तपाईंले आफ्नो साथीलाई कहिले कठिन प्रतिक्रिया दिनुभयो भन्ने बारे बताउनुहोस्।

Question

Accepted Answer

अन्तर्वार्ताकर्ताहरूले जाँच गर्छन् कि तपाई **एकै पटक प्रत्यक्ष र दयालु** हुन सक्नुहुन्छ — विशেष, निजी, र व्यवहारमा केन्द्रित, चरित्रमा नभएर। एक उपयोगी ढाँचा **Situation-Behavior-Impact (SBI)** हो।

## यसमा कसरी अगाडि बढ्ने

```text
SBI FRAME
Situation → when/where it happened
Behavior  → the specific, observable action (not a label)
Impact    → the effect it had on the team or work
Then: ask for their view and agree on a change
```

## काम गरिएको उदाहरण

```text
S: A teammate's code reviews were so blunt that juniors stopped opening PRs.
T: I wanted reviews to stay rigorous but not scare people off.
A: I spoke with him privately: "In yesterday's review, the comment 'this is
   wrong' (behavior) led the author to avoid posting today (impact)." I asked if
   he'd try phrasing suggestions as questions.
R: His tone softened, PR volume recovered, and code quality stayed high.
```

## राम्रो बनाम कमजोर

```text
✓ Private, specific, behavior-focused
✓ Two-way, not a lecture
✗ Vague ("you're too harsh")
✗ Public call-out or character attack
```

## किन यो महत्त्वपूर्ण छ

"राम्रो" हुन प्रतिक्रिया रोक्नु वास्तवमा मानिसलाई चोट पुर्‍याउँछ — वे जो सुन्नु वा सुध्रन सक्नु।

व्यवहार र प्रभावमा केन्द्रित हुनु यसलाई व्यक्तिगत आक्रमण जस्तो महसुस गरिरहन दिंदैन, त्यसैले यो असर गर्छ।

कठिन प्रतिक्रिया राम्रोसँग दिने क्षमता कहिले पनि टोली नेतृत्व गर्नको लागि एक आवश्यकता हो।