Talk about your best and worst performing team.

This question wants you to reflect on your past team experiences where one team performed well and another did not. It also tests your ability to conduct a thoughtful analysis of a situation and learn from it. When answering the question, remember the following:

1. Choose specific examples with tangible results and impacts, if possible.
2. Discuss the reasons why one team operated well and why another didn't.
3. Talk about your role in both situations.
4. Mention what you learned from both experiences and how you have, or would, apply those learnings in the future.

In my previous role as a project manager, my best performing team was a small group of five. Our project was to launch a new marketing campaign within a tight timeline. Everyone in the team was motivated, communicated effectively, trusted each other, and felt comfortable sharing ideas. As a result, we succeeded in launching the campaign on time, which yielded a 20% increase in product sales.

On the other hand, my worst performing team was handling a similar project. The main issue was poor communication among team members and a general lack of motivation. Deadlines were frequently missed, and team members often hesitated to share their ideas, which started impacting the overall project delivery. As a leader, I tried various strategies like assigning responsibilities based on strengths and setting clear expectations, but the results did not improve significantly.

From these experiences, I learned the importance of open communication, trust, and motivation in a team. I also realized my approach to problem-solving could have been more adaptive. Since then, I have taken on additional training to improve my leadership skills, and I now feel more confident in addressing similar issues in the future.

My best performing team was during my time at XYZ Corp where we worked on a challenging project with a high-profile client. The team had a mix of diverse skills and backgrounds, and everyone was willing to learn and work hard. This diversity was our strength and resulted in creative, effective solutions. The project was a success and the client extended their contract with us.

The most challenging team I worked with had members who were not willing to collaborate. They were individualistic and often resisted feedbacks. The atmosphere was tense, and productivity was low. I intervened by conducting team-building exercises and by implementing a more organized feedback system to promote a positive work culture. However, the performance improved only marginally.

These experiences taught me that having the right people, embracing diversity, promoting a positive work culture and the leaders' role is crucial in a team's performance. I have since improved my ability to identify potential conflicts and address them proactively."