Describe a time you had a conflict with a team member and how you resolved it.

• A. I listened to their perspective, clarified misunderstandings, used mediation, documented the agreement, and sought supervision if needed.
• B. I escalated to management without trying to resolve.
• C. I ignored their input and continued with my plan.
• D. I severed the working relationship.

Answer: (A)

Constructive conflict resolution within a team hinges on respectful communication and a collaborative approach to problem-solving. The strongest response shows you first listen to the other person’s perspective, which helps you understand where the disagreement is coming from and prevents assumptions from driving the conflict. It then involves clarifying any misunderstandings so both sides are on the same page. Bringing in a mediation step can facilitate a fair dialogue where both viewpoints are voiced and a mutually acceptable path forward emerges. Documenting the agreement creates a clear, trackable plan so responsibilities and next steps are transparent, reducing the chance of resurfacing issues. Seeking supervision when needed demonstrates judgment and commitment to professional standards, ensuring the resolution aligns with policy and ethics while also offering a learning opportunity. This combination—listening, clarifying, mediating, documenting, and knowing when to involve a supervisor—best reflects the skills vital for effective teamwork and patient- and family-centered care.

The other approaches miss key elements of productive teamwork: escalating without attempting resolution bypasses collaboration; ignoring input shows disrespect for colleagues’ perspectives; and severing the relationship ends the possibility of improving processes or patient care through teamwork.