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HR-Survey > Competency Model

Questionnaire Items Measuring Conflict Management

Conflict management skills are important for maintaining a productive and harmonious environment. Here are some critical components of managing conflict:

• Taking Preventative Actions: Preventing conflicts through more effective work assignments and scheduling. Preventing small problems from escalating into major issues.
• Clarity: Making sure there are no misconceptions or misunderstandings.
• Ensuring Basic Needs: Making sure everyone's basic needs are met.
• Finding Common Ground: Identifying shared interests and goals to form the basis of resolution.
• Compromise: Resolving conflicts sometimes involves making compromises.
• Understanding: Developing an understanding of others' viewpoints through active listening helps build trust and respect and enables collaborating to find a resolution.
• Viewpoints: Understanding and respecting the viewpoints of others.

Effective conflict management skills are important to a manager's success as they help to resolve conflicts quickly and preventing disruptions to the work. Managing conflicts well fosters a positive work environment, strengthening relationships among individuals. Constructive conflict can even lead to diverse viewpoints and innovative solutions, improving overall decision-making.

360-Degree Feedback Questionnaire Items

The Conflict Managments competency in a 360-Degree Feedback assessment includes items measuring responsiveness, understanding, openess, flexibility, analytical and strategic.

Successful

• Deals effectively with employee grievances.
• Settles disputes resulting in a win-win for both parties.
• Achieves mutually acceptable solutions through collaborative efforts by both parties.
• Works to settle conflicts in a manner that is acceptable for a long-term solution.
• Possesses the necessary skills to manage conflict and relationships.
• Settles disputes with agreement from both parties.
• Able to settle disputes equitably.
• Seeks to achieve mutually acceptable outcomes.
• Able to resolve issues.
• Settles disputes amicably.

Preventative

• Identifies and takes steps to prevent potential confrontations.
• Seeks to avert the recurrence of conflict issues.
• Prevents minor issues from escalating into major problems.

Clarity

• Seeks to remove misperceptions that may contribute toward conflict.
• Clearly expresses expectations to others.
• Removes misperceptions that may be contributing to the conflict.
• Is open and honest to avoid misunderstandings.
• Helps others avoid misperceptions about issues.
• Helps others avoid misperceptions.
• Explains rules for engagement.
• Describes the protocols to be used.
• Clarifies expectations.

Basic Needs

• Works to meet the basic needs of each side in the conflict.
• Seeks to reduce the scarcity of limited resources by sourcing materials from new locations.
• Ensures that the basic needs of each party are satisfied.
• Acknowledges each party's intrinsic needs.
• Strives to ensure that all basic needs are met, resulting in mutual benefits for both parties.
• Addresses concerns about the availability of limited resources.
• Tries to ensure that all basic needs are satisfied.

Common Ground

• Assists team members by helping them see the other point of view.
• Identifies areas of agreement and common ground.
• Encourages individuals to seek areas of common ground.
• Identifies areas of agreement and common ground to form basis of resolution.
• Helps align team members toward a common goal.
• Gets both sides to agree on a common framework.
• Finds common ground between parties.

Compromise

• Seeks to have both sides voluntarily work together to resolve their differences.
• Promotes mutual compromise to achieve conflict resolution.
• Encourages both sides to make compromises to resolve the conflict.
• Ensures that both parties work toward finding compromise.
• Identifies potential opportunities for compromise.
• Resolves conflicts by identifying potential opportunities for compromise.

Understanding

• Tries to understand others' point of view before making judgments
• Facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• Seeks to develop a shared understanding of the issues involved.
• Resolves grievances through a better understanding and appreciation of what each side needs.
• Exposes conflicts for resolution.
• Tempers expectations.

Roles

• Discusses conflict situations with supervisor.
• Determines who has the autonomy (authority) to make the decisions necessary to end the conflict.
• Establishes roles and responsibilities of team members.
• Identifies who holds the authority to make decisions.
• Establishes roles and responsibilities.

Listening

• Facilitates dialog between team members.
• Facilitates constructive dialog with stakeholders.
• Facilitates dialog between stakeholders.
• Listens to individuals as they offer their unique perspectives on the situation.
• Works to reduce misunderstandings and poor communication.
• Attentively hears each person as they share their distinct viewpoints on the matter.

Viewpoints

• Encourages team members to express their ideas and concerns openly.
• Ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Prepares team members to accept differing view points.
• Combines ideas and viewpoints of different team members.
• Ensures that all team members feel respected and heard.
• Helps others to see perceptions that they have about an issue.
• Shares competing viewpoints to expand viewpoints.

Facilitative

• Steers the process towards compromise and conflict resolution.
• Facilitates both parties in collaboratively seeking a compromise.
• Is supportive of consensus and power sharing.
• Actively engages both parties to voluntarily collaborate and resolve their differences.
• Creates an environment where team members work collaboratively rather than compete with one another.
• Initates collaborative processes to reduce conflict.
• Facilitates collaborative processes to reduce conflict.

Open to Change

• Encourages individuals to modify their underlying work behaviors that may have contributed to the conflict.
• Promotes openness and urges individuals to explore various options for resolving the conflict.

Persuasive

• Persuades others to accept ideas that may be difficult and uncomfortable.
• Persuades others to accept personal transformation.
• Able to persuade and influence others.
• Persuades individuals to alter their underlying work behaviors which may have led to the conflict.
• Influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.

Responsive

• Uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
• Is responsive to contentious issues.
• Attempts to accommodate vital interests of those who felt alienated or suffered injustice.
• Addresses contentious issues earlier rather than later.

Investigative

• Identifies the root sources of conflict.
• Determines what issues can be agreed upon.
• Identifies the root cause of the problems.
• Attempts to determine the root sources of grievances.
• Explores the feasibility of alternative solutions to resolve conflicts.
• Investigates opportunities to achieve mutually beneficial solutions to conflicts.

Analytical

• Helps employees to think through alternative ways to resolve conflict situations.
• Combines different ideas and viewpoints.
• Reads situations accurately and quickly.

Strategic

• Examines differences and disagreements for creative and strategic resolutions.
• Identifies strategies to prevent the recurrence of issues.
• Prefers to resolve conflicts through negotiation rather than coersion.

Opportunities

• Sees conflicts as chances to develop innovative and effective solutions.
• Views conflicts as opportunities to create constructive and novel solutions to problems.
• Reframes conflicts as opportunities to innovate and create new solutions to problems.
• Turns conflicts into action that creates business results.

Interpersonal

• Avoids being judgmental and micromanaging of employees.
• Does not let minor issues escalate into major problems.
• Helps to maintain dignity of all persons involved.
• Avoids engaging in conflicts over minor workplace matters.
• Avoids conflicts over minor issues.
• Remains calm and nonjudgmental.

Relationships

• Guides others toward establishing strong relationships.
• Works with others as needed to facilitate resolution of conflicts.
• Seeks to maintain positive relationships with coworkers.
• Promotes employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
• Ensures productive business relationships.

Diversity

• Values the diverse perspectives of others.
• Promotes a culture that values diverse perspectives.

Employee Opinion Survey Items

Effective Conflict Management empower employees to collaborate efficiently, make well-informed decisions, and significantly contribute to the company's profitability.

Successful

• The team leader possesses the necessary skills to manage conflict and relationships.
• My manager settles disputes with agreement from both parties.
• Management works to settle conflicts in a manner that is acceptable for a long-term solution.
• I can settle disputes resulting in a win-win for both parties.
• I seek to achieve mutually acceptable outcomes.
• I am able to settle disputes equitably.
• My manager is able to resolve issues.
• I am able to achieve mutually acceptable solutions through collaborative efforts by both parties.
• I settle disputes amicably.
• Our department deals effectively with employee grievances.

Preventative

• Supervisors prevent minor issues from escalating into major problems.
• My manager identifies and takes steps to prevent potential confrontations.
• My supervisor seeks to avert the recurrence of conflict issues.

Clarity

• The manager always seeks to remove misperceptions that may contribute toward conflict.
• The team leader explains rules for engagement.
• Our department communications helps to avoid misperceptions about issues.
• The department head is open and honest to avoid misunderstandings within the department.
• My manager removes misperceptions that may be contributing to the conflict.

Basic Needs

• The HR Department is good about acknowledging each party's intrinsic needs.
• The supervisor addresses concerns about the availability of limited resources.
• Our leadership seeks to reduce the scarcity of limited resources by sourcing materials from new locations.
• The HR Department ensures that the basic needs of each party are satisfied.
• My manager tries to ensure that all basic needs are satisfied.
• Managers strive to ensure that all basic needs are met, resulting in mutual benefits for all parties.

Common Ground

• Managers encourage individuals to seek areas of common ground.
• My manager is able to identify areas of agreement and common ground to form basis of resolution.
• Team leaders assist team members by helping them see the other points of view.
• I can identify areas of agreement and common ground.
• The HR Department gets both sides to agree on a common framework.

Compromise

• Leaders in our department seek to have both sides voluntarily work together to resolve their differences.
• Union representatives are open to identify potential opportunities for compromise.
• I feel that arbitrators ensure that both parties work toward finding compromise.
• I can resolve conflicts by identifying potential opportunities for compromise.
• Managers encourage both sides to make compromises to resolve the conflict.
• Our manager promotes mutual compromise to achieve conflict resolution.

Understanding

• I try to understand others' point of view before making judgments.
• Management could more easily resolve grievances through a better understanding and appreciation of what each side needs.
• I feel that management facilitates the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• I feel my manager works with the union representatives to develop a shared understanding of the issues involved.

Roles

• I can establish roles and responsibilities.
• It is easy for me to determine who has the autonomy (authority) to make the decisions necessary to end the conflict.
• I discuss conflict situations with supervisor.
• I can identify who holds the authority to make decisions.
• I am able to establish roles and responsibilities of team members.

Listening

• Leadership works to reduce misunderstandings and poor communication.
• My manager attentively hears each person as they share their distinct viewpoints on the matter.
• My manager facilitates dialog between stakeholders.
• The team leader facilitates dialog between team members.
• I listen to individuals as they offer their unique perspectives on the situation.

Viewpoints

• The HR Department ensures fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• Leaders in our department encourage team members to express their ideas and concerns openly.
• The project manager ensures that all team members feel respected and heard.
• The team leader is able to prepare team members to accept differing view points.

Facilitative

• I feel comfortable facilitating collaborative processes to reduce conflict.
• My manager initates collaborative processes to reduce conflict.
• The department creates an environment where team members work collaboratively rather than compete with one another.
• Leadership is supportive of consensus and power sharing.
• I am able to facilitate both parties in collaboratively seeking a compromise.
• My manager actively engages both parties to voluntarily collaborate and resolve their differences.

Persuasive

• My supervisor influences attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• I know how to persuade others to accept ideas that may be difficult and uncomfortable.
• My manager is able to persuade and influence others.
• My manager can persuade individuals to alter their underlying work behaviors which may have led to the conflict.

Responsive

• The HR support desk is responsive to contentious issues.
• My manager addresses contentious issues earlier rather than later.
• The HR Department attempts to accommodate vital interests of those who felt alienated or suffered injustice.

Investigative

• I often explore the feasibility of alternative solutions to resolve conflicts.
• I feel that leadership makes an effort to investigate opportunities to achieve mutually beneficial solutions to conflicts.
• I can identify the root sources of conflict.
• I can identify the root cause of the problems.
• My manager attempts to determine the root sources of grievances.

Strategic

• My manager examines differences and disagreements for creative and strategic resolutions.
• I can identify strategies to prevent the recurrence of issues.
• Leaders in our department prefer to resolve conflicts through negotiation rather than coercion.

Opportunities

• I can see conflicts as chances to develop innovative and effective solutions.
• My manager reframes conflicts as opportunities to innovate and create new solutions to problems.
• I can turn conflicts into action that creates business results.
• I view conflicts as opportunities to create constructive and novel solutions to problems.

Interpersonal

• My manager avoids being judgmental and micromanaging of employees.
• My manager avoids conflicts over minor issues.
• The supervisor does not let minor issues escalate into major problems.
• Supervisors in our department avoid engaging in conflicts over minor workplace matters.
• The HR Department helps to maintain dignity of all persons involved.

Self-Assessment Items

Successful

• You deal effectively with employee grievances.
• You settle disputes with agreement from both parties.
• I work to settle conflicts in a manner that is acceptable for a long-term solution.
• I achieve mutually acceptable solutions through collaborative efforts by both parties.
• You are able to settle disputes equitably.
• You settle disputes resulting in a win-win for both parties.
• I seek to achieve mutually acceptable outcomes.
• I possess the necessary skills to manage conflict and relationships.
• You are able to resolve issues.
• You settle disputes amicably.

Preventative

• You identify and takes steps to prevent potential confrontations.
• I seek to avert the recurrence of conflict issues.
• I prevent minor issues from escalating into major problems.

Clarity

• You help others avoid misperceptions about issues.
• You are open and honest to avoid misunderstandings.
• You clearly express expectations to others.
• I seek to remove misperceptions that may contribute toward conflict.
• I remove misperceptions that may be contributing to the conflict.
• You help others avoid misperceptions.
• You explain rules for engagement.
• You describe the protocols to be used.
• You clarify expectations.

Basic Needs

• I address concerns about the availability of limited resources.
• I acknowledge each party's intrinsic needs.
• I ensure that the basic needs of each party are satisfied.
• I work to meet the basic needs of each side in the conflict.
• I strive to ensure that all basic needs are met, resulting in mutual benefits for both parties.
• I try to ensure that all basic needs are satisfied.
• I seek to reduce the scarcity of limited resources by sourcing materials from new locations.

Common Ground

• You assist team members by helping them see the other point of view.
• You identify areas of agreement and common ground.
• I encourage individuals to seek areas of common ground.
• You identify areas of agreement and common ground to form basis of resolution.
• You help align team members toward a common goal.
• You get both sides to agree on a common framework.
• You find common ground between parties.

Compromise

• I ensure that both parties work toward finding compromise.
• I seeks to have both sides voluntarily work together to resolve their differences.
• I encourage both sides to make compromises to resolve the conflict.
• I promote mutual compromise to achieve conflict resolution.
• You identify potential opportunities for compromise.
• You resolve conflicts by identifying potential opportunities for compromise.

Understanding

• You try to understand others' point of view before making judgments
• I resolve grievances through a better understanding and appreciation of what each side needs.
• I seek to develop a shared understanding of the issues involved.
• I facilitate the resolution of grievances by fostering mutual understanding and appreciation of each party's needs.
• You expose conflicts for resolution.
• You temper expectations.

Roles

• You discuss conflict situations with supervisor.
• You establish roles and responsibilities.
• I identify who holds the authority to make decisions.
• I determine who has the autonomy (authority) to make the decisions necessary to end the conflict.
• You establish roles and responsibilities of team members.

Listening

• You facilitate dialog between stakeholders.
• You facilitate dialog between team members.
• You facilitate constructive dialog with stakeholders.
• I listen to individuals as they offer their unique perspectives on the situation.
• I attentively listen to each person as they share their distinct viewpoints on the matter.
• I work to reduce misunderstandings and poor communication.

Viewpoints

• I encourage team members to express their ideas and concerns openly.
• You share competing viewpoints to expand viewpoints.
• You help others to see perceptions that they have about an issue.
• You prepare team members to accept differing view points.
• I ensure fair treatment for both parties, giving each the chance to speak and share their viewpoints.
• You combine ideas and viewpoints of different team members.
• I ensure that all team members feel respected and heard.

Facilitative

• I create an environment where team members work collaboratively rather than compete with one another.
• I initate collaborative processes to reduce conflict.
• I facilitate collaborative processes to reduce conflict.
• I steer the process towards compromise and conflict resolution.
• I am supportive of consensus and power sharing.
• I actively engage both parties to voluntarily collaborate and resolve their differences.
• I facilitate both parties in collaboratively seeking a compromise.

Open to Change

• I promote openness and urge individuals to explore various options for resolving the conflict.
• I encourage individuals to modify their underlying work behaviors that may have contributed to the conflict.

Persuasive

• You persuade others to accept personal transformation.
• You persuade others to accept ideas that may be difficult and uncomfortable.
• You influence attitudes, beliefs, and behaviors in a way that fosters resolution and cooperation.
• You are able to persuade and influence others.
• I persuade individuals to alter their underlying work behaviors which may have led to the conflict.

Responsive

• I attempt to accommodate vital interests of those who felt alienated or suffered injustice.
• I address contentious issues earlier rather than later.
• You use structured frameworks for resolving conflicts, such as mediation or facilitated discussions.
• I am responsive to contentious issues.

Investigative

• You identify the root cause of the problems.
• I investigate opportunities to achieve mutually beneficial solutions to conflicts.
• I identify the root sources of conflict.
• You determine what issues can be agreed upon.
• I explore the feasibility of alternative solutions to resolve conflicts.
• I attempt to determine the root sources of grievances.

Analytical

• You help employees to think through alternative ways to resolve conflict situations.
• You combine different ideas and viewpoints.
• You read situations accurately and quickly.

Strategic

• You examine differences and disagreements for creative and strategic resolutions.
• I identify strategies to prevent the recurrence of issues.
• I prefer to resolve conflicts through negotiation rather than coersion.

Opportunities

• I see conflicts as chances to develop innovative and effective solutions.
• You reframe conflicts as opportunities to innovate and create new solutions to problems.
• I view conflicts as opportunities to create constructive and novel solutions to problems.
• You turn conflicts into action that creates business results.

Interpersonal

• I avoid conflicts over minor issues.
• I avoid engaging in conflicts over minor workplace matters.
• I avoid being judgmental and micromanaging of employees.
• I help to maintain dignity of all persons involved.
• I do not let minor issues escalate into major problems.
• You remain calm and nonjudgmental.

Relationships

• I promote employee engagement to reduce tensions and negativity, creating an environment where conflicts are easily managed.
• You guide others toward establishing strong relationships.
• I seek to maintain positive relationships with coworkers.
• You work with others as needed to facilitate resolution of conflicts.
• You ensure productive business relationships.

Diversity

• You value the diverse perspectives of others.
• I promote a culture that values diverse perspectives.

Job Interview Questions

Successful

• Our company has several employee groups that are unionized. How do you deals effectively with employee grievances?
• Describe examples of how you settled disputes resulting in a win-win for both parties?
• Give examples of how you would work to settle conflicts in a manner that is acceptable for a long-term solution.
• What steps do you do to seek mutually acceptable outcomes?
• Give an example of how you would achieve mutually acceptable solutions through collaborative efforts by both parties.
• Describe how you are able to resolve issues?
• How do you settle disputes amicably?
• Do you possess the necessary skills to manage conflict and relationships? Describe.
• Explain what steps you normally would take to settle disputes with agreement from both parties?
• How do you settle disputes equitably?

Preventative

• How do you prevent minor issues from escalating into major problems?
• How would you try to avert the recurrence of conflict issues?
• What do you do to identify and takes steps to prevent potential confrontations?

Clarity

• In negotiations, how would you describe the negotiation protocols to be used?
• Do you help others avoid misperceptions about issues? Give examples.
• Being open and honest helps to avoid misunderstandings. Would people generally describe you as open and honest? Give an example showing us how you are open and honest in interactions with others.
• Explain how you would clarify expectations in negotiations?
• Have you ever had to help others avoid misperceptions? When.
• Do you clearly express expectations to others? Explain.
• In an arbitration proceeding, how would you explain the rules for engagement?
• In a conflict situation, how do you remove misperceptions that may be contributing to the conflict?
• How do you seek to remove misperceptions that may contribute toward conflict?

Basic Needs

• Give an example of when you strove to ensure that all basic needs were met, resulting in mutual benefits for both parties. How did you do it?
• Give an example of how you acknowledge each party's intrinsic needs?
• Do you try to ensure that all basic needs are satisfied?
• When do you seek to reduce the scarcity of limited resources by sourcing materials from new locations?
• Do you work to meet the basic needs of each side in the conflict? Explain in more detail.
• How do you ensures that the basic needs of each party are satisfied?
• How would you address concerns about the availability of limited resources?

Common Ground

• Give an example of when you found common ground between parties.
• Explain how you would identify areas of agreement and common ground.
• How do you encourage individuals to seek areas of common ground?
• How do you get both sides to agree on a common framework?
• How would you assist team members by helping them see the other point of view? When did this happen?
• Getting everyone to work toward a common goal is important to reduce conflicts in what work should be done. Describe a situation in which you had to help align team members toward a common goal.
• Do you identify areas of agreement and common ground to form basis of resolution?
• How do you promote mutual compromise to achieve conflict resolution?

Compromise

• Describe how you would seek to have both sides voluntarily work together to resolve their differences.
• Explain how you would identify potential opportunities for compromise.
• How do you encourage both sides to make compromises to resolve the conflict?
• How would you ensure that both parties work toward finding compromise?
• Give examples of when you had to resolve conflicts by identifying potential opportunities for compromise.

Understanding

• How would you facilitate the resolution of grievances by fostering mutual understanding and appreciation of each party's needs?
• Describe how you would try to understand others' point of view before making judgments.
• Explain how you would seek to develop a shared understanding of the issues involved.
• How would you resolve grievances through a better understanding and appreciation of what each side needs?
• How do you expose conflicts for resolution?

Roles

• How would you establish roles and responsibilities of team members?
• Describe how you identify who holds the authority to make decisions.
• Explain how you would establish roles and responsibilities.
• Give examples of when you had to discuss conflict situations with your supervisor.
• How would you determine who has the autonomy (authority) to make the decisions necessary to end the conflict?

Listening

• How do you facilitate constructive dialog with stakeholders?
• Explain how you would listen to individuals as they offer their unique perspectives on the situation. What steps would you take?
• Describe how you would facilitate dialog between team members.
• How do you work to reduce misunderstandings and poor communication?
• Explain how you would attentively hear each person as they share their distinct viewpoints on an important matter.
• Give an example of when you had to facilitate dialog between stakeholders.

Viewpoints

• Explain how you would prepare team members to accept differing view points.
• Self-reflection is often a valuable tool in managing relationships. How do you help others to see perceptions that they have about an issue?
• Communication is important for resolving conflicts. How do you encourage team members to express their ideas and concerns openly?
• How would you combine the ideas and viewpoints of different team members?
• Brainstorming ideas can help to find solutions to issues quickly. Give an example of when you shared competing viewpoints to expand viewpoints.
• Recognizing the value of input from others is important in negotiations. How do you ensure that all sides feel respected and heard?
• Describe how you would ensure fair treatment for both parties, giving each the chance to speak and share their viewpoints.

Facilitative

• How would you steer the process towards compromise and conflict resolution?
• How have you initiated collaborative processes to reduce conflict?
• Describe how you would actively engage both parties to voluntarily collaborate and resolve their differences.
• How do you create an environment where team members work collaboratively rather than compete with one another?
• Did you ever facilitate collaborative processes to reduce conflict? Explain.
• Are you supportive of consensus and power sharing?
• How would you facilitate both parties in collaboratively seeking a compromise?

Open to Change

• Explain how you would promote openness and urges individuals to explore various options for resolving the conflict.
• How do you encourage individuals to modify their underlying work behaviors that may have contributed to the conflict?

Persuasive

• Give an example of when you had to persuade individuals to alter their underlying work behaviors that were causing the conflict?
• Are you able to persuade and influence others?
• Describe how you would persuade others to accept personal transformation.
• How would you persuade others to accept ideas that may be difficult and uncomfortable?

Responsive

• Some issues result in very strong feelings by the different parties. Give an example of when you were responsive to a contentious issue.
• Are you the kind of person who addresses contentious issues earlier rather than later?
• How would you uses structured frameworks for resolving conflicts, such as mediation or facilitated discussions?
• Injustices are often a source of continuing conflict. Though some of these conflicts are over petty issues, how do you attempt to accommodate vital interests of those who felt alienated or suffered injustice?

Investigative

• Give an example of when you investigated opportunities to achieve mutually beneficial solutions to a conflict.
• How do you identify the root cause of the problems?
• What steps do you take to attempt to determine the root sources of grievances?
• What can you do to identify the root sources of conflict?
• Explain the process of determining what issues can be agreed upon in a negotiation.
• Describe how you would explore the feasibility of alternative solutions to resolve conflicts.

Analytical

• Thinking quickly and reacting to escalating issues are often needed to mitigate conflicts. Are you the kind of person who reads situations accurately and quickly?
• Do you excel at swiftly assessing and responding to rising conflicts?
• Give an example of when you helped employees to think through alternative ways to resolve conflict situations.
• Are you adept at accurately reading situations and acting promptly?
• How would you combine different ideas and viewpoints?

Strategic

• How would you identify strategies to prevent the recurrence of issues?
• How do you examine differences and disagreements for creative and strategic resolutions?
• Negotiation fosters an environment of mutual respect and understanding, leading to improved relationships. Are you the kind of person who prefers to resolve conflicts through negotiation rather than coersion? Give an example of when you did this.

Opportunities

• Conflict can sometimes be beneficial as a catalyst for change. Have you ever viewed conflicts as opportunities to innovate and create new solutions to problems?
• Would you view conflicts as opportunities to create constructive and novel solutions to problems? Explain your views.
• Describe how conflicts can be viewed as chances to develop innovative and effective solutions.
• Explain how you would turn conflicts into action that creates business results.
• Conflict can often serve as a driving force for change. Have you ever seen conflicts as chances to innovate and develop new solutions?

Interpersonal

• How do you avoid letting minor issues escalate into major problems?
• Would your coworkers say that you remain calm and nonjudgmental in conflicts?
• Explain how you would help employees to avoid conflicts over minor issues?
• Sometimes it requires strong interpersonal skills to manage relationships in the office. How do you help coworkers avoid engaging in conflicts over minor workplace matters?
• What steps do you take to help maintain dignity of all persons involved?
• How do you avoid being judgmental and micromanaging of employees?

Relationships

• What steps do you take to guide others toward establishing strong relationships?
• Give examples of how you worked with others to facilitate resolution of conflicts.
• Creating an environment where conflicts are better managed is important. How would you promote employee engagement to reduce tensions and negativity?
• Conflicts can hinder workplace productivity. How do you maintain effective business relationships when conflicts arise?
• Conflicts can strain relationships. How do you work to keep positive relationships with your coworkers despite conflicts?

Diversity

• How do you promote a culture that values diverse perspectives?
• Do you value the diverse perspectives of others? Give examples of this.

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