"In my current role, I was asked to work with two sales managers that were not seeing eye to eye in future planning processes and I was asked to step in and intervene on the situation. My approach to this situation was to first meet with each manager individually to get their perspective on the situation and, lo and behold, both managers felt disrespected by the other. With that in mind, my approach to coaching their relationship focused on empathy and the ability to see things from each other's side. I held an open forum where each could talk about times they felt disrespected by the other and I think it was really eye-opening for each. At the end of that single conversation, both realized that they were in competition with each other and both agreed to work hand in hand for the betterment of the organization in the future."

"To me, conflict in the workplace is best settled when both parties understand and acknowledge the perspective of others and come to a mutual agreement to plan for differences. It is foolish to think that every relationship within a business setting is going to be 100% perfect, so these agreements are necessary. I did this recently with two nurses that were working side by side in an emergency department setting. From the start of them working on the same shift together, conflict began immediately and hard feelings only festered from there. As a facilitator between them, I promoted open and respectful dialogue between them about what bothered each person in their relationship. It became clear that each had their own unique upbringing in the healthcare world and differing perspectives on ideal care for patients, even when each of their philosophies fell under the expectations of the department. By promoting this, I was amazed to hear the two nurses work out a plan for handling each other's differences without being prompted by me."

Korn Ferry's consultants often function as mediators between a client's employees who don't see eye to eye. This requires conflict resolution skills. Highlight yours in your example, assuring them you can be trusted with their clients.

When an interviewer asks how you approach conflict, especially when viewed as an outsider, focus your example on the situation and never focus on any one person as the source of the conflict. Taking a thoughtful approach by listening to the opinions of everyone involved before responding is always a good place to start!