請告诉我一个你在团队成员之间调解严重冲突的例子。

Question

Accepted Answer

这个问题考查的是**作为领导者解决冲突的能力**——保持中立、发现真正问题所在，以及重建工作关系，而不仅仅是平息表面矛盾。使用 **STAR** 框架。

## 如何解决

```text
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
```

## 实战示例

```text
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.
```

## 好的回答 vs 薄弱的回答

```text
✓ Neutral, finds the root, rebuilds the relationship
✗ Picking a side to end it fast
✗ Forcing a fake handshake with no real fix
```

## 为什么这很重要

未解决的冲突会悄无声息地毒害团队；主动应对冲突可以保护交付质量和团队士气。

深入*根本原因*（流程、责任、需求）可以防止同样的争执再次发生。

在压力下冷静调解冲突的能力是核心领导力技能，很难伪造。