Answering this question correctly cannot identify people with these highly desirable and uncommon skill sets, so the expected result of using it as your only interview test is to hire the most common subset of people that can pass it.While it's true that if you simply look at the question as having a "correct" or "incorrect" answer then you'd be right. But this question most certainly can help identify someone who has those traits if those are what you're looking for. It is true, that there is a subjective quality to this question and it's a requirement that the interviewer be a skilled judge (where a simple technical quiz can be graded with a rubric).
And if an interviewee can not manage to cover those strengths in a length, open-ended discussion about their best work, it seems unlikely that any other specific questions would be any better.
My main concern with a question like this is that by focusing on the best things a candidate has done, it's harder to get an idea of how they might deal with less optimal situations.
On further reflection, I have another objection to this interview approach. I would never work for this company because it fails my personal red-flag test of the hiring process: "Do I want to work with the worst imaginable person who could pass this interview?"
This is another fallacy, as interviews with the vast majority of companies don't do "pass/fail," they sort a list and take the best fit.