Interview Questions for Emotional Intelligence and Perspective

Managing conflicting emotions within a team requires a high degree of emotional intelligence and skillful communication. It’s about understanding each individual’s perspective, validating their feelings, and facilitating a collaborative resolution.

In one project, a team member (let’s call him Mark) felt overlooked when a key decision was made without his input, leading to resentment and frustration. Simultaneously, another team member (Sarah) was stressed by an approaching deadline, resulting in her being short-tempered and less collaborative. Mark’s feelings were valid, and Sarah’s stress was understandable. Instead of ignoring the tension, I initiated a team meeting. I actively listened to both Mark and Sarah, acknowledging their concerns and validating their emotions. I reframed the situation, highlighting the value of Mark’s input and suggesting strategies for better communication in the future. For Sarah, we collaboratively adjusted the deadline and reassigned some tasks to ease her workload. This approach demonstrated empathy and allowed us to address both the root cause of the conflict and the emotional distress.

Ultimately, open communication, empathy, and collaborative problem-solving helped resolve the conflicting emotions, fostering a more positive and productive team environment.

Identifying and addressing personal biases is crucial for objective decision-making. We all hold unconscious biases, which are deeply ingrained attitudes and stereotypes that influence our perceptions and judgments. Being aware of these biases is the first step towards mitigating their impact.

My process involves self-reflection and seeking diverse perspectives. I regularly ask myself: “What assumptions am I making?”, “Am I letting my personal experiences cloud my judgment?”, and “Are there alternative explanations for this situation?” I actively seek feedback from others with different backgrounds and experiences to gain a more comprehensive understanding of the situation. For example, if I’m evaluating a job applicant, I consciously try to avoid focusing solely on candidates with similar backgrounds to my own. I actively seek out diverse viewpoints to avoid any unconscious biases affecting my selection process.

By regularly engaging in introspection and soliciting feedback, I strive to minimize the influence of my personal biases, ensuring fairer and more accurate assessments.

Providing constructive feedback requires sensitivity and a deep understanding of the recipient’s emotional state. It’s not just about delivering criticism, but about fostering growth and improvement in a way that is respectful and motivating.

My process involves several key steps. Firstly, I choose the right time and place – a private setting where the person feels comfortable and safe to receive feedback. I begin by acknowledging their contributions and highlighting their strengths before addressing areas for improvement. I use the “Situation-Behavior-Impact” (SBI) model: I describe the specific situation, the observed behavior, and the impact of that behavior. For instance, instead of saying “You’re disorganized,” I might say, “During the last project meeting, the presentation wasn’t ready on time (situation), which led to the team waiting and causing a delay (impact). We could explore ways to improve project planning (behavior).” I then collaborate with the individual to brainstorm solutions and create an action plan. The emphasis is on collaboration, not criticism. Finally, I follow up to assess progress and provide further support if needed.

Addressing low morale requires a compassionate yet proactive approach. It’s important to understand the root cause of the issue before intervening. Ignoring low morale allows problems to fester.

My approach begins with a private conversation, creating a safe space for the team member to share their concerns without judgment. I use active listening techniques to fully understand their perspective. Possible reasons for low morale might include workload, lack of recognition, interpersonal conflicts, or personal issues. Depending on the cause, solutions might include adjusting workload, providing more opportunities for recognition, mediating conflicts, or referring them to appropriate resources (e.g., employee assistance program). It’s crucial to offer support and demonstrate genuine care. If the low morale is pervasive within the team, I would consider conducting a team survey to identify underlying issues and address them collectively.

Remember, fostering a supportive work environment is critical to combat low morale. Regular check-ins, open communication, and fair treatment can prevent such situations from arising.

Navigating difficult conversations requires careful planning and execution. The key is to approach the situation with empathy, respect, and a focus on finding a mutually beneficial solution.

In one instance, I had to address a significant budget overrun with a key stakeholder. Instead of directly confronting them with the issue, I prepared thoroughly, gathering all relevant data and presenting a clear and concise explanation of the situation. I acknowledged their concerns upfront, demonstrating my understanding of their perspective. I then presented a collaborative problem-solving approach, outlining potential solutions and seeking their input. We worked together to create a revised budget, ensuring transparency and open communication throughout the process. This collaborative approach preserved the relationship while addressing the critical issue.

Empathy, clear communication, and a focus on collaboration are vital in navigating difficult conversations and maintaining positive relationships.

Adapting communication style to different personality types is crucial for effective interaction. Understanding personality traits helps tailor your approach for optimal communication and understanding.

I consider factors like introversion/extroversion, communication preferences (direct vs. indirect), and decision-making styles. For example, when communicating with an introverted individual, I might prefer one-on-one conversations and allow ample time for thoughtful responses. With an extroverted individual, I might engage in more interactive discussions and group brainstorming sessions. With a detail-oriented individual, I would ensure clear and specific instructions, while with a more big-picture-oriented person, I might focus on the overall objectives and strategic implications. I also adapt my language and tone accordingly, ensuring that my communication style resonates with the individual’s personality and communication preferences.

Flexibility and awareness are key to adapting communication styles, enhancing comprehension and strengthening relationships.

Managing stress and maintaining emotional regulation under pressure is essential for both personal well-being and professional success. It’s about developing coping mechanisms and strategies to handle stressful situations effectively.

My approach is multifaceted. I prioritize sufficient sleep, regular exercise, and a healthy diet as foundational elements for stress management. I also practice mindfulness and meditation to cultivate self-awareness and emotional regulation. When faced with pressure, I consciously employ techniques such as deep breathing exercises and progressive muscle relaxation to manage physiological responses to stress. Time management techniques, such as prioritizing tasks and breaking down large projects into smaller, manageable steps, are vital to prevent feeling overwhelmed. Finally, I maintain a supportive network of friends and family and utilize professional guidance when needed. It’s crucial to recognize personal limits and seek help when necessary.

By building resilience and employing effective coping mechanisms, I can navigate stressful situations and maintain emotional balance.

Understanding a situation from multiple perspectives is crucial for effective decision-making. It involves stepping outside your own biases and assumptions to consider how others might perceive the same situation. This requires active listening, empathy, and a willingness to consider different viewpoints.

For example, during a project where deadlines were missed, my initial reaction was to focus on the individual team members who hadn’t met their targets. However, after speaking to each member individually, I realized that several factors beyond their control had contributed. One team member was dealing with a family emergency, another was struggling with unclear project requirements, and a third was overwhelmed by an unexpectedly large workload. By understanding their individual circumstances, I was able to adjust the project plan, provide additional support, and ultimately improve team morale and project success. This involved actively listening to their concerns, understanding their perspectives, and reframing the problem not as individual failures, but as systemic issues that needed addressing.

Building rapport and trust with diverse individuals hinges on genuine curiosity and respect. It’s about acknowledging and valuing differences, not trying to erase them. This begins with active listening – truly hearing and understanding their perspectives, experiences, and communication styles. It’s important to avoid making assumptions based on stereotypes and to be mindful of cultural nuances.

For instance, in a team with members from various cultural backgrounds, I made a point of learning about their customs and traditions, showing interest in their lives beyond work. I adapted my communication style to suit different preferences, using clear and concise language, and being mindful of non-verbal cues. By demonstrating genuine interest and respect, I fostered an inclusive and collaborative atmosphere.

Criticism, when delivered constructively, is a valuable tool for self-improvement. My approach involves actively listening to the feedback without getting defensive. I focus on understanding the underlying concerns and identifying areas where I can improve. I ask clarifying questions to ensure I fully understand the critique, and I reflect on it to assess its validity.

For example, when receiving feedback about being too direct in my communication style, I reflected on past interactions and recognized the validity of the feedback. I then actively worked on refining my communication, using more empathetic language and focusing on active listening before responding. I sought out opportunities to practice this new approach and sought further feedback to assess my progress.

My approach to conflict resolution centers on empathy and understanding. This involves actively listening to all involved parties, seeking to understand their perspectives and feelings without judgment. It’s important to create a safe space for open communication, where individuals feel comfortable expressing their concerns. The goal isn’t to assign blame, but to collaboratively find a solution that addresses everyone’s needs.

I often use a collaborative problem-solving approach, focusing on identifying the root cause of the conflict and exploring mutually beneficial solutions. For example, during a disagreement between team members regarding project priorities, I facilitated a discussion where each member could express their concerns and perspectives. We then collaboratively prioritized tasks based on shared goals and resource availability, resulting in a mutually agreeable solution.

Identifying and addressing interpersonal conflicts within a team requires proactive monitoring and intervention. I pay close attention to team dynamics, looking for signs of tension, communication breakdowns, or decreased collaboration. Addressing these early on is crucial to preventing larger issues.

When conflict arises, I employ a structured approach: first, I privately speak with each involved individual to understand their perspectives. Then, I facilitate a mediated conversation, ensuring a safe and respectful environment where everyone can express their concerns. My role is to guide the discussion, ensuring clear communication and a focus on collaborative problem-solving. If the conflict persists, I may escalate the issue to higher management, if necessary.

Maintaining a positive and productive work environment involves fostering a culture of respect, open communication, and collaboration. This involves setting clear expectations, providing regular feedback, and celebrating achievements. It’s also vital to create opportunities for social interaction and teamwork building, to strengthen relationships and foster a sense of camaraderie.

This might involve implementing team-building activities, organizing regular team meetings for open communication and progress updates, and actively recognizing and rewarding individual and team accomplishments. Creating a clear and consistent communication strategy ensures everyone is informed and involved, leading to a more cohesive and productive team.

Self-awareness is the ability to recognize your own emotions, thoughts, and behaviors and their impact on others. A challenging situation where this was vital involved a project with tight deadlines where I felt overwhelmed and frustrated. My initial reaction was to become short-tempered and critical of my team. However, I quickly recognized that my negative emotions were impacting the team’s morale and productivity.

I took a step back, acknowledged my own stress, and then communicated my feelings honestly but constructively to my team. I explained that I was feeling overwhelmed and apologized for my previous behavior. I then worked with the team to re-allocate tasks and redefine deadlines, ensuring everyone felt supported. By acknowledging my own limitations and communicating transparently, I was able to turn a potentially negative situation into a positive learning experience for both myself and the team.

Motivating unenthusiastic team members requires a nuanced approach that blends understanding their individual needs with strategic interventions. It starts with identifying the root cause of their lack of enthusiasm. Is it burnout? Lack of clarity on goals? Feeling undervalued? Once identified, tailor your response.

• Open Communication: Initiate a one-on-one conversation, creating a safe space for open dialogue. Actively listen to their concerns without judgment. Ask questions like, “What can I do to support you better?” or “What challenges are you facing that are impacting your enthusiasm?”

• Reframe Tasks: Help them connect their work to the bigger picture and highlight its impact. Show them how their contributions matter to the team’s success and the company’s goals. Sometimes, a shift in perspective is all that’s needed.

• Empowerment and Ownership: Delegate tasks that align with their skills and interests, giving them a sense of ownership and autonomy. This can reignite their passion and engagement. Avoid micromanaging; trust them to deliver.

• Recognition and Appreciation: Regularly acknowledge their efforts and achievements, both big and small. Positive reinforcement significantly boosts morale and motivation. This could be through verbal praise, a small token of appreciation, or a public acknowledgment during a team meeting.

• Provide Support and Resources: If the lack of enthusiasm stems from feeling overwhelmed or lacking the necessary skills, provide them with the support and resources they need to succeed. This might involve additional training, mentorship, or simply clarifying their responsibilities.

For instance, I once worked with a team member who was consistently underperforming. Through conversation, I discovered he felt his skills were underutilized and his contributions undervalued. By assigning him a challenging project that leveraged his strengths and providing him with the resources to succeed, I not only reignited his enthusiasm, but also significantly improved team performance.

Empathy is the ability to understand and share the feelings of another person. To effectively use empathy, I focus on active listening, perspective-taking, and mindful responding. Active listening involves truly hearing what someone is saying, both verbally and nonverbally, without interrupting or formulating a response prematurely. I pay attention to their body language, tone of voice, and facial expressions to gain a comprehensive understanding of their emotional state.

Perspective-taking involves consciously stepping into their shoes and attempting to see the situation from their point of view. I ask myself, “How would I feel if I were in their situation?” This helps me understand the underlying emotions and motivations driving their behavior.

Mindful responding involves communicating back what you have understood in a way that acknowledges their feelings and demonstrates understanding. This might include phrases like, “It sounds like you’re feeling frustrated because…,” or “I understand that this situation is challenging for you.” It’s crucial to avoid offering unsolicited advice or solutions until you fully understand their perspective.

For example, if a team member is expressing stress about an upcoming deadline, I would first actively listen to their concerns, empathize with their feelings by acknowledging the pressure they are under, and then collaboratively explore strategies for managing the workload and the deadline.

Making decisions that are both rational and emotionally intelligent involves a balanced approach that considers both logical reasoning and emotional factors. My process typically follows these steps:

• Gather Information: Begin by objectively gathering all relevant facts and data related to the decision. This step emphasizes rationality and ensures I’m not making decisions based on assumptions or gut feelings alone.

• Identify Emotional Factors: Next, I identify the emotional aspects of the decision. This includes considering my own emotions, as well as the potential emotional impact on others involved. For instance, a seemingly rational decision might cause significant team morale issues.

• Analyze and Evaluate: I then analyze the information gathered, weighing both the rational and emotional factors. This might involve using decision-making frameworks like cost-benefit analysis, or simply creating a pros and cons list.

• Seek Diverse Perspectives: I value the input of others and actively seek diverse perspectives to gain different viewpoints and challenge my own biases. This improves the objectivity of the decision-making process.

• Make the Decision and Communicate: Once the analysis is complete, I make the decision. Importantly, I communicate the decision clearly and transparently, explaining the rationale behind it and acknowledging any emotional considerations that influenced the choice. This fosters trust and understanding.

For example, deciding on layoffs is a difficult decision involving significant emotional aspects. A purely rational approach might focus only on financial numbers. However, an emotionally intelligent approach also recognizes the impact on employees’ lives and implements strategies for minimizing negative emotional consequences such as outplacement services and support.

Managing my own emotions during stressful or uncertain times is crucial for effective leadership. My approach relies on several key strategies:

• Self-Awareness: The first step is recognizing my own emotional state. What triggers my stress? Am I feeling anxious, overwhelmed, or frustrated? This self-awareness is the foundation for effective self-regulation.

• Mindfulness and Meditation: Practicing mindfulness helps me stay grounded in the present moment, reducing the intensity of negative emotions. Regular meditation cultivates a sense of calm and composure.

• Stress-Reduction Techniques: I employ various techniques to manage stress, such as deep breathing exercises, physical activity, or spending time in nature. These activities help regulate my physiological response to stress.

• Seeking Support: I don’t hesitate to seek support from trusted colleagues, friends, or mentors when necessary. Talking about my feelings can be incredibly helpful in processing them and gaining a fresh perspective.

• Healthy Lifestyle: Maintaining a healthy lifestyle – including adequate sleep, a balanced diet, and regular exercise – significantly improves my ability to cope with stress and uncertainty. This forms a robust base for emotional resilience.

For example, during a project crisis, I might step away for a few minutes to practice deep breathing or go for a short walk to clear my head before addressing the situation with a calm and focused approach.

In a previous role, our team was facing a significant technical challenge with a critical deadline approaching. Although I wasn’t the team lead, I saw a solution that others hadn’t considered. Instead of using my authority (I had none in this context), I approached the lead developer, presenting my ideas collaboratively.

I didn’t dictate; I framed my suggestions as collaborative problem-solving. I started by validating their existing efforts and acknowledging the complexities of the situation. Then, I presented my proposed solution, highlighting its potential benefits and addressing potential concerns proactively. I also offered to assist in implementing the solution, demonstrating my commitment to its success.

This approach worked because it fostered collaboration rather than confrontation. By respecting their expertise and demonstrating my willingness to contribute, I successfully influenced the team to adopt the new approach, ultimately leading to the successful completion of the project on time.

Prioritizing tasks effectively while considering emotional factors requires a balanced approach that combines rational planning with emotional awareness. I use a modified version of Eisenhower Matrix (Urgent/Important) incorporating emotional weight:

• Emotional Impact Assessment: Before applying the standard Eisenhower matrix, I assess the emotional weight of each task. Which tasks are likely to cause me or others stress, anxiety, or frustration? Which ones will generate positive emotions like accomplishment and satisfaction?

• Modified Eisenhower Matrix: I adapt the matrix to consider emotional impact. For instance, a task that might appear “Not Urgent, Not Important” but holds significant personal importance (e.g., mentoring a junior team member) might get elevated to a higher priority due to its positive emotional return.

• Time Blocking: I allocate specific time blocks for tasks, factoring in my energy levels and emotional resilience. For example, I might schedule challenging or emotionally demanding tasks when my energy and focus are at their peak.

• Regular Review and Adjustment: I regularly review my priorities to ensure they align with both my goals and my emotional well-being. Sometimes, re-prioritization is necessary as my emotional state or unforeseen events might change the urgency or importance of certain tasks.

For example, if I have a deadline for a critical report and a meeting to mentor a junior colleague, I might prioritize the report based on its urgency, but allocate time for the mentoring session to ensure I maintain a positive emotional state and foster positive team dynamics in the long run.

Self-regulation is the ability to manage and control one’s emotions and impulses. When dealing with potentially disruptive emotions, I employ a multi-faceted approach:

• Pause and Breathe: The first step is to pause and take a few deep breaths. This simple act helps calm my nervous system and gives me time to gain perspective before reacting.

• Identify and Label Emotions: I identify and label the emotion I’m experiencing. Simply acknowledging the emotion, such as “I’m feeling angry,” can reduce its intensity.

• Cognitive Reframing: I challenge negative or unhelpful thoughts that are fueling the emotion. This might involve asking myself, “Is this thought really accurate? Is there a more constructive way to view the situation?”

• Emotional Expression: I find healthy ways to express my emotions without harming myself or others. This might involve talking to a trusted friend or colleague, engaging in physical activity, or journaling.

• Mindfulness Practices: Mindfulness and meditation techniques are essential tools for cultivating self-awareness and developing the ability to manage emotions effectively. Regular practice strengthens the ability to recognize and respond to emotions constructively.

For example, if I’m feeling frustrated during a difficult conversation, I would pause, take deep breaths, label my feelings as frustration, and reframe the situation to focus on finding a solution rather than dwelling on the negative emotions. I might also choose to take a short break before continuing the conversation.

Active listening goes beyond simply hearing words; it involves fully engaging with the speaker to understand their message completely. It’s a process that requires conscious effort and a genuine desire to comprehend both the verbal and nonverbal aspects of communication.

• Paying Attention: I minimize distractions, maintain eye contact (while being mindful of cultural norms), and focus solely on the speaker.
• Showing Empathy: I try to understand the speaker’s perspective, even if I don’t agree with it. I use phrases like, “I understand how frustrating that must have been.” or “That sounds challenging.” to show my empathy.
• Providing Feedback: I regularly paraphrase or summarize what the speaker has said to ensure I understand correctly. For example, “So, if I understand correctly, you’re saying…” This also allows the speaker to clarify any misunderstandings.
• Asking Clarifying Questions: I ask open-ended questions to encourage the speaker to elaborate and provide more context. Instead of asking “Yes/No” questions, I use prompts like, “Can you tell me more about that?” or “What led you to that conclusion?”
• Reflecting Emotions: I acknowledge the speaker’s emotions, even if I don’t share them. This shows that I’m listening not just to the words, but also to the underlying feelings.

For example, in a project meeting, if a team member expresses frustration about a delay, I wouldn’t interrupt but would actively listen, summarize their concerns, ask clarifying questions to fully grasp the issue, and show empathy by acknowledging their frustration before offering solutions.

Nonverbal cues—body language, tone of voice, facial expressions—often communicate more than words. Accurately interpreting these cues is crucial for effective communication. My approach involves careful observation and mindful consideration of context.

• Body Language: I observe posture, hand gestures, and proximity. Crossed arms might suggest defensiveness, while fidgeting could indicate nervousness or discomfort.
• Facial Expressions: I pay close attention to microexpressions— fleeting facial movements—that can reveal underlying emotions. A slight furrow of the brow might suggest concern, while a tight smile might hide anxiety.
• Tone of Voice: The way someone speaks—the pitch, volume, pace, and inflection—can dramatically alter the meaning of their words. A sarcastic tone can easily be misinterpreted if not noticed.
• Contextual Awareness: I consider the situation. Nonverbal cues should be interpreted in the context of the conversation and the individual’s cultural background.

For instance, if a colleague avoids eye contact and speaks quietly during a meeting, I wouldn’t jump to conclusions, but would consider this behavior in light of their usual communication style and the meeting’s overall atmosphere. If this is unusual behavior, I might approach them privately to check if they’re okay.

During a previous project, my team favored a highly technical, data-driven approach to solving a client’s problem. I initially shared this perspective. However, the client’s feedback consistently highlighted a disconnect between our solution and their actual needs. They felt the solution lacked the user-friendliness they’d requested.

I realized that my perspective, solely focused on technical excellence, wasn’t encompassing the broader user experience. I shifted my perspective to consider the client’s viewpoint, focusing on their needs and desired outcomes rather than just the technical aspects. This involved actively listening to their concerns, observing their workflows, and collaborating closely to understand their limitations.

By adopting this more user-centric perspective, I was able to bridge the gap, leading to a revised solution that was both technically sound and user-friendly. This resulted in improved client satisfaction and strengthened our working relationship.

Adapting communication style is crucial for effective communication, especially in diverse teams. I tailor my approach based on the audience, context, and desired outcome.

• Audience Awareness: I adjust my language, tone, and level of detail depending on who I’m addressing. A technical explanation for an engineering team will differ from a high-level summary for a non-technical executive.
• Contextual Adaptation: I adjust my style according to the situation. A formal presentation requires a different approach than a casual brainstorming session.
• Clarity and Simplicity: I use clear and concise language, avoiding jargon or technical terms unless the audience is familiar with them. I often use analogies or examples to illustrate complex ideas.
• Active Feedback: I actively solicit feedback to ensure my message is understood. I ask questions like, “Does this make sense?” or “Do you have any questions?”

For example, when explaining a complex data analysis to a non-technical stakeholder, I would focus on the key findings and their implications rather than getting bogged down in technical details. I would use visual aids, such as charts and graphs, and explain things in plain language using relatable examples.

Perspective clashes are inevitable in collaborative settings. My approach emphasizes respectful dialogue and collaborative problem-solving.

• Active Listening: I actively listen to my colleague’s perspective, seeking to understand their reasoning and underlying concerns.
• Empathetic Inquiry: I ask open-ended questions to explore their viewpoint, demonstrating genuine interest and respect.
• Identifying Shared Goals: I remind myself and my colleague of our shared objective—to achieve the best possible outcome for the team or project. This helps frame the discussion constructively.
• Finding Common Ground: I search for areas of agreement, even if it’s just a small part of the issue. This creates a foundation for further discussion.
• Compromise and Collaboration: I work towards a solution that incorporates elements of both perspectives, aiming for a mutually acceptable outcome. If a compromise can’t be reached, I would involve a neutral third party for mediation.

For instance, if a colleague believes we should pursue one approach while I believe another is more suitable, I would listen to their arguments, explain my rationale clearly, and then look for ways to combine the strengths of both approaches or find a compromise that addresses both concerns. If necessary, I would seek mediation from a senior team member.

During a particularly stressful project deadline, a team member became visibly overwhelmed and frustrated, impacting their productivity and team morale. Recognizing this, I leveraged my emotional intelligence to address the situation.

Firstly, I empathized with their feelings, acknowledging the pressure and validating their emotions. I didn’t dismiss their feelings as unimportant, but instead created a safe space for them to express their concerns.

Secondly, I offered support. Instead of criticizing their performance, I offered to assist with some of their tasks, re-prioritizing activities to alleviate the immediate burden. I also connected them with other resources available in the company, like mental health support.

Thirdly, I actively listened to understand the underlying causes of their stress and then offered practical solutions. This included delegating tasks, adjusting timelines and offering them a break. By using emotional intelligence, I was able to defuse a potentially tense situation, improve team morale, and ensure that the project still met its deadline without compromising the well-being of a team member.

Balancing personal needs with team needs is a constant juggling act. It requires self-awareness, empathy, and effective communication.

• Self-Awareness: I regularly assess my own emotional state and energy levels. Understanding my limits prevents burnout and ensures I’m contributing effectively without compromising my well-being.
• Empathy and Perspective-Taking: I understand that my team members have individual needs and circumstances. I try to see things from their perspectives and tailor my approach accordingly.
• Open Communication: I openly communicate my needs while being mindful of the team’s priorities. This might involve asking for help when I’m feeling overwhelmed or requesting flexible arrangements when needed.
• Setting Boundaries: I set healthy boundaries to protect my time and energy while being available to support the team when they need me most. This might involve saying no to additional tasks when I’m already overloaded.
• Collaboration: I foster a team environment where everyone feels comfortable expressing their needs and working collaboratively to find solutions that benefit both the individual and the team as a whole.

For example, if I’m feeling overwhelmed by a project, I wouldn’t simply withdraw or become irritable. Instead, I would communicate my workload and ask for support, perhaps delegating some tasks or adjusting deadlines. I’d also ensure that other team members are equally supported.