What Would Your Colleagues Say About You?

Turn This Common Interview Question Into a Powerful Career Insight.

“So, what would your colleagues say about you?”

It’s a simple interview question—but surprisingly tricky to answer well. Many job seekers get caught off guard, scrambling to list a few strengths that sound impressive but come off generic or forced.

But here’s the truth: this question isn’t just about selling yourself in an interview.

It’s actually a golden opportunity to understand something deeper—how you show up at work, how others experience your contributions, and how to use that insight for meaningful career growth.

In this post, I’ll show you how to approach this question with clarity, confidence, and authenticity—and why it’s worth reflecting on even when you’re not job searching.

Click image to watch this post as a video-podcast.

Scroll to bottom for self-coaching worksheet.

Why This Question Matters

Interviewers ask this question for a few key reasons:

🧠 Self-awareness – Do you understand your own strengths and areas for growth? 

🤝 Collaboration – How do you relate to and work with others? 

🌟 Professional reputation – What’s the impact you leave behind? 

🔍 Credibility check – Do your examples match how others would describe you?

But there’s something even more important beneath the surface:

The gap between how we see ourselves and how others perceive us is often a blind spot—and those blind spots can quietly hold us back.

Have you ever been surprised by feedback from a manager or peer? That moment of surprise is a sign: there's a perception gap worth exploring.

Why Perception Gaps Happen

We all have them. Here’s why:

🔄 We judge ourselves by intentions; others judge us by actions. 

🔍 What’s normal for us might be striking to others. 

⚖️ Our strengths, when overused, can become liabilities. 

🌏 Cultural or generational differences can lead to misunderstandings.

A Real Example

One of my clients, a brilliant project manager, always prided himself on being results-driven. But when he reflected on how colleagues might perceive him, something clicked.

What he saw as efficiency, others sometimes experienced as pressure or a lack of collaboration.

Instead of getting defensive, he got curious. He started making space for more team input and intentionally checked in more often. The result? He became a stronger leader and built more trust—without compromising his results.

How to Understand How Others See You

Want to get a clearer view of your professional reputation? Here are five ways to start:

1. Ask for specific feedback Try: “How could my communication style be more effective?” rather than just “How am I doing?”

2. Look for patterns If multiple people say the same thing—good or bad—pay attention.

3. Watch reactions Notice how people respond to your input, leadership style, or collaboration.

4. Review past feedback Revisit performance reviews, 360s, or even casual check-ins.

5. Consider context Are you working across cultures or generations? How might that affect interpretation?

   
   

This isn’t about changing who you are—it’s about understanding how you're experienced, so you can communicate and lead more intentionally.

How to Answer This Question in Interviews

When answering, aim for a balance of confidence and self-awareness. A strong response typically includes:

✅ 2–3 positive traits, backed by specific examples 

✅ A growth area you’re actively working on 

✅ A clear link to the role or team you’re applying to

Example Response:

“My colleagues would describe me as collaborative and solution-oriented. During our last product launch, I helped bridge communication between marketing and engineering, which teammates said helped us move faster with fewer misunderstandings. They’d also say I’m persistent—I don’t give up easily. That said, I’ve received feedback that I sometimes focus so intently on outcomes that I overlook celebrating milestones, so I’ve started scheduling regular recognition moments to make sure the team feels seen along the way.”

This shows maturity, reflection, and readiness to grow—without oversharing or sounding rehearsed.

Beyond Interviews: Use Perception as a Growth Tool

Understanding how others perceive your strengths and style can unlock huge opportunities for growth. Once you notice a perception gap, you have three options:

🛠️ Adjust your behavior – if a perception is limiting your impact 

📣 Clarify your intent – improve communication so people understand your approach 

🔄 Reframe the perception – help others see the value in your style

Top performers aren’t perfect—they’re just self-aware. They treat perception as data and use it to grow with intention.

Try This: One-Week Challenge

This week, reach out to two trusted colleagues and ask:

“What’s one thing I do that really adds value to the team—and one way I could be even more effective?”

Then reflect on what you hear. Do you notice patterns? Surprises? Strengths you hadn’t fully owned yet?

To help you collect and interpret this feedback, download the free Professional Perception Worksheet below—a simple tool to help you build a clearer, more confident professional self-image.

For a deeper exploration with stories and examples, check out this book: “Future-Proof: Build a Career That’s You.”  It covers many other tools to help you design a sustainable, fulfilling career.

Professional Perception Worksheet

👉 Download the Free Worksheet to clarify your direction.

Click here for direct access. ✅ Google doc: click File, then Make a Copy

✅ Microsoft Word: click File, then Download, then choose Microsoft Word (.docx)

✅ PDF: click File, then Download, then choose PDF Document (.pdf)

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