The NHS has an extensive online library of quality, service improvement and redesign tools for its employees and managers. One such tool is managing conflict, where the NHS defines conflict 'as behaviour intended to obstruct the achievement of another person's goals.' The NHS further describes conflict as an inevitable part of the change process, so while you cannot avoid it, you can learn how to manage it effectively - even transforming it into a positive force for change. Conflict at work can often take three primary forms:

1. Task conflict - includes differences of opinion, viewpoints, and ideas. Some task conflicts can benefit the change process as it enables people to discuss a more diverse range of views and ideas before making decisions.
2. Process conflict - involves disagreement over the logistics of achieving an outcome or change. For example, who takes on which responsibilities or who delegates to whom.
3. Relationship conflict - often the most destructive form of conflict and takes the form of perceived interpersonal incompatibility between people. This may be based on personal values, morals, or personality characteristics.

The NHS says this tool will give you practical strategies for managing conflict. The steps in this online tool are identifying the early signs of conflict and taking action, handling the conflict by taking positive steps to resolve the issue, and then monitoring the effects. They suggest listening to the person you have the conflict with, asking open questions to develop an understanding of your colleague's goals, re-framing the dispute to make it less personal, and then collaboratively looking for a solution that incorporates different viewpoints.

Using this NHS tool as an example, describe how you effectively manage conflict with a colleague to the interviewers.