Personal Conflict Interview Preparation Guide

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I have had differences of opinion with previous managers. Our disagreements were not significant, but some had to be confronted and resolved. I have learned that two parties typically quarrel when each one refuses to consider the other's perspective. Therefore, I asked the manager I disagreed with to explain his or her perspective, and then to consider my point of view. This way, we were able to take into account each other's perspective and come to an agreeable compromise. When a compromise could not be reached, I accepted my manager's decision. Regardless of individual perspectives, managers are responsible for setting policy, and subordinates are responsible for executing it.

I'm proactive. In other words, I monitor situations closely to prevent minor problems from escalating into major ones. In most cases, minor problems can be resolved by simply meeting individually with affected parties. It's not a good idea to ignore a problem in hopes that it will resolve itself. Some managers avoid confrontation, which often results in bigger problems that are more difficult to handle. Effective leaders are aware of many factors, including jealously, individual differences, and other issues that create conflicts among employees. Therefore, effective managers must meet individually with feuding employees and suggest workable solutions.

At a previous job, I was responsible for resolving a conflict between two team members who could no longer work effectively together. Their relationship began affecting the productivity of other employees, as well as their team. The first thing I did was separate them to calm the situation. I then proceeded to meet together with both parties to discuss the problem in a calm and controlled setting. I assumed control of the discussion since emotions frequently trump reason during disputes between two people and made it clear that a compromise must be reached. One of my main objectives during the meeting was to understand the perspectives of both parties without siding with either one. At first, this was difficult since each party presented their arguments without considering other perspectives. To counter this, I made it clear to each party that changes must be made since the status quo was unworkable. Shortly thereafter, we agreed to a workable solution. Before concluding the meeting, I emphasized that during future disagreements each party must act considerately and professionally, and avoid getting emotional. After our meeting, work resumed as normal and the overall work atmosphere became more pleasant.

First of all, when responding to conflict resolution questions, answer with confidence. You're likely being considered for a management or supervisory position where you will frequently be required to work in teams, delegate responsibilities, and handle difficult problems (and employees). Only confident candidates need apply.

Consider situations in past jobs that involved arguments or disagreements. A miscommunication with a coworker may have angered you because it led to a negative review from your supervisor. A supervisor's unwillingness to give you time off may have caused you to miss your friend's wedding. Scan your work history for such examples.

Ask for clarification about the context of the interview question when necessary. In being asked to describe your usual response to conflict, you may be wondering if the interviewer wants to hear an example from any aspect of your life or strictly in the work environment. Whenever possible, avoid examples about your personal life and focus on work-related instances.

Disagreeing with a supervisor or professor does not make you unemployable. The interviewer wants to know how you expressed your disagreement and whether the conflict caused an impasse or a disruption in the work environment.

Job seeker should explain that seeking clarification is alright; that they try to clarify things to make sure the job is done right; should see conflict as natural and not a personal attack.

Job seeker should explain that they put the team first; should not appear easily intimidated; seeks to resolve differences; does not personalize conflicts.

Candidate should show that they are helpful in resolving conflicts by understanding each co-workers view of the situation.