Video courses for company/skill based Preparation
Purchase mock tests for company/skill building
What will you do with a team with internal conflicts?
How will you work with a team having internal conflicts?
For companies like TCS Teamwork is the highest priority as it ensures a smooth work environment and high team output. So whenever you are going for an interview for a company which deals a lot in client projects be ready to talk about your ability to work within a team.
There’s a variety of questions about teamwork that an employer might ask. For example, you might be asked questions such as, “Describe being a part of a team,” “Tell me about a challenging workplace situation that you had to deal with,” or “What role have you played in team situations?” All of these questions help the interviewer gauge your experience and comfort with teamwork.
These questions also show whether you are easy to get along with, which is important in almost any work environment.
What the Interviewer Really Wants to Know?
Interviewers pose these sort of questions when good teamwork is an essential element of their work environment and company culture. In many industries, the ability of team members to collaborate effectively is critical to productivity and operations success. If you are someone who prefers to work independently and lacks interpersonal “people” skills, you may not be the best candidate for the job.
In situational teamwork questions you will be judged on your previous roles like what you did if were in a same situation and what will do if you will encounter it again. There is a long list of factors. These are as follows:-
- Active listening
- Conflict management
- Developing consensus
- Drawing out the input of introverts
- Encouraging people to pull their weight
- Framing key issues
- Jumping in to do additional work during times of crisis
- Mediating conflicts
- Monitoring progress
- Recognizing the achievements of others
- Setting and following deadlines
- Team building
Points to keep in Mind while Answering Questions related to Team Conflicts.
Pick a relevant example:
Just like all our answers during interviews, you want to make sure that you’re not only telling the hiring manager how you would do something, but backing that up with a concrete, targeted example. Pull a story from your professional work past that has a positive result for all parties and can be summed up quickly and easily.
- Emphasize communication:
While this might seem like a no-brainer, you’d be amazed at how many confrontations escalate wildly out of control just because the parties involved refuse to talk to one another. A hiring manager is going to want an employee who is willing to work through a conflict.
- Discuss the steps you took:
Make sure your example includes the steps you took to resolve the conflict. A hiring manager is going to want to know how you’d handle future situations and being able to walk them through past conflicts is a quick and easy way to showcase that.
- Be honest:
If you realized during the conflict that your point of view was wrong, or the position you had first taken was not the right one, be honest about it! Use it as an opportunity to demonstrate your willingness to learn, to remain open minded, and to learn.
- Emphasize the results:
What happened once the conflict was resolved? Did it change how you approached things? Did it impact the work environment overall? Were there improvements made as a result?
Learn the STAR Interview Response Technique
The STAR Interview Response Technique is a method of answering interview questions that helps you provide examples of times when you demonstrated the skills, qualifications, and experience required for the job.
“STAR” stands for situation, task, action, result:
(S) A specific situation
(T) The tasks that needed to be done
(A) The action you took
(R) The results, i.e., what happened
Keep in mind that there are no right or wrong answers to behavioral interview questions. The interviewer’s goal is to understand how you behaved in a given situation. How you respond will determine if there is a match between your skills and the position the company is seeking to fill.
The best behavioral interview strategy includes listening carefully, being clear and detailed when you respond and, most importantly, being honest. If your answers aren’t what the interviewer is looking for, this position may not be the best job for you anyway.
How not to answer questions related to team conflicts?
A hiring manager can tell a lot about your personality based on how you answer this question, which is why you want to avoid any responses that align with any of these ‘problem’ people:
While standing up for what you think is right is a noble trait, fighting tooth and nail because you’re unwilling to compromise or admit you may not be right isn’t, especially if your default is to become angry and lash out. Confrontational Carl can’t admit he’s wrong and will stubbornly argue his point, becoming increasingly angry.
Never make work conflict personal. Turning a disagreement about a professional situation into a personal attack is never the right way to handle any conflict. Keep in mind you want to always focus on the situation, not on personalities.
This isn’t just about leaving the confrontation physically, but mentally as well. Keeping an open mind and clearly listening to both sides is the mark of a true leader. You never know, you might just learn something or (gasp!) change your mind!
While dealing with conflict can be difficult, it’s much better to handle it as soon as it arises rather than letting it sit and fester.
Festering Frank is just the opposite and this personality type has the potential to be the most dangerous. Festering Frank takes any sort of conflict and internalizes it, holding onto it like a precious little seed of anger. He feeds and waters it, letting it grow and grow.
I’m sure this is something that you’re probably already aware of, and I truly hope I’m preaching to the choir when I say this but regardless of the conflict, violence is never the answer. Never, ever, ever, ever.
Playground Pete never got that memo so his answer to any conflict is “Let’s take this outside and solve it man-to-man.” Not only is this individual absolutely not a candidate any hiring manager would want working for them, but he’s also a huge potential liability. Threats that amount to assault and battery are a really quick way to end just about any interview.
Possible Answers for What will you do if you are given a team to work with, which have internal conflicts within ?
My senior year of college I took a class that required me to take part in a group project. Everyone was assigned a specific task with the idea that we would work on them independently and then all get together ahead of the deadline and combine our efforts into our final project.
Everything was going along until we got to the day we were supposed to meet to combine our efforts. While the majority of us completed our tasks there was one guy in our group who had neglected to do anything on his end.
With the way the project was structured, if one student failed, we all failed. Understandably the rest of the group was very upset and express their displeasure quite vocally. The student retaliated in kind and the entire situation devolved into a shouting match. Rather than get involved in the blame game, I pulled the student aside and asked him what had gone wrong.
When he realized I was actually looking for answers and wasn’t just going to yell at him, he broke down and told me things at his home had been hard lately. His father had left and his mother worked full time, leaving him to take care of his siblings. It wasn’t that he didn’t want to do the project, he’d just completely run out of time.
He confessed that he felt horrible and had wanted to explain but when the rest of the group started yelling, he’d switched into defensive mode. I calmed down the rest of the group and we all sat down to figure out how to fix the problem.
While we weren’t going to do the work for him, we made it possible for him to carve out a little extra time every day by offering to take turns meeting with him at the park after school. We’d keep an eye on his siblings while they played and he took that time to work on his part of the project.
Not only did he get the project done, but we all got an A in the class!
I was working as a manager at a local grocery store when I had an elderly woman come in wanting to exchange an item for a different color. Normally this would be an easy problem for me to handle, but not only did she not have a receipt, but the item she wanted to exchange wasn’t an item we even carried.
I let her know that we would be unable to process the exchange as it wasn’t from our store and she immediately became angry with me. I remained calm and explained to her that the item was not from our store but that I recognized where it had come from, Store B. I told her I would be happy to see if I could give that store a call and talk to them for her.
She then demanded to know why store B carried her product, but we didn’t. I explained again, calmly, that she was in store A. She grabbed her product and stormed out, still muttering about our horrible customer service.
A few hours later a young woman came in and asked for me. She explained that she was the daughter of our earlier customer and that she was so sorry for the confusion. She said her mother came home absolutely furious at us but after being told (again) by her daughter that she was at the wrong store, she finally realized her mistake and was mortified. The daughter told me how grateful she was that I had been patient with her mother and calm. I told her it was fine and that I had gone through similar situations with my own mother.
Both mother and daughter still come into my store and now come directly to my cash register whenever they’re in just to say hello and made a point to tell my manager how pleased they were with my customer service.