Tell me about a time when you had to persuade others
Contents
- 1 Tell me about a time when you had to persuade others
- 2 Other interview questions that are similar
- 3 What the interviewer is looking for by asking this question
- 4 How best to structure your answer to this question
- 5 What you should NOT do when answering questions
- 6 Tell me about a time when you had to persuade others – Example answers
- 7 Other Interview Question and Answers
Other interview questions that are similar
- Describe an instance where you successfully convinced a team to adopt a new approach.
- Can you share an experience where you had to change someone’s mind about an important decision?
- Tell us about a situation where you had to use your communication skills to gain support for an idea.
- Recall a time when you faced resistance to your proposal and how you overcame it.
- Provide an example of when you had to advocate for a project or initiative to skeptical stakeholders.
- Describe a scenario where you had to influence others to achieve a common goal.
- Share an experience where you had to negotiate with others to reach a beneficial outcome.
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.
When an interviewer asks you to tell about a time when you had to persuade others, they’re not just interested in your storytelling skills. They’re peeling back the layers to see how you operate under pressure, your ability to navigate interpersonal dynamics, and, most importantly, how you drive results—ticking off boxes for all three core areas they’re probing into. Your response provides a window into your practical application of skills and experience (Can you do the job?), showcases your motivation and determination in overcoming obstacles (Will you do the job?), and offers insight into your communication style and ability to work with others (Will you fit in?).
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? By sharing your belief, you demonstrate your values and how they align with your actions, crucial for showing how you can fit into the company culture and motivate yourself towards achieving goals.
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. This approach ensures the focus remains on your capabilities and actions, highlighting your ability to identify and respond effectively to workplace challenges.
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. By emphasizing your active role, you underscore your readiness to take on responsibilities and your potential to contribute significantly to the team’s success.
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. Delving into your actions provides concrete examples of your skills and problem-solving abilities, directly addressing the interviewer’s question of whether you can do the job.
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.). Sharing quantifiable outcomes from your actions serves as proof of your effectiveness and ability to deliver results, offering a compelling argument for why you would be a valuable asset to the team.
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 – This makes it look like you’re hiding something or lack experience.
Do not downplay the situation – It’s important to show the challenge you faced to highlight your problem-solving skills.
Do not overhype the situation – Stay truthful to maintain credibility.
Do not give a one-sentence answer – Expanding on your answer gives a fuller picture of your capabilities.
Do not overly describe the scenario and miss the action – Focus on what you did and the results you achieved.
Do not have a passive role in the situation – Showcasing your active involvement highlights your initiative and leadership.
Do not forget to mention what you learned – This demonstrates your ability to grow and adapt from experiences.
Tell me about a time when you had to persuade others – Example answers
Example Answer 1 (Detailed)
In my previous role as a project manager, I truly believed in the power of transparency and open communication to resolve conflicts and push projects forward. This belief was put to the test when we encountered significant delays in a critical project phase due to misaligned expectations with one of our key stakeholders.
The situation arose during the final stages of a software development project. Our team was behind schedule, and tensions were high. The stakeholder was pressing for features that were not originally scoped, threatening the project’s deadline and budget.
As the project manager, my task was to negotiate a solution that would satisfy the stakeholder without compromising the project’s quality or timeline. I took an active role in addressing this challenge by first understanding the stakeholder’s demands in-depth and then working closely with my team to evaluate our capacity to incorporate the requested changes.
I organized a series of meetings between the stakeholder and our technical team to clarify the project’s objectives and limitations. We explored alternative solutions that could meet the stakeholder’s needs without derailing the project. Through these discussions, we were able to agree on a modified set of features that were feasible within the existing timeline and budget.
The result was a win-win situation: we implemented the revised features, which increased the project’s value to the client without compromising on quality or exceeding our budget. Ultimately, the project was completed on time, and the stakeholder’s satisfaction led to a 20% increase in future business with them.
This experience taught me the importance of empathy, negotiation, and creative problem-solving in project management. It reinforced my belief in facing challenges head-on and finding solutions that align with the project’s goals and stakeholders’ expectations.
Example Answer 2 (Shorter)
More Sample Answers…
The examples provided above 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 250 answers to all of the most common interview queries.
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