Remember to provide an example of how you resolved a conflict like this in the past if possible. Also, it is best to highlight a scenario in which the needs of both parties were met in some way or another. Interviewers value candidates that can resolve this type of conflict scenario through a mutual benefit approach.

"I take a custom approach to resolve conflicts in a scenario in which my management and the management of my clients have goals that are in conflict with each other. I have worked for consulting firms for the last seven years, and this scenario has occurred several times. The most important thing to me is that I find a solution with integrity that can benefit all of the parties in some way or another.

For example, my senior management set quotas for follow-up work with our major clients. They wanted us to increase our sales in that category by at least 15%. I was staffed most of the year on projects for two main clients. I was able to work with one of them to generate several key follow-up initiatives, but the other client was in a tough spot. They were heading into a downsizing period and my main contacts there were fearful that they would lose their jobs. It felt wrong to reach out and propose new work with them when I knew they were already in a decent place solution-wise and they were in the process of cutting back.

My manager met with me to discuss the risk of me not meeting my goal for the year. I let her know that I felt strongly that we needed to give this particular client time before proposing new work. I then pitched an idea to offer to do several free training refreshers over the next six months as a show of support. My management was hesitant, but they ultimately went for it and we were able to land several follow-up projects with the client once things stabilized at their company."