What tips can you use to discuss your experience with conflict resolution in project management?

1 Use the STAR method

The STAR method is a popular framework for answering behavioral interview questions, which ask you to provide details of a specific situation, task, action, and result related to a skill or competency. For example, when asked to describe how you resolved a conflict in a project, you could use this framework to structure your response and emphasize your role, actions, and outcomes. In this case, you could say that the situation was leading a project to develop a new software feature for a client with two developers disagreeing on the best approach to implement it. Your task was to facilitate a constructive dialogue between them and find a solution that would satisfy both the client and the project requirements. To do this, you arranged a meeting with the developers and asked them to explain their rationale, pros and cons, and risks of their proposed solutions. After actively listening, acknowledging their points, and asking clarifying questions, you proposed a compromise that incorporated elements of both solutions and addressed the concerns of both parties. As a result, the developers accepted it and agreed to work together on the implementation. The client was pleased with the final product and praised your team for delivering it on time and within budget.

2 Focus on the positive aspects

Conflict is not always negative, and can sometimes lead to better outcomes, innovation, and learning. When you discuss your experience with conflict resolution in project management, focus on the positive aspects of the situation and how you used it as an opportunity to improve the project, the team, or yourself. For instance, a conflict could help you identify and address a gap, problem, or risk in the project. It could also stimulate creativity, diversity, and collaboration among team members. Moreover, it could challenge you to develop or enhance your communication, negotiation, or emotional intelligence skills.

3 Show your alignment with the project goals

One of the main reasons for conflict in project management is misalignment of goals, expectations, or priorities among stakeholders, team members, or clients. To resolve a conflict in a project, it’s important to align your actions and decisions with the project goals and objectives. For example, you should clarify the project scope, deliverables, and success criteria with everyone involved before or during the conflict. Additionally, evaluate the impact of the conflict and the possible solutions on the project quality, schedule, and budget. Finally, communicate the benefits and trade-offs of the resolution to all involved parties and ensure their buy-in and support.

4 Demonstrate your interpersonal skills

Conflict resolution in project management requires a range of interpersonal skills, such as active listening, empathy, assertiveness, diplomacy, and persuasion. When you share your experience with conflict resolution in project management, illustrate how you used these skills to understand, respect, and influence the people involved in the conflict. For instance, you could demonstrate how you listened to all perspectives and reflected them to show understanding and respect. You could also explain how you expressed your opinion in a clear and respectful way without blaming or attacking the other parties. Furthermore, it's essential to use open-ended questions, statements, or suggestions to promote dialogue and collaboration among the parties. Additionally, present facts, evidence, or examples to support your position and persuade the other parties to accept your resolution or compromise.

5 Share your lessons learned

Conflict resolution in project management is a valuable learning opportunity as it can help you identify areas for improvement, feedback, or change. When discussing your experience with conflict resolution in project management, be sure to explain what you learned from the situation and how you applied it to your future projects. For instance, you could reflect on the causes, consequences, and resolution of the conflict to determine what worked well and what could have been done differently. Additionally, seek feedback from stakeholders, team members, or clients on your conflict resolution skills and performance and use it to enhance your practice. Finally, implement changes or recommendations based on the resolution of the conflict to prevent or minimize similar conflicts in the future or to improve project outcomes.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?