Teamwork Motivation Interview Preparation Guide

Behavioral interview questions about teamwork can be general or specific. For entry-level positions you can expect the questions to be more general. The following are a few examples of general teamwork interview questions:
► Describe for me a team project you worked on?
► Tell me about a team experience that you found rewarding?
► Tell me why you consider yourself a team player?

Teamwork related interview questions are designed to test your ability to interact and work with others in a productive manner. Interviewers want to find out if you can deal with diverse and often difficult personalities, if you can communicate effectively, if you can collaborate, mediate, motivate, or even lead when necessary. While there are no "right" answers to the questions above, each one provides you the opportunity to demonstrate that you're a team player.

Select a group project you participated in during the past and explain your role and responsibilities. Provide a concise answer without neglecting to discuss important details about your participation in the project. It's fine to discuss project goals and metrics, how you communicated with team members, project conclusions, and any other relevant facts. The following is a good answer to this question.
I worked as a quality assurance manager for ABC engineering firm from 2002 to 2008. It was my job to make sure all project guidelines were followed and that product specs were being met. It was also my responsibility to communicate directly with the project manager, COO, and about 20 other team members. When project guidelines were missed or ignored, or project phases didn't meet spec, I communicated my findings to the project manager who in turn took the necessary action to fix the problems.

There will always be disagreements when working in teams. Regardless of what team members disagree about, each individual is responsible to execute their duties, and project goals must be achieved. Employers recruit employees who can compromise and solve problems. This question could be answered as follows:
I have worked in teams where individual members feuded and disagreed with other members. I typically ignored these issues at first since my colleagues usually resolved their differences quickly. If problems were not resolved quickly, I met individually and together with each feuding party and recommend a workable compromise. I always tried to maintain an objective perspective and not involve myself directly in the conflict.

Project leaders are assigned important responsibilities. Managers rely on them to ensure work is performed on time and quality standards are adhered to. Job candidates must provide answers that demonstrate their competency and maturity. The following is an example of an effective reply to this question.
I have handled and resolved various problems while managing group projects. To resolve problems, I gathered data and relevant facts, determined root causes, spoke with team members, and developed solutions that presented as suggestions. I always tried to help team members see the solution that I felt were self evident without forcing the solution upon them.

Team members often feud even though they're required to act professionally and work together. Some team members have professional disagreements, while others have conflicting personalities. If you've feuded with a colleague in the past, whether professionally or personally, be honest with the interviewer and explain in detail the situation. The following is an example of an effective answer.
I feuded with a colleague while I worked at (identify organization) as a (identify position). Even though we disagreed about (identify conflict), I worked with my colleague to resolve the problem. To do so, I communicated openly with him or her and agreed to compromise and modify my behavior. The most effective way to resolve a problem is through open communication. While discussing the problem with my colleague, I respected his or her perspective and listened attentively.

When resolving problems among team members, I typically meet with them individually and collectively to collect facts and propose a compromise. I typically try to maintain an objective perspective and not involve myself in the conflict itself. However, on one occasion I felt compelled to take sides in a disagreement and directly reprimand a subordinate for breaking with company protocol and ignoring project guidelines. The subordinate quit the next day. If faced with a similar situation today, I'd try to find a less confrontational solution.

It's not uncommon for a team member to have had difficulty working with a manager, so if you an experience share it. Just make sure to use the experience to showcase your ability to deal with conflict in a productive mannner. The following is an example of an effective answer to this question.
I had a rocky start with a new project manager who was hired to replace our previous project manager. The new project manager had a very different personality than the previous project manager. He was gruff, unyielding, and it was his way or the high way. Many team members, including myself, felt like we were always walking on egg shells.

One day when the project manager got in my face I decided to confront him. Initially, I want to knock his block off. Instead, I maintained my cool and simply explained how myself and the rest of the team was feeling. I then closed my mouth and just listened. I was surprized by his response. He proceeded to the explain that our project was months behind schedule. It was way over budget and that if it didn't get turned around quickly that he, along with the rest of us, would likely be let go--like the previous project manager. He apologized for having been difficult but wanting me to know that he also felt like he was in a difficult situation. He then surprised me again by asking if I had any ideas as to how we could turn things around and increase productivity.
Even though the new project manager's personality didn't change much, I gained a new appreciation for why he acted the way he did. I even came to agree that maybe he was the type of manager that was needed to head our project.

Don't skip answering these above questions. It would be wise to redefine and reshape your targets before any activity is launched.