability (Can you do the job?). By explaining how you navigated a situation with limited resources, you showcase your skills and experience in resource management, problem-solving, and creativity. It’s an opportunity to demonstrate your ability to work effectively even when conditions are not ideal, a trait highly valued in any role.

Secondly, this question delves into your motivation and commitment (Will you do the job?). Your response reveals your drive to overcome obstacles and your determination to achieve goals despite challenges. The way you handled the situation sheds light on your work ethic and resilience, qualities that are indicative of someone who will persevere until the job is done.

Lastly, it gives insight into your interpersonal and cultural fit (Will you fit in?). How you interacted with your team during this time, the leadership or collaborative skills you employed, and your attitude towards challenges all reflect how you might integrate into the new workplace. It’s not just about the task at hand, but how you handle the situation on a personal and team level, which is crucial to understanding if you’re a good cultural fit.

How Best To Structure Your Answer To This Question

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? Expanding on your beliefs provides the interviewer insight into your mindset and values, which are crucial in understanding how you approach challenges like working with limited resources.

S – Situation – What was going on? Briefly explain the scenario that was taking place. – Try not to spend too much time describing the situation. The bulk of your answer needs to be about you and what you did so keep the situation simple to understand and even simpler to describe. Briefly outlining the situation sets the stage for your response, making it easier for the interviewer to see how you effectively managed a scenario with limited resources.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. Clarifying your role helps the interviewer understand your level of responsibility and initiative, especially in situations where resource constraints demand innovative solutions.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. – This should take up the bulk of your time answering the question. Elaborating on your actions demonstrates your problem-solving skills and adaptability, key qualities for successfully navigating challenges like limited resources.

R – Result – How did everything end up? Try to use figures if possible (e.g. we cut costs by $3m, customer satisfaction scores increased 25%, failures reduced to zero, ice cream parties increased ten-fold etc.). Describing the outcome with measurable results not only showcases the impact of your actions but also aligns with the interviewer’s goal to assess your ability to deliver tangible results under constrained conditions.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not downplay the situation.

Do not overhype the situation.

Do not have a passive role in the situation.

Do not overly describe the scenario and miss the action.

Do not give vague or generic answers.

Do not forget to highlight learning or growth from the experience.

Give an example of a time when you had to work with limited resources – Example answers

Example Answer 1…

I’ve always viewed working with limited resources not just as a challenge, but as an opportunity to innovate and strengthen team collaboration. When we faced the budget cut in my previous project management role, I saw it as a chance to push beyond conventional methods and explore more creative and efficient ways to achieve our goals.

We faced a critical situation where our budget was unexpectedly cut by 30% in the middle of a key project. The project was essential to maintaining our market position, so failure wasn’t an option.

My task was to lead the project to completion despite these severe budget constraints. I knew that this required not just managing resources but also inspiring my team to think creatively.

I took immediate action by organizing a brainstorming session with the team to identify non-essential expenses and alternative, cost-effective solutions. We decided to leverage open-source technologies and negotiated with vendors for better rates. I also encouraged the team to develop in-house solutions for some of our needs, which not only saved costs but also enhanced our team’s skills.

The result was remarkable. We completed the project two weeks ahead of schedule, with a 20% lower total cost than initially budgeted. This experience not only reinforced my belief in the importance of adaptability and teamwork but also resulted in my team being recognized for our innovative approach and cost-saving measures.

Example Answer 2…

Interview Question: Describe a time when you had to learn a new skill quickly. How did you approach it? – Answer Tips…

January 11, 2024 by Mike Jacobsen

What the interviewer is looking for by asking this question

Fundamentally though all interview questions are really trying to find out one of 3 things:

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

Understanding this framework can help you effectively prepare for any interview question, including ones asking about learning new skills.

This question, at its core, is assessing multiple aspects:

Firstly, it’s checking for ‘Can you do the job?’. By sharing how you learned a new skill, you’re demonstrating your ability to adapt and grow, which is crucial in any role. Your answer gives insight into your learning process, problem-solving skills, and technical abilities. This shows the interviewer that not only do you possess the foundational skills, but you also have the capability to evolve as the job demands.

Secondly, it delves into ‘Will you do the job?’. Your approach to learning a new skill, particularly under pressure or within a tight deadline, reflects your work ethic, determination, and motivation. It’s an opportunity to showcase your drive and commitment to achieving goals, even in challenging situations. By explaining the steps you took and the effort you invested, you are affirming your willingness to go above and beyond when necessary.

Lastly, it subtly touches on ‘Will you fit in?’. The way you describe your learning process can also give hints about your personality and how you interact with others. Did you seek help from colleagues? Did you use online resources, indicating an independent and self-starting nature? Your response can reveal how you handle teamwork, stress, and new environments, which are key indicators of how well you’ll integrate into the company’s culture.

How Best To Structure Your Answer

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? When reflecting on learning a new skill, share your personal beliefs and feelings about continuous learning and skill development. Are you someone who thrives on learning new things, or do you find it challenging yet rewarding? This insight helps the interviewer understand your motivation and passion for personal and professional growth.

S – Situation – What was going on? Briefly explain the scenario that was taking place. – Try not to spend too much time describing the situation. The bulk of your answer needs to be about you and what you did so keep the situation simple to understand and even simpler to describe. In the context of learning a new skill, succinctly describe the situation that necessitated this learning. This sets the stage for illustrating your adaptability and problem-solving skills, which are key traits employers look for.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. Explain your specific role in learning the new skill. Were you leading a project, supporting a team, or self-initiating the learning? This demonstrates your level of responsibility and initiative, which are valuable in any job.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. – This should take up the bulk of your time answering the question. Describe the actions you took to learn the new skill. Emphasize the strategies you used, resources you accessed, and how you overcame any challenges. This part of your answer showcases your problem-solving abilities and learning agility, both critical for job success.

R – Result – How did everything end up? Try to use figures if possible (e.g. we cut costs by $3m, customer satisfaction scores increased 25%, failures reduced to zero, ice cream parties increased ten-fold etc.). Finish by discussing the outcomes of your efforts to learn the new skill. Quantify the results if possible, as this provides tangible evidence of your ability to effectively learn and apply new skills, making a strong case for your candidacy.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not say you have no experience with the subject matter.

Do not downplay the importance of learning the skill.

Do not overhype the difficulty of the situation.

Do not focus solely on external help without highlighting your own efforts.

Do not provide vague or generalized statements about the learning process.

Do not leave out the outcome or impact of acquiring the new skill.

Describe a time when you had to learn a new skill quickly. – Example answers

Example answer 1

“I’ve always believed that learning new skills is vital for professional growth. While it can be challenging, I find it incredibly rewarding to push beyond my comfort zone and acquire new knowledge.

Last year, our company introduced a new customer relationship management (CRM) system. As a sales manager, I was responsible for ensuring my team adapted quickly to this change.”

My role involved not only learning the software myself but also facilitating training sessions for my team. I needed to ensure everyone was comfortable and efficient in using the new system.

I started by dedicating extra hours each day to thoroughly understand the software. I attended online workshops, consulted with our IT department, and practiced using the system extensively. Then, I organized weekly training sessions for my team, where I broke down the software’s features into manageable segments. I also created a user guide and set up a peer-mentoring system for additional support.

Within a month, our team’s proficiency with the new CRM system significantly improved. We saw a 30% increase in our sales process efficiency and a noticeable enhancement in customer follow-ups. My team appreciated the support and hands-on training, which reflected in their performance and morale.”

Example answer 2

VIDEO: Tell me about a time when you communicated effectively in a difficult situation…

January 11, 2024 by Mike Jacobsen

Watch the video or click here to read the full text article…

Interview Question: Describe a time when you communicated effectively in a difficult situation – Answer Tips

January 11, 2024 by Mike Jacobsen

Watch the video or carry on below for the written version

Question forms part of

Civil Service Question Bank
The Most Popular Interview Questions (YOU WILL BE ASKED THESE QUESTIONS – 100%)

What the interviewer is looking for by asking this question

“Difficult situation” is a bit of a vague term, and can mean completely different things based on your line of work.

A difficult situation for an ER nurse is going to involve a whole heap of injuries I imagine. Whereas an IT project manager a difficult situation would be when a server crashed and users cannot access the system.

Completely different stakes involved in both situations, however good communication skills are required in each.

And that is what the interviewer is looking for by asking this question.

Are you able to communicate effectively when everything seems to be falling apart? This is what the interviewer wants to know.

The reason why they ask this question this way (“Describe a time when”) is because they want to hear from you how you have handled difficult situations before.

The best predictor of future behaviour is past behaviour.

The interviewer wants to understand if you have experience with communicating under pressure and wants to see how you handle yourself.

The best approach to answering this question

This is a “Describe a time” question so the best answers will follow the B-STAR technique. Let’s see how you should structure your answer for this question:

B – Belief – Discuss your thoughts / feelings as they pertain to effectively communicating during difficult situations. In your answer ensure you talk about how you believe it is best practice to prepare yourself for all eventualities so that when difficult situations arise you can remain calm regardless of what is happening and fall back on your planning.

S – Situation – Briefly describe the difficult situation that was taking place and touch on why being able to communicate effectively was so crucial. The situation you choose will vary greatly depending on your role/profession. A good answer will put you in the middle of a difficult situation that was not of your doing (for example a natural disaster, or an IT issue if you are not the IT manager). Remember that you might not have that much time to explain all of the intricate details of the situation. Pick a nice easy to follow example and stick to high level scene setting.

T – Task – What was your role / responsibility in this situation. The best answers will have you in the middle of whatever drama or action is unfolding. Talk about how it was your responsibility to ensure everyone had the correct and up-to-date information.

A – Activity – What did you do? You have just talked about how it was your responsibility to communicate, but how did you do it? Drill down and give a step-by-step description of what you did and why.

R – Results – How did it all end up? This is an interview and you are trying to impress. So your answer should always be that everything worked out well in the end. Feel free to talk about lessons you learned that you would implement the next time around but ensure that the overall message is positive.

How NOT to answer this question

Do not avoid the question. I have seen candidates answer all types of different questions except the one being asked. This question is about communicating effectively in a difficult situation. It is not about how you develop a communication strategy, or how you influence stakeholders using your communication skills. You can talk about those things should it help you but your answer should definitively answer the question that has been set.

Do not downplay the situation. Oftentimes interviewees will try to show off their resolve and experience by talking about the situation as if it were a minor inconvenience. The idea being that you are so confident in your abilities that difficult situations are nothing but trivial matters to you. Don’t do that, you want to show that you have confidence in your skills and communication abilities but you want the interviewer to understand the gravity of the situation you were in. If you downplay the situation did you even communicate effectively in a difficult situation?

Do not overhype the situation. The opposite of the above. Don’t take a small situation and make it some huge dramatic exercise. Sure it gives you the chance to play the hero whose communication skills in the face of adversity saved the day. But it also shows the interviewer that you do not have much real world experience as your ‘difficult situation’ is nothing more than a minor inconvenience in their office.

Describe a time when you communicated effectively in a difficult situation – Example answer

The examples provided below can serve as a foundation for creating your unique answers. For additional inspiration, our new guide includes five sample responses to this question and over 100 answers to all of the most common interview queries.

Check out “INTERVIEW SUCCESS: How to answer 20 of the Most Popular Interview Questions (with over 100 sample answers!)”

Example 1

“I believe that proper planning and training is the most effective way to get out of most difficult situations. Sure you cannot plan for everything but if you prepare as best you can you will be happy to fall back on that preparedness when difficult situations arise.

Recently while working on a major software deployment at my current employer I was tasked with being the ‘Go-live Day Coordinator’. This meant that I had to communicate with the IT team, the business team and senior stakeholders all throughout the deployment. We took the servers down for 4 hours to deploy and 2 hours to test before release.

During these 6 hours it was my job to receive status updates from the IT teams and to facilitate the communication between IT areas. I also needed to communicate with the business team doing the testing so that any issues were raised through the IT team for fixing and then back for retesting. All of this had to be done without delay otherwise we would not meet our 6 hour target. On top of this it was expected I provide hourly updates to senior management.

In order to prepare for this I needed to establish a communication strategy. We use Teams within the organisation so I created a number of new Team groups so that information could flow through. I also established a backup WhatsApp group for the IT team and the Testing team – this came in handy when all of our systems went down partway through the activity!

Even though the whole 6 hours felt like one long continuous hectic process we were never hindered by a lack of communication. All information was provided as and when it was needed thanks to the effective planning that took place earlier. At the end the deployment was completed successfully and on time.

Example 2

Interview Question: Can you give an example of how you have handled a significant change at work? – Answer Tips

January 10, 2024 by Mike Jacobsen

What the interviewer is looking for by asking this question

Fundamentally though all interview questions are really trying to find out one of 3 things:

That’s it. Those are the 3 things that the interviewer is trying to ascertain. Every question that is asked of you will fundamentally be trying to resolve one (or more) of these 3 things.

Taking the example of the question, “Can you give an example of how you have handled a significant change at work?”, it’s clear that this question is designed to probe multiple aspects of the three fundamental points. Primarily, it touches on the first point: Can you do the job? By asking about your experience with significant change, the interviewer is looking to understand if you possess not only the technical skills but also the adaptability and problem-solving abilities required in dynamic work environments. Such a question reveals your capacity to handle the evolving demands of the job.

Simultaneously, it also delves into the second point: Will you do the job? Your response to this question can showcase your motivation and resilience. The interviewer is looking to gauge your commitment to overcoming challenges and your willingness to embrace new responsibilities or changes in your role. It’s an opportunity for you to demonstrate your dedication and proactive approach to work, qualities that are essential in ensuring that you will not only take on the job but also thrive in it.

Lastly, the question subtly touches on the third point: Will you fit in? How you have dealt with change in the past can reflect your interpersonal skills and your ability to work in a team, especially during transitional periods. Your attitude towards change, whether positive or resistant, can also indicate how well you will mesh with the company’s culture. If you respond with examples that show flexibility, open communication, and a collaborative spirit, you are effectively signaling that your personality and work style are compatible with the organization’s environment.

How Best To Structure ‘Can you give an example of how you have handled a significant change at work?’

Answers using this method follow the below structure:

B – Belief – What are your thoughts and feelings with regard to the subject matter? In the context of handling a significant change at work, it’s important to articulate your belief system towards change – whether you see it as an opportunity for growth or a challenge to overcome. This reflects your mindset and adaptability, key traits that interviewers look for.

S – Situation – What was going on? Briefly explain the scenario that was taking place. When discussing a significant change at work, briefly set the scene to provide context for your actions. This helps the interviewer understand the background and complexity of the change you were dealing with.

T – Task – What was your role in the action? Most of the time it is best that you are taking an active rather than passive role in the encounter. In relation to the interview question, clarify your specific role during the period of change. This shows your level of responsibility and direct involvement, highlighting your ability to handle important tasks under pressure.

A – Activity (or action) – What did you do? Detail the steps you took and why you took them. In answering how you handled a significant change at work, focus on the specific actions you took and the rationale behind them. This not only demonstrates your problem-solving skills but also gives insight into your decision-making process during challenging times.

R – Result – How did everything end up? Try to use figures if possible. Finally, when discussing the outcome of the significant change you managed, quantify the results if possible. This tangible evidence of your effectiveness adds weight to your story and showcases your ability to produce positive outcomes in challenging situations.

What You Should NOT Do When Answering Questions

Do not avoid the question.

Do not downplay the significance of the change.

Do not overhype the situation or your role in it.

Do not give a vague or non-specific response.

Do not focus solely on the actions of others; highlight your own contributions.

Do not leave out the outcome or results of your actions.

Do not provide an answer that suggests an inability to handle change effectively.

Can you give an example of how you have handled a significant change at work? – Example answers

Example answer 1

“I’ve always believed that change, while challenging, is an opportunity for growth and innovation. In my last role at TechCorp, we faced a significant change when the company decided to switch from our traditional software systems to a completely new, cloud-based platform. This was a massive shift not just in technology but also in our working culture.

As the lead project manager, my task was to oversee the transition. I recognized the importance of my role in not just managing the technical aspects but also in guiding my team through the change.

I initiated the process by conducting thorough research to understand the new system’s capabilities and limitations. I organized training sessions for my team and created a detailed rollout plan. Recognizing the apprehensions and resistance from my team, I held regular meetings to address their concerns and to ensure a smooth transition.

My proactive approach paid off. The transition, while challenging, was completed two weeks ahead of schedule. This led to a 30% increase in operational efficiency and a significant reduction in downtime. My team adapted well and even came up with innovative ways to leverage the new system, increasing overall productivity.

This experience taught me the value of not just managing change but leading by example, maintaining open communication, and focusing on team morale. It’s these principles I believe would make me a valuable asset to your team, especially in times of change.”

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