## Question Describe a time you had to work closely with someone who disagreed with your approach. How did you understand their concerns, decide what to do, and continue collaborating after the disagreement? ### Constraints & Assumptions - Choose a meaningful disagreement with ongoing collaboration. - Do not assume compromise is always the correct result. - Explain your own adjustment, not only the other person's change. - Include the outcome for the work and relationship. ### Clarifying Questions to Ask - Would you prefer a peer, manager, or cross-functional example? - Is it acceptable if the other approach was ultimately chosen? - Should I emphasize technical evidence or communication? ```hint Preserve the shared goal Make the decision criteria visible and show how both people could commit even if only one approach shipped. ``` ### What a Strong Answer Covers - Fair representation of both positions and the shared objective. - Direct conversation, evidence, and a clear decision owner. - Respectful commitment after the decision. - A concrete result and relationship follow-through. - Learning about the candidate's own blind spot. ### Follow-up Questions 1. What did you change your mind about? 2. When would you stop seeking consensus? 3. How did you prevent resentment after the decision?