Encourage open communication and active listening. Focus on understanding all perspectives involved. Stay calm and impartial to avoid escalating the situation. Facilitate a solution-oriented discussion. Address the root cause of the dispute, not just the symptoms. Emphasize collaboration and compromise. Set clear expectations for professional behavior. Follow up to ensure the resolution is effective and lasting. Reflect on the dispute to learn and improve future interactions.

I would ask scenario-based or behavioral questions. For example, I might inquire about a time when they had to handle a disagreement within their team or resolve a conflict. This approach can reveal their problem-solving skills, ability to communicate effectively, and how they manage interpersonal relationships—all key indicators of leadership potential.

When assessing leadership potential, I focus on how candidates approach conflict resolution by having them share specific examples. Key indicators include: 1. **Collaboration**: How they understand different perspectives and seek common ground. 2. **Emotional Intelligence**: Remaining calm under pressure while encouraging respectful communication. 3. **Problem-Solving**: Their ability to find solutions that benefit the team or organization. 4. **Accountability**: Taking responsibility and actively resolving issues. Effective dispute resolution reflects strong leadership potential.

When assessing leadership during conflicts, I look for: - Collaborative problem-solving - Emotional intelligence and calmness under pressure - Accountability and ownership of mistakes - Active listening and respectful communication - Adaptability and focus on solutions These traits indicate a leader who can turn conflicts into opportunities for growth and learning.

The best leaders handle difficult situations and conflict delicately. When emotions are running high, and there is a lot of steak conflicts can arise, and the most important thing for leaders to do is to remain calm and listen critically. Additionally, asking questions to help better understand the root of the problem is a good way to help solve it. Often times being an objective listener helps you mediate the problem and not solve it for the person directly. The best leaders teach their subordinates how to grow and develop through conflict.