According to their executives, Delta sometimes views conflict as constructive, as it helps them deliver better answers. However, they place a great deal of emphasis on how such debate should be ethically conducted. "Be positive and direct in all conversations. Demonstrate honesty, integrity, and respect. Listen attentively, speak openly, debate constructively, support actively. Be open-minded and listen. No politics. Period. Do not interrupt your colleagues. Do not keep issues, weaknesses or problems to yourself. Encourage teamwork and discourage gossip. Put all the cards on the table. Be inclusive. Ask questions. We do not seek blame, only answers. Always have passion in the pursuit of knowledge. Be flexible. Change your mind when persuaded by meritorious argument. Reach conclusions, and leave the room unified. Engage colleagues with the idea that we all have a shared purpose. We only win as a team and to do that, we must have each other's back."

When someone remembers a conflict, it is not uncommon for the emotions from that moment to resurface. So, the assessment vendor's algorithm will analyze your behavior for defensive cues. When reflecting on that conflict, it's important to appear emotionally mature rather than regressing to the same emotions. To prevent misinterpretation, refrain from postures, movements, or gestures that may seem insecure, closed-off, unapproachable, hostile, or disinterested. You may think coming across as a strong figure could be beneficial, but true strength comes from within. So, your goal is to appear self-assured and calm.

"I was working with a coworker who had just gone through a breakup in their relationship. So they were already feeling a bit emotional. But I'd noticed they were about to make a big safety mistake at work and pointed it out. They then denied that the mistake was theirs and grew quite angry with me. I was shocked by their outburst, but quickly realized they were projecting. So I listened and let them get it all out, and in their outburst, I realized they hadn't fully understood what I was trying to explain to them. But I let them finish, then asked questions, and empathized with them. I then apologized for my tone, not having realized it could be misinterpreted as they had. Then I clarified and explained the mistake more clearly, and shared my intentions of trying to help them out. They then became quite embarrassed and apologized and they had a good cry as we hugged."