Povej mi o času, ko si se s sodelavcem ne strinjal. Kako si to rešil?

Question

Accepted Answer

Intervjuvarji želijo videti, da znašvlastnega mnenja **izraziti strokovno**, se osredotočiti na problem in ne na osebo ter doseči izvedljiv rezultat. Uporabi **STAR metodo**, da ostane tvoj odgovor konkreten.

## Kako se lotiti

```text
S → set up the disagreement briefly (what, with whom)
T → what needed to be decided or resolved
A → how you listened, shared your view, and found common ground
R → the outcome and what the team gained
```

Ključni poteg: pokaži, da si si *prizadeval razumeti* njihovo razmišljanje, preden si potisnil svoje.

## Delujoči primer

```text
S: A teammate wanted to skip writing tests to hit a demo date.
T: We had to ship something stable without burning the deadline.
A: I asked what worried him about the timeline, then proposed testing only the
   two riskiest paths. I framed it as protecting the demo, not slowing it.
R: We shipped on time, the demo didn't crash, and we agreed on a testing
   baseline for next time.
```

## Dobro in slabo

```text
✓ Focus on the issue, not personal blame
✓ Show you listened first
✓ End with a resolution and a lesson
✗ "I was right and they finally agreed"
✗ Avoiding conflict entirely / no real disagreement
```

## Zakaj je to pomembno

Nestrinjanje je normalno na zdravih timih.

Kar se bojijo vodje najema, je nekdo, ki to spreobrne v osebno ali ki takoj popusti.

Kazanje radovednosti do drugega mnenja signalizira čustveno zrelost — lastnost, ki je še bolj pomembna, ko napraduješ.

Čista rešitev dokazuje, da lahko ohraniš odnose v redu, medtem ko še vedno zagovarjaš dobro inženirstvo.