In an interview, how should you describe a time when you took the initiative to share a coworker or supervisor achievement with others?

Introduction / Context:
Questions about how you recognise other people achievements help interviewers understand your attitude toward teamwork and credit sharing. Employers look for people who are not only focused on their own success but also support and encourage others. Being able to give a clear example of when you highlighted a coworker or supervisor success shows that you value collaboration, fairness and a positive work culture. This question is often answered best using a structured story with clear actions and results.

Given Data / Assumptions:
- You are in a job interview. - The interviewer asks about a time you shared a coworker or supervisor achievements with others. - You have at least one experience of recognising someone else work. - The goal is to demonstrate teamwork, appreciation and initiative.

Concept / Approach:
The most effective answer explains a real situation in which you noticed strong performance by another person, took deliberate steps to highlight it and then saw a positive outcome. Using the STAR method again helps: describe the Situation and Task, your Action to recognise the achievement and the Result. The key is to emphasise your genuine respect for others and to show that you are comfortable sharing credit. This builds trust with interviewers, who want to avoid hiring someone who appears selfish or competitive in a negative way.

Step-by-Step Solution:
Step 1: Think of an example where a coworker or supervisor did something impressive, such as solving a difficult problem or helping the team meet a deadline. Step 2: Describe the Situation and what was at stake in simple terms so the interviewer can follow the context. Step 3: Explain the Action you took to share the achievement, such as sending a recognition email, mentioning their contribution in a meeting or nominating them for an award. Step 4: Describe the Result, including how the person felt, how the team responded and any longer term impact on morale or collaboration. Step 5: Conclude by briefly stating why recognising others is important to you and how it supports a healthy workplace culture.

Verification / Alternative check:
To verify the strength of your answer, ask whether it clearly shows both your respect for others and your willingness to act on that respect. If your story demonstrates concrete behaviour and leads to a positive outcome, it is likely to impress the interviewer. If your answer is vague, focuses mainly on yourself or suggests that you rarely appreciate others, it may create concern about your ability to work well in a team. Practising a clear example in advance helps ensure that your story is convincing and concise.

Why Other Options Are Wrong:
Never highlighting others: Saying that you intentionally avoid sharing credit suggests you may be difficult to work with and may reduce team motivation. Very general statements: Claims that you always appreciate colleagues without an example sound like memorised phrases rather than genuine behaviour. Praising only for self image: Admitting that you recognise others only when a manager is present implies insincerity and manipulation.

Common Pitfalls:
Some candidates choose examples where they still appear as the main hero, which can weaken the message about recognising others. Another common error is focusing so much on the coworker achievement that they forget to describe their own specific actions. A useful balance is to show admiration for the colleague while clearly explaining what you did to highlight their work and why that was valuable. For exam purposes, remember that the best answers use a concrete example and show that you actively and sincerely support other people success.

Final Answer:
The recommended approach is Explain a specific situation where you recognised someone else good work, describe what you did to highlight it and show the positive impact on morale or results, because this demonstrates real teamwork, appreciation and leadership potential.