"My style of conflict management is upfront, yet - I swiftly move on. In the five years that I have worked for my current company, I have only come across one instance of conflict. One of my staff members did not show up for their shift, so I had to cover their shift. Because of this, I missed my daughter's dance recital. I was upset about it but wanted to do my part as a team player. The next day, the delinquent employee came in and didn't say a word. He didn't apologize to me or thank me for my time. I approached him and told him how his actions impacted my day. He did not respond how I wanted; however, I let it go after I said my part. I cannot change the actions of others, but I have to take responsibility for how I handle my side. I will always respond to conflict professionally."

"When obtaining my business admin degree, I learned that conflict is often a symptom of poor communication. So when conflict arises in the workplace, I am sure to address the situation by starting at the root of the issue, which is the communication breakdown. With most things in life, I like to address conflict upfront rather than let feelings fester into a more significant issue. Speaking to someone openly, while making sure they don't feel as though I am attacking them, can yield excellent results."

"When I face conflict I work to uncover the core issue. For instance, I recently worked through an issue with an underperforming team member. I started by identifying the possible reasons for their poor performance. In this case, the reasons included poor communication between team members. From there, I talked directly with the people involved in the conflict. I created an open discussion to unlock the core of the issue and then collectively brainstormed solutions to get everyone's performance back on track."

"In a previous role, another employee and I seemed to be clashing. The situation was nothing overt or truly problematic, but our previously clear communication was slowly slipping. Rather than let the situation get worse, I asked to speak with this co-worker for a quick minute. We grabbed a conference room and talked. We aired out any grievances we had and quashed them right there. We went on to be great teammates and ultimately became friends outside of work as well."

"Conflict can be uncomfortable, but it is necessary to face. Last month two of my coworkers were arguing. I tried to stay out of it and let them handle it themselves. The conflict went a bit far, with some insults said, so I stepped in and played the role of mediator. This approach was very effective, and it's an approach I will continue to take, should the issue arise again."

"There will always be creative differences among teachers regarding our philosophies on teaching or topics like giving homework. The last time I encountered a difference of opinion in the workplace, I took the opportunity to learn more about my co-workers' teaching philosophies. I asked them to explain their perspective, and then allow me to do the same. Taking this approach, I learned from my co-worker and I believe they learned from me."

"I am happy to be involved in a debate or intellectual conversation that discusses differences of opinion. However, if people start taking a situation personally or attacking one another, I will remove myself from the debate and take the role of mediator. For instance, I recently walked into a conflict between two team members. Rather than escalate the issue by offering my opinion, I helped the two co-workers come to a friendly compromise and skillfully moved the conversation to a different topic."

This question is not an opportunity to start venting about your current workplace or a co-worker. Instead, show the interviewer that you are the type of person to find a solution without worsening or ignoring the situation. Also, avoid examples where you were the one that caused the conflict.

If you are unsure of the best ways to handle conflict in the workplace, here are some practical and professional methods:

- Talk openly with the person/people directly involved in the conflict.
- Build a constructive conversation by focusing on the actual event rather than the feelings.
- Listen to the other person/people when they express how the conflict impacted them or their work.
- Find the core point of disagreement and work toward a solution.
- Work with the other person/people to create a plan to overcome the conflict and prevent the situation from happening again.

This question asks about your behavior in the face of conflict. For this reason, consider telling a story that demonstrates your approach to conflict in the workplace. You can achieve this by telling a story using the STAR method. STAR is an acronym for Situation, Task, Action, Result.

Focus the bulk of your response on how you approached a solution vs. dwelling on the problem. Assure the interviewer that you are a well-equipped professional capable of handling conflict promptly and effectively. Show that you handle workplace conflict tactfully and with grace.