15 Conflict Interview Questions & Answers
Below is a list of our Conflict interview questions. Click on any interview question to view our answer advice and answer examples. You may view 5 answer examples before our paywall loads. Afterwards, you'll be asked to upgrade to view the rest of our answers.
1. Talk about a time when you had to work closely with someone who had a problematic personality.
How to Answer
The interviewer wants to know how well you work with others despite a difference in personality. Your ability to adapt to various people, regardless of a positive personality match, shows that you are mature and professional even when factors are not entirely ideal.
Behavioral-based interview questions that begin with 'Talk about a time when...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Avoid extreme responses that include speaking negatively of others or naming people. Also, avoid telling the interviewer that you get along with everyone all the time. Most interviewers will interpret a cliche response like that as dodging the question.
Focus on when your work style was different from another person, but perhaps you still had to complete a project together. Discuss, in a positive tone, how you made it work!
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation) In my previous job, I had a team member who would scoff at other co-workers' ideas in meetings. (Task) As the Marketing Manager, I knew I could not let this behavior continue. (Action) The HR Partner and I approached this person to discuss our company culture and how his behavior disrupted the environment. We wanted to create a resolution with this person. (Result) It turned out that he did not want to work in our division as he felt the projects were too 'junior' for his experience. He ended up requesting and receiving a transfer. By initiating an open conversation with this person, we were able to uncover his need. We also met the needs of our team by protecting the positive culture we had worked so hard to create."
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Marcie's Feedback
2. Talk about a time when you worked on a team, and other group members were not performing their share of the work. How did you react?
How to Answer
Interviewers look for a candidate that works harder around underperformers rather than becoming defeated and giving in to an attitude of inaction. Show the interviewer that you have excellent leadership abilities by discussing how you redistribute the workload when a team member is not pulling their weight.
Behavioral-based interview questions that begin with 'Talk about a time when...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Perhaps you were able to step in and reallocate the work among your team members. Maybe you took on the extra workload yourself. Avoid speaking negatively about anyone and keep your answer focused on the solution you created and the positive outcome of your actions.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation) In my current sales role, one of my teammates is always looking for the easy way out. (Task) As a competitive person, this bothers me because I want our team to be in the lead for all sales categories. (Action) I recently addressed the situation with him directly and in private. I explained how his inaction was impacting the group and affecting our sales results. Still, he goes through the motions, avoids his cold-calling responsibilities, and provides vague or incomplete client documentation in the CRM. After approaching the Sales Manager with my concerns, the issue has not yet improved. Now, I've decided that I can only control my actions. I give an extra 25% output for all cold calls, documentation, and prospecting activities. (Result) So far, my increased output has compensated for my co-workers' lower metrics. The added benefit to working even harder is that my sales numbers have increased, showing my leadership team that I am a top performer. My commission percentages have increased as well, which is a welcome benefit!"
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Marcie's Feedback
3. Discuss a time when you disagreed with your boss. How did you find common ground?
How to Answer
Finding common ground with your boss, despite disagreeing with them, shows the interviewer that your desire to collaborate is stronger than your need to be correct. Overcoming disagreements with your boss also highlights your ability to problem-solve while facing a difference of opinion.
Even though you may have a great relationship with your boss, there might be times where you don't see eye to eye. Think of a conflict or disagreement you had with your boss where you responded professionally and worked toward a solution.
When asked a 'Discuss a time when...' question, it's important to remember that the interviewer is looking for a specific story-based example that highlights your behavior in challenging situations. Using the STAR interview method (an acronym for Situation, Task, Action, Result), you can form an easy-to-follow and engaging story-based response.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation) Last year, my Sales Director and I disagreed on the pending termination of one of my sales team members. (Task) As a Sales Manager, my philosophy is to ensure that I have trained and coached my team members to the best of my ability before I ever consider terminating them. (Action) I expressed my desire to the Sales Director to spend additional time training this team member. I mentioned that it would be more expensive to replace this person than invest in additional training. The Sales Director finally agreed that if the team member missed their targets for another 30 days, we would move forward with termination. After coming to a middle ground, I created a plan to spend five additional hours per week training this team member for three weeks. (Result) Remarkably, his performance improved by over 40%! This sales rep is still with us and often lands on the company's 'Top 10' list for sales performance. Despite having a difference of opinion, I chose to present my argument with facts rather than emotion. I believe this approach is why the Sales Director agreed to come to a compromise."
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Marcie's Feedback
4. Talk about a time you faced a conflict in the workplace and reacted poorly.
How to Answer
Most people cannot handle every conflict with the utmost grace and poise. No matter who you are, there is undoubtedly a work-related situation that makes you cringe a bit when you look back. What's most important is not how the issue went down but what you learned from the experience.
Behavioral-based interview questions that begin with 'Talk about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Your story-based example should not be too weighty but have enough impact to show the interviewer that you can bounce back from a misstep in the workplace. Avoid instances where you were the one that caused the conflict, include a display of immaturity, or make it seem like you have a temper. Focus the bulk of your response on what you would do differently today and what you learned from the situation. Assure the interviewer that you are now better equipped to handle conflict in the workplace.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation & Task) When I first joined Company XYZ's outside sales team as a Sales Rep, I underestimated how competitive the work environment was. I thought I could ask one of my new coworkers for help with understanding a client documentation process in the Salesforce CRM. When I asked for help, explaining that I was new to the department, this coworker told me to stop wasting their time and look for an answer on my own before interrupting their work. I was in disbelief at how rude the person was to me, and I sharply responded by commenting on what a terrible work environment this person was creating. I went straight to the HR Manager's office and expressed my distaste for this coworkers' unwillingness to be a team player. The HR Manager sat with me. After asking a few questions, they spotlighted the fact that it seemed I was so focused on getting an answer that I didn't consider the impact my interruption had on the other employee. This person had been working on an incredibly tight deadline on a project that would significantly impact their sales numbers for the quarter. I soon realized that I had been the rude one, which was a challenging fact to face. I decided to approach the coworker once the timing was appropriate and apologize for my behavior. Since that incident, I am more conscious of my timing when approaching a coworker with a question. Today, there isn't any tension between myself and this individual, and they are responsive to help whenever they are able. Of course, I also return the kindness whenever I can."
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Marcie's Feedback
5. Talk about a time you faced a conflict in the workplace and reacted constructively.
How to Answer
It can be very challenging to face a conflict and react calmly and professionally. Fight or flight; it's human nature to become defensive in the face of conflict or to 'sweep it under the rug' pretending the situation doesn't exist. The interviewer would like evidence that you are a professional who can face conflict in the workplace and maintain a level of professionalism, allowing you to find a solution without worsening or ignoring the situation.
Behavioral-based interview questions that begin with 'Talk me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Avoid examples where you were the one that caused the conflict. Focus the bulk of your response on how you approached a solution rather than dwelling on the problem. Assure the interviewer that you are a well-equipped professional to handle conflict and promptly problem-solve.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation & Task) While working for Restaurant Franchise XYZ, I was in charge of the marketing and launch of our new summer menu. I hired a freelance photographer to create images for our new menu launch. This photographer had experience with food staging and food photography. She came with strong references and had a stunning portfolio of work. She was a busy freelancer, but I wasn't expecting that she would continually postpone our shoot days due to other projects running behind. (Action) After the photographer postponed our shoot date for the third time, I directly addressed the situation with her. I let her know that I was disappointed in her lack of commitment to my project. If our project was too much, she should have declined the offer rather than agree to do the work. The photographer became defensive and explained that she was in high demand and did not deserve criticism. She said that her work was art and could not be delivered on-demand. I could see that this person was highly emotional and attached to her work, so I stepped back a bit to not worsen the situation. I suggested that we start fresh and write up a new contract with a new non-negotiable timeline. (Result) We scheduled regular project update meetings from that day, and she delivered the work on time. Once the project was complete, the photographer apologized for being unreliable initially and said thank you for the second chance. I learned from the situation that it's often better to be kind than to be right. I could have fired the freelancer. I also could have told her, unfiltered, how I felt about her professionalism. However, that would have just exacerbated the situation and would have forced me to find someone new, costing me added time and costing the company extra resources."
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Marcie's Feedback
6. Talk about a time you encountered a conflict with a customer.
How to Answer
Customer-related conflict can be a common occurrence, especially if you work in a service-based role in sales or a retail environment. The interviewer wants to know that you can handle stressful or uncomfortable situations with a client and focus on problem-solving.
Behavioral-based interview questions that begin with 'Tell me about a time...' are best answered using the STAR method. STAR is an acronym for Situation, Task, Action, Result. Organizing your response using this framework will ensure that you provide the interviewer with the right amount of information and detail to form a compelling answer.
Briefly describe a time when you resolved a customer-related conflict. Highlight your ability to remain patient and rational. Avoid examples where you were the one that caused the conflict. Focus the bulk of your response on how you approached a solution rather than dwelling on the problem. Assure the interviewer that you are a professional who is well-equipped to problem-solve in a customer-facing environment.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation & Task) Last year, I worked in a customer care center of a cell phone company. As a Customer Care Representative, I navigated dozens of angry customers over the phone every day. One particular situation I remember was an individual whose call came through my line, and they began criticizing me personally, insulting me for working for such a terrible company. (Action) To ensure I did not take their insults personally, I maintained that upset people want to be heard and feel respected. I listened, empathized, and reassured the customer that I was there to support them and resolve their matter. This particular customers' situation was more complex than others, so I took the time to research their account and find a solution rather than excuses. I asked permission before putting them on hold and explained the actions I was taking every step of the way. The customer soon calmed down and began to realize that I was solution-focused. I set clear communication boundaries by remaining calm and respectful during the entire 40-minute call. (Result) I am proud to say that I successfully found a solution that satisfied the customer and avoided further escalation. The company records our customer-service calls and, the following month, they used this call in a training session."
Written by Rachelle Enns on September 5th, 2021
7. How do you communicate with people who intimidate you?
How to Answer
Most of us have found ourselves in a situation where we find a co-worker, classmate, or even professor a touch intimidating. When we feel intimidated by someone, the conflict is often internal vs. external. Feeling intimidated can make us feel threatened, even if it's unintentional. This internal conflict can lead to a fight response such as arguing or flight response, such as losing words or experiencing a mental block.
The interviewer wants to see that you have the ability and maturity to recognize when feelings of intimidation occur. Discuss what you do, or have done, when facing feelings of intimidation.
Since the interviewer asks, 'How would you...' it is acceptable to use a hypothetical example, giving an overview of how you would react in this situation. However, if you want to use a real-life example, try forming a response using the STAR method. STAR is an acronym for Situation, Task, Action, Result.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation & Task) Earlier in my admin career, I had a couple of clients who would be very aggressive on the phone when placing their orders. They weren't mean per se; they were just very straightforward and frank when they spoke to me. I knew that I needed to help these clients with their requests, but sometimes I would get so nervous about doing the wrong thing that I would blank out mentally and do the wrong thing anyways! (Action) To overcome these feelings of intimidation and ensure that I performed my admin tasks up to my employers' expectations, I made myself a telephone script and memorized it. This script helped me to remain on track with my tasks when those intimidating clients would call. (Result) My script worked very well because, rather than focus on getting the call over with, I began to focus on the conversation and what I should say or do to meet the clients' expectations. Over time, I became more confident, and I believe these clients could sense that, which is when they softened their approach with me."
Written by Rachelle Enns on September 5th, 2021
8. Have you ever intentionally or unintentionally offended someone in the workplace?
How to Answer
Saying something unintentionally offensive at work is a terrible feeling and an act that can be very challenging to repair. Your approach to this question should include honesty and a significant focus on the positive action you took once you realized your error. Show the interviewer that you are accountable for your actions, and you take the time to repair workplace relationships when necessary.
Although the question asks if you have ever offended someone intentionally or unintentionally, it's best to avoid giving an example of a time when you chose to offend someone. As you know, this approach could show poor character.
When responding to a behavioral or scenario-based question like this, it's best to give a specific example rather than responding with a generalization. Try forming a story-based response using the STAR method. STAR is an acronym for Situation, Task, Action, Result.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"(Situation & Task) When we hired a new Sales Manager at Company XYZ, my boss asked me to give her a tour on the first day and ensure she was settling in comfortably. I wanted to get to know her during the tour, but in error, I made some assumptions that I should not have. I asked her if she was married with children, and she said yes - she was married and had two children. Making small talk, I asked how long she and her husband had been married. She replied by telling me that she and her wife had been together for 15 years. I was mortified with my assumptions and finished the conversation abruptly before walking away. (Action) Before approaching this colleague again, I gathered my thoughts on how to present a proper apology. Later that day, I apologized to her and told her that I wanted to learn to lose automatic assumptions and bias. (Result) I owned up to my behavior and admitted I was wrong, which helped us to build a good working relationship moving forward. The biggest lesson that I learned was never to make assumptions about any aspect of another persons' life. Since this incident, I have taken sensitivity coursework online and am continually erasing the habit of making assumptions of others."
Written by Rachelle Enns on September 5th, 2021
9. Would you ever confront an equity problem in the workplace?
How to Answer
There are a range of equity problems that you might face in the workplace. Equity refers to equal access and opportunities for everyone regardless of gender, sexual orientation, race, language, physical abilities, and many other characteristics. The interviewer wants to know how you approach equity problems and what you would do if you witnessed a lack of equity in the workplace. Show that you are conscious of equity and that you realize the difference between equity and equality.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"First, I believe it's essential that everyone understands the difference between equity and equality. From my understanding, equity is our approach to reaching the end goal of equality. Equity means providing equal opportunity and equal access to everyone, no matter their situation. If I were to discover an equity problem in the workplace, I would start by researching which groups felt impacted and what was causing the impact. Then, I would request that my employer create measurable initiatives and a time-based action plan with specific change-focused targets and goals. For instance, in my current position, I heard from an employee that their family did not receive equal treatment regarding company health insurance benefits. I came to find that our spousal health insurance benefits did not mention same-sex partners. I immediately contacted our HR department, who put the wheels in motion to change the language attached to our benefits plan. Although the conflict might feel uncomfortable, I believe it's every employee's responsibility to ensure that the company they work for is highly conscious about equity in policies, procedures, and workflows so that everyone can benefit from an environment that truly supports equality."
Written by Rachelle Enns on September 5th, 2021
10. How do you feel about a chain of command in the workplace?
How to Answer
Most businesses to maintain organizational effectiveness require a precise distribution of leadership, responsibilities, and accountabilities. Understanding the importance of hierarchy in the workplace shows maturity and an understanding of how most companies operate. The way you answer this question will show your willingness to be a good team player who respects the organizational makeup of the company and avoids creating unnecessary conflict with your leaders.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"I believe that a chain of command is important in most business situations. For instance, hierarchy is necessary for resolving employee-related conflict or helping clients understand where they should direct their queries and needs. Everyone should understand their responsibilities and accountabilities while respecting boundaries within the team, and I believe a chain of command helps achieve those goals. However, a company's hierarchy should not interfere with its ability to meet client needs. I have always respected the chain of command, whether that be at work or school. I like to have a clear idea of who to turn to when I have needs, who to ask when I have questions, and what to strive for as I gain momentum in my career."
Written by Rachelle Enns on September 5th, 2021
11. Talk about a time when you felt conflicted in the workplace.
How to Answer
Conflict in the workplace can be internal, external, or a blend of both. When facing conflict in the workplace, some individuals may become shy and unwilling to speak up for themselves or ask for what they need. This natural flight response is one that many people feel when facing conflict. There is also a natural fight response, causing some individuals to become defensive and combative when conflict arises. Then, some individuals address a conflicting situation professionally and swiftly, preventing the problem from escalating.
Since the question asks you to 'Talk about a time when...' the interviewer wants a real-life example of when you felt conflicted in the workplace. You can form a story-based response using the STAR method. STAR is an acronym for Situation, Task, Action, Result.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"A few years ago, I joined a new company, very excited to be on board as their newest Inside Sales Representative. I quickly realized on my first day that they had not prepared for my arrival. I did not yet have an assigned desk, an email address, or even a full set of training manuals. I had three choices when faced with this conflict. One, I could have become offended and angry that the company didn't seem to care about my arrival. Two, I could have allowed nerves to kick in and feel uncomfortable on my first day. Three, I could solve the problem myself and contain the internal conflict I was feeling. (Action) Rather than become nervous, or quit my job out of frustration, I decided to control the situation. I took the training manuals that I did have access to and made a place for myself in the employee lounge. I let my supervisor know that I would do what I could from there until my workspace was ready. (Result) I made the best of an awkward situation by creating a solution rather than allowing myself to feel offended and walk out. Because of my willingness to take control of my onboarding, I had a very successful start. I even earned top rep status within my first 60 days."
Written by Rachelle Enns on September 5th, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
A coworker and I had a disagreement on the best way to send out a large mailing for the World Food Day Campaign. We had to mail multiple T-shirts and Bracelets to over 50 schools for a World Food Day Campaign. For example, one school may have requested 70 T-shirts and 100 bracelets. This was a very tedious project and would take some time.
We stopped and discussed 2 options. The first option was for each of us to work on our own to count out all the t-shirts and bracelets for each order. The second option was to work together in which one person would count items and put them in boxes and the other person would weight boxes and print UPS labels.
We came to an agreement that it would be easier and faster to work together. We decided we would take turns. I began counting and putting materials in boxes while my coworker weighted and processed UPS labels. Then we switched. Once we came to an agreement we worked very well together and got all the materials mailed out for the World Food Day Campaign."
Marcie's Feedback
12. How do you provide feedback to your team members without creating a conflict or hurting their feelings?
How to Answer
There is an art to giving feedback that doesn't hurt feelings or create unnecessary conflict. Helpful feedback requires being specific, making the input actionable, providing clear expectations, and giving a timeline for change. The interviewer would like to know that you are capable of the challenging task of giving feedback that is not combative or hurts the recipients' feelings.
If applicable, discuss any formal training you have received on giving feedback or a book you have read on the topic. Perhaps you use a particular methodology that works every time! Share that approach with the interviewer and highlight that you are skilled in providing feedback in a way that doesn't offend others.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"When providing feedback, I like to use the 3x3 method. With this method, I offer up three strengths and three potential areas for development. I recently had a team member who was often late to work or would call in sick. I let her know that she was well-liked by her coworkers. I told her that our clients complimented her customer service skills. I said I appreciated her willingness to help new hires. Then, I proceeded to let her know that her team felt disappointed, hurt, and lost trust in her whenever she would call in sick, leave early, or show up late to her shift. Together we worked on a 30-day perfect attendance plan. Because I was honest and upfront with this team member without being combative or accusatory, she absolved the feedback, and we avoided the situation from turning into a conflict. In the end, she did much better and, although her attendance was not perfect, it significantly improved."
Written by Rachelle Enns on September 5th, 2021
13. Have you, or would you ever, correct your boss?
How to Answer
Conflict can occur between yourself and a boss, especially if you don't see eye to eye on approaching a particular task or if your communication styles are not compatible. The interviewers want insight into how you would handle a situation where you felt the need to correct your boss' behavior.
When responding to a question like this, it's best to give a specific story-based example rather than responding with a generalization. You can form your response using the STAR framework, an acronym for Situation, Task, Action, Result.
If you have not experienced a situation like this in the past, you can speak hypothetically, being sure to address how you would handle a situation where you wanted to correct your boss.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"Yes, I would correct my boss if it was necessary; however, I would approach the situation in a way that did not offend them or create a conflict between us. (Situation & Task) Many years ago, I had a boss who made me feel uncomfortable. They would rush my work, look over my shoulder, and criticize the speed at which I worked. I had just graduated college, and this was my first professional opportunity, so I wanted to do a great job, but I was new to the workforce and needed time to adjust to my new role and responsibilities. (Action) I approached my boss privately and kindly reminded them that this was my first professional position out of college and that I was still learning the role. I let this person know that their micromanaging made me feel uncomfortable and only worsened my performance because it impacted my confidence. (Result) My boss apologized and committed to helping me by showing me their methods for time and task management. Because I was honest and upfront and did not correct the behavior in a condescending way, we were able to find a much more harmonious way of working together."
Written by Rachelle Enns on September 5th, 2021
14. Are you verbally direct with others? If so, has this ever created a conflict with a co-worker?
How to Answer
If you are a direct individual, you can be honest and to the point without hurting feelings or creating a conflict between yourself and others. Talk to the interviewer about when you were verbally direct with a co-worker, customer, or boss, ensuring they received the information needed in a straightforward manner.
"Yes, I do consider myself to be direct with others. The most professional and respectful thing to do is to get to the point in a considerate way. I rarely sugarcoat a situation; however, I always intend to be kind in my delivery. One example of my being direct is when one of my employees delivers a report with errors. I will approach them and say, 'There are errors in your report. Are you able to fix these by the end of the day?' By doing so, I point out the issue while being transparent and direct on what the deadlines are for resubmission. On the flip side, if there is a concern with my work, I appreciate my boss approaching me promptly while outlining what needs repair."
Written by Rachelle Enns on September 5th, 2021
Answer Example
"Yes, I do consider myself to be direct with others. The most professional and respectful thing to do is to get to the point in a considerate way. I rarely sugarcoat a situation; however, I always intend to be kind in my delivery. One example of my being direct is when one of my employees delivers a report with errors. I will approach them and say, 'There are errors in your report. Are you able to fix these by the end of the day?' By doing so, I point out the issue while being transparent and direct on what the deadlines are for resubmission. On the flip side, if there is a concern with my work, I appreciate my boss approaching me promptly while outlining what needs repair."
Written by Rachelle Enns on September 5th, 2021
15. Walk me through a time when you helped resolve a workplace conflict between others.
How to Answer
The interviewer wants to know about your ability to handle conflict when placed in a mediator role. Show the interviewer that you are thoughtful in challenging conditions and can be the voice of reason for others when needed.
When responding to a behavioral or scenario-based question like this, it's best to give a specific story-based example rather than responding with a generalization. You can form your response using the STAR framework, an acronym for Situation, Task, Action, Result.
Suppose you don't have an example of when you helped resolve a workplace conflict between others. In that case, you can discuss the approach you would take to mediating the situation in a hypothetical way.
Written by Rachelle Enns on September 5th, 2021
Answer Example
"I am a peacekeeper, so it comes naturally to me to help mediate workplace conflict between others. (Situation) While working at Company XYZ, there was a time when two of our sales team members were continually bickering. The situation started in jest and good spirits but quickly deteriorated as one felt the other was attempting to railroad the other persons' sales. It made working with them, or even near them, an unpleasant experience. (Task) As the Sales Lead, I felt it was time to speak with them about the tension they were creating for others. (Action) First, I spoke to them individually to get to the root of what was bothering each individual. By hearing each of their sides without the other around, I was more prepared to address the issue when the three of us sat down together. Next, I pulled the three of us together into a private boardroom. I acted as a mediator and got them talking about what was bothering them or where the disconnect was coming from. (Result) I was able to coach them into a meaningful conversation and the situation improved dramatically. They continued to be competitive with each other; however, more constructively."
Written by Rachelle Enns on September 5th, 2021