You need to be open to new ideas and different ways of solving problems. Why is your path the best way when there are other ways to get the same result or even a better result? In organizations, the employees who plan to optimize for the entire organization and who can see the bigger picture are the people who are promoted. If you first sit down separately with them, focus the discussion not on how to resolve the conflict, but on understanding the disagreement and the belief that you are willing to listen and that you are eager to understand their concerns. Often, our disagreements stem from our worldview on an outcome, so it`s important to get on the same page with a teammate about the ultimate goals you`re arguing about. Reframe your disagreements: In other words, while both parties agree on almost everything, they make a bigger scene about the small details they disagree on. Dalio refers to this as thinking above the line and below the line. Above the line, the thought deals with broader concepts and a general orientation. The reflection under the line focuses on the finest details – what colors to use in the email, which service should create the landing page, etc. Both are important, but it`s worth distinguishing whether your disagreements relate to the overview or the details of the implementation. The latter is less important than the former. When it comes to listening, Karl Weick was right with this sentence: “Fight as if you were right. Listen as if you are wrong. In answering this question, explain how you respond to disagreements between multiple people and how you will work to resolve them to achieve the team`s goals.

Give an example from your experience that illustrates how to deal with disagreements between team members. Try using the STAR method to create a complete response. Another good reason to bring your colleagues together is that they ultimately need to take charge of resolving their conflict and develop the ability to talk to each other when future conflicts arise. Of course, the risk of a joint meeting is that you can`t control the process and the meeting only aggravates the conflict. When confronted with the discomfort of disagreement, our fundamental human instincts often mislead us; Either we fight tooth and nail for our point of view, or we turn our tails and avoid it completely. There are more constructive ways: disagreements can arise in any environment. You may disagree with your neighbor in Cubicleville. You may disagree with your boss or start a discussion with a colleague over lunch. But many disagreements happen during meetings – or they should. In previous positions, you may have encountered politicians who did not make you feel comfortable. This question allows you to explain why or why you would perform the assigned tasks, even if you disagree with the rule or policy related to the obligation.

Few companies invest in protecting their most valuable asset – their team`s attention. There are several drawbacks to this approach, but the most obvious is that the other party does not feel heard at all. They feel that their argument falls on deaf ears. In a podcast with Tim Ferriss, entrepreneur Stewart Brand talks about the time he spent campaigning for California Governor Jerry Brown. Brand watched Brown interact with protesters at various events and, through his interaction, demonstrated the power of listening. As Brand remembers, a good leader can influence others around her by being a team player, flexible and influential. Ury explains a way to establish this integrative mindset. Instead of starting your counter-argument with “but,” start with “yes.

and. Instead of saying this: By declaring that you take responsibility for the disagreement and take the first step towards correcting the situation, you can convey that you have good leadership skills. The truth is that just about everyone disagreed with a colleague at some point. Why should you rely on mediation and not on your authority? Your colleagues are more likely to support the decision themselves and follow it if they are involved. If you tell them what to do, they won`t have learned anything about conflict resolution on their own. On the contrary, they will have become more dependent on you to know their differences for them. To stay open, continually understand the goals of your goals and visit them regularly. Managers need to understand the common goals of their team, as this is the foundation of their work. If you`re not a manager, don`t hesitate to take the opportunity to bring your perspective to the table, especially if you think you have knowledge that your manager may not have.

Disagreements at work can be a healthy way to challenge goals and strategies and get you and your organization to try new things. But not all disagreements need to be resolved. As long as both people think about data points, rethink goals, and try new things, progress will be made. To answer this question, give an example of a rule or policy you disagreed with, how you disagreed, and how you reconciled the disagreement to make sure you can perform the tasks assigned to you. It`s easier than you think to show that you`re listening to the other party disagreeing. Take a page from Governor Brown`s book: Reshape Your Position and Ask for Confirmation that You Are Right. You might say, “Just to make sure I understand, this sounds like your main frustration. Is that right or do I misunderstand it? » Should you first meet each colleague individually or together? Both approaches have advantages and disadvantages. The goal is to understand both their positions (which one claims and the other rejects) and their interests (why they make and reject the claims). In the event of a successful disagreement, both employees can clearly express the other party`s position on the matter. If you can`t, review your listening. Use the technique of returning to your colleague what you think he said.

For example, say, “John, I believe your position is as follows ____.” This tells your colleague that you are listening to what he or she has to say. People waste a lot of time on arguments that could have been avoided if they had better understood the other person`s position. They discuss disagreements and alleged details. To use shane Parrish`s expression on Farnam Street, Munger does the work necessary to get an opinion. This is a great question to see how you approach challenges at work and how to handle conflicts. Conflict interview questions are questions designed to help you assess how to respond to and resolve conflicts in the workplace. Employers ask these questions to get an idea of how you work under stress and manage stress, as well as your ability to resolve conflicts with others in a professional and respectful manner. .