"Openly and quickly. Often, not seeing eye to eye can bring a team even closer together. And, it's okay if opinions differ, as long as such discourse is respectful. Recently, my team did not agree on the approach to take regarding the prioritization of three projects. We all sat down and gave our opinions. After listening to each other, we collectively decided which action to take. One coworker grew angry because not everyone adopted their idea, and they communicated they felt disrespected. I instantly expressed dismay that they felt disrespected and everyone else followed suit. Next thing we knew, that person apologized for being overly sensitive, and all was okay and we quickly moved on from the situation."

Your interviewer will be assessing your emotional intelligence, your communication skills, and your diplomacy. Remember, focus on your positive actions and solutions without negativity or placing blame. Avoid offering examples containing verbally abusive behavior, violence, displays of disrespect for authority, or situations lacking a positive outcome. Rather, be objective and empathetic, showcasing effective conflict resolution abilities without dwelling on negativity or specific individuals. Your goal is to paint a strong picture of your professionalism and maturity under pressure. So, take responsibility for your role in the debate, disagreement, or conflict, and place more focus on what you learned from the experience.

Reflecting on your professional history, think of situations where you were grounded and led by example. Highlight your strong communication skills, your emotional intelligence, your ability to navigate varying personalities, and your diplomatic problem-solving skills. Displaying open-mindedness, non-defensive communication, empathy, tolerance, and understanding will highlight your ability to build and maintain collaborative relationships.

Experiencing a conflict at work can range from personal disagreements to leadership-driven resolutions. For example, according to the Society for Human Resource Management, "Difference is at the heart of conflict, so it's important to explore areas where people don't often align. Common causes of workplace conflict include: Conflicting priorities, perspectives, assumptions, tolerances. Signs of conflict include burnout (calling in sick a lot or talking about how overwhelmed they are), complaints, and confusions (resistance to changes of workplace conditions or policy). Not handling conflict in the workplace can lead to absenteeism, turnover, unionization, litigation."