The document discusses the STAR method for answering behavioral interview questions. STAR stands for Situation, Task, Action, Result. It provides an example answer to the question "Tell me about a time when you had to provide difficult feedback to a team member?" using the STAR framework. The example discusses a group project where one member was not contributing and the narrator set up a meeting to discuss reengaging the member by changing their tasks to better suit their skills and interests, which resulted in the team successfully completing the project. The document recommends keeping STAR responses brief, focusing on the action and result, and using the structure to guide the response if needed. It also includes a chart to help recall experiences to support STAR

1. Career Center
The STAR Method
STAR is formula for creating your best response to
behavioral-based questions. Interviewers expect you to
present your thoughts and experience in this manner. Don’t
worry, however. You’ll see that the STAR method is no
different than the basics of any story composition.
Question:
Tell me about a time when you had to provide difficult
feedback to a team member?
“Last semester I took a psychology course
that required a group project to examine
motivation. The professor assigned each
student to a 4-person group. My group
decided to look at what motivates college
students to participate in community
service activities.”
“As a group, we developed a plan
to distribute the work between us.
However, after the first few weeks, it
became apparent that one of our team
members was not completing her part
of the project and she missed one of our
group meetings. The rest of the team
decided that we needed to reengage her.”
“I took the initiative to set up a meeting
with her where we discussed our interest
in the project as well as the other
academic responsibilities. After talking
with her, it was clear that if we changed
her contributions to tasks that better fit
her skills and interests, she would most
likely contribute at a higher level.”
“It turned out that the team could
redistribute tasks without compromising
so every member got to work on the
pieces of the project that were of
most interest to them. In the end, we
completed the project and received
positive feedback from our professor.”
S
T
A
R
Situation
Set the scenario for
your example.
Task
Describe the specific
challenge or task that
relates to the question.
Action
Talk about the actions
that you took to
accomplish the task.
Result
Present the results
that followed because
of the chosen action.
A few
important
tips:
• A strong STAR
response will last
one to two
minutes.
• Be brief in your
set-up. Give just
enough
background or
contextual
information for
your story to
make sense.
• The result is
critical.
Everything in
your example
builds towards
this component.
• Use the structure
of the acronym
for direction if
you forget what
you were saying.
If all else fails,
skil to the R,
result.
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 •
Bay 5, Smith Warehouse, 2nd Floor • 114 S. Buchanan Blvd., Box 90950, Durham, NC 27708

2. Organizing Your Experience
Apply the STAR Method by using this chart to recall specific experiences that will better
support your responses in an interview.
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 • Bay 5, Smith Warehouse, 2nd Floor •
114 S. Buchanan Blvd., Box 90950, Durham, NC 27708
Skill,
Experience or
Characteristic
Name of
Story
Situation Task Action Result
Leadership
Ability to
Work in Teams
Analytical
Skills
Adaptability