Det här testar konfliktlösning som ledare — att förbli neutral, avslöja det verkliga problemet och återuppbygga en arbetande relation, inte bara lugna ytan. Använd STAR.
Hur du närmar dig det
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1. Talk to each person separately first — understand both sides
2. Find the real issue (often process or unmet needs, not personalities)
3. Bring them together on shared goals and ground rules
4. Agree on concrete changes and follow up
Genomarbetat exempel
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S: Two senior engineers stopped collaborating after a heated design dispute.
T: It was slowing the project and souring the team.
A: I met each privately, found the root was unclear ownership boundaries, then
facilitated a session focused on dividing responsibilities, not relitigating
the design. We agreed on an interface contract between their areas.
R: They resumed working together; we shipped on schedule and added a lightweight
design-review step to catch such disputes early.
