From comments on a friend's wall.
Whatever your response to the interviewer, it's good if you're transparent about it. You're figuring out a mutual operation fit, as it's best to work with people who have similar modus operandi.
The question is not just about how you handle criticism. That's a very small part of it. Let's unpack the question.
A workplace interviewer wants to know what you're likely to do (i) before, (ii) during, and (iii) after a confrontation?
(i) Before: leading up to confrontations. It's really a question about what makes you uncomfortable; this can be elaborated further.
(ii) During: how do you react to personal discomfort of any kind? This includes cold-wars and silent treatments; this can be elaborated further.
(iii) After: how do past engagements tend to affect your work afterwards? This can be elaborated further.
Usually people discuss (ii) only due to the wording of the question. Receiving criticism is only one of many (i/ii)s and so it is only a small part of the system under investigation. :)
Types of (i)s:
- colleague has body odour
- colleague speaks/acts offensively
- colleague speaks unclearly
- colleague makes a proposition/statement you don't agree with
- colleague acts in ways competitively damaging to organisation; non-criminal/civil offense
- colleague acts with civil/criminal offense
Roughhhhly... it's worth thinking about these case studies. What are your (i)s and subsequent (ii)s? And of course "colleague" can be subbed out for counterparties: regulators, suppliers, customers, neighbours, shareholders, other stakeholders...
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