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I love tough interview questions and this one has a pat answer and a better one. I offer the pat answer and then the one that you should give.

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I'm Jeff Altman, The Big Game Hunter. I'm the head coach for I coach people and organizations.A lot of my work involves career coaching, leadership coaching and executive coaching. Here, I have one of those tough interview questions that, for you, asa single professional, is an important one to be prepared to answer. I want to say. I know the traditional answer but there's got to be a twist at the back end of it and it has to be delivered well.
Ifyou've watched any of my stuff before, you know that I'm a big believer in "the theater ofinterviewing." Part of it is not just simply what you say but how you say it in order to be persuasive and to demonstrate congruence with the ideas that you're trying to communicate.
So, when I see this question,, "how do you manage conflict," the traditional answer is to talk about consensus-building you listen to the opinions and inputs from other people. You negotiate. You persuade. You build consensus among the different constituencies until you come to aresolution. Yeah, that's one answer for someone at a manager level.
But when you start entering the C-suite or executive level positions, you have to add a twist to this and the twist is to say, "and sometimes you have to do the unpopular thing. You have to bring the discussion to a close because eventually when all you're doing is going around in circles with people stating and restating opinions, once we get to a point where I notice this happening,I have to make a decision for my team and decide the way we're going to do it. I want to bring this to a successful conclusion as quickly as possible, but always making sure that people believe that they're heard. So yes, I try to do consensus-building. I listen to my team because they are my team and they give themselves to me freely. And I don't want to lose them. These are important people in my success, but they also know that there's a point where we have to come together. And,ultimately, I have to make the decision. So once I made that decision, I want everyone on board with it.
And that's one of the things I seek out at the beginning. Is there agreement that once we've gone through my process, once I've heard them heard them twice, heard them state and re-steak thereopinion, I make a decision. We all have to come together. "
So that's the twist. If you area more senior individual, as opposed to at the managerial level, you focus on the consensus building.
Yes, it's true of you as well. But the expectation of the answer is different when your manager versus when your executive .No that difference,, position yourself accordingly in how you answer this question.
So, I'm Jeff Altman, The Big Game Hunter. If you're interested in my coaching you, connect with me on LinkedIn /in/thebiggamehunter. Mention that you saw this video because I just like knowing that I've been helpful to people and, once we've been connected, message me about one-on-one coaching.
I look forward to being of help to you. Hope you have a great day. Take care.


Jeff Altman, The Big Game Hunter is a career and leadership coach who worked as a recruiter for more than 40 years. He is the host of “No

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 1200 episodes, “Job Search Radio,” “and his newest show, “No BS Coaching Advice” and is a member of The Forbes Coaches Council.

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