Name one strength you can prove and one weakness you are actively working on. That is the whole answer — the failure modes are vagueness and the humblebrag.
For a strength, pick something your work already demonstrates and attach the evidence. "I am good at communication" is nothing. "I rewrote our onboarding docs and new hires now ship in week one instead of week three" is a strength with a receipt. Choose one that matters to the role rather than the one you are proudest of.
For a weakness, pick a real one with a visible correction in progress. "I held onto too much myself last quarter, so I moved two of my projects to junior colleagues and now review rather than rewrite" works because it shows self-awareness and action. "I work too hard" and "I am a perfectionist" both read as evasion, and experienced managers hear them that way.
Avoid weaknesses that are disqualifying for the role — do not tell a hiring manager for a client-facing job that you dislike talking to people. And avoid anything unfixable, because the point of the question is to see whether you can assess yourself accurately and do something about it.
One of each, with specifics, is stronger than a list. If you need a starting point, our 50 strengths and weaknesses examples cover the common ones by department.