Jigisha,
I agree with John's comments that each one has to find out for one's self what one's strengths and weaknesses are. One size does not fit all. Further, the strengths and weaknesses are also job/position specific. For example, if I am interviewing for a people-manager position, I may articulate certain strengths and weaknesses of mine. However, if I am interviewing for a car driver position (for example), my people management strengths and weaknesses are irrelevant. I need to articulate my strengths and weaknesses as a car driver.
It is a good discussion to have, nonetheless, to understand how such questions must be answered. As an interviewer, I would not like candidates who have a list of weaknesses that is longer than the list of their strengths. Weaknesses are a liability list, the more they are, the more problematic it would be for the employer and the candidate. Therefore, I would keep my list of weaknesses to a minimum (one or two at the most), and strengths to anywhere from 3 to 5.
Here's my answer for a manager position.
I am strong in building relationships within my team and across groups. I have strong ability to think on my feet, quickly consider all possibilities and come up with a solution to resolve problems or mitigate risks. I am excellent in managing global and virtual teams spread across over 9 time zones. I am customer-focused and have strong ability to manage vendors achieving success in situations where others may have met with limited success.
On the other hand, I am not very politically savvy. I don't usually watch my back, because I assume that people around me are highly professional and very trustworthy. As a result, I look toward my manager to protect me from being thrown under the bus, because I realize that the world is not so black and white.
Does that make sense?
Regards,
-Som G