Describe a time when you had to handle a difficult team member and how you resolved the situation.

I once had a team member who was consistently late for meetings and missed deadlines. It was affecting the team's productivity and morale. I decided to address the issue directly by scheduling a one-on-one meeting with the team member. During the meeting, I expressed my concerns, listened to their perspective, and worked together to find a solution. We identified the root cause of the issue, which was poor time management skills, and I offered my support in improving those skills. We implemented a new time management system and I provided resources and guidance to help the team member stay on track. Ultimately, their punctuality and performance improved, and the team's productivity and morale also increased.

In my previous role, I encountered a challenging team member who consistently disrupted team meetings with negative comments and resistance to new ideas. This behavior was impacting the team's ability to collaborate effectively and stifling innovation. To address the issue, I first took the time to observe the team member's interactions and understand their underlying motivations. I then scheduled a private meeting to discuss their behavior and how it was affecting the team. I approached the conversation with empathy and active listening, allowing the team member to express their concerns while also clarifying the impact of their actions. Together, we developed a plan to address their behavior, which included ongoing feedback and coaching sessions, as well as encouraging their active participation in team discussions. Over time, I noticed a significant improvement in their attitude and engagement, resulting in more constructive team interactions and increased productivity.

During a critical project, I had a team member who consistently resisted authority and created a negative work environment. Their behavior was causing disruptions, affecting team morale, and jeopardizing the project's success. To resolve the situation, I first sought to understand the root cause of their resistance by having one-on-one conversations to address their concerns and frustrations. Through active listening, I discovered that their resistance stemmed from feeling excluded from decision-making processes. I immediately recognized the need to involve them more actively in the decision-making and problem-solving, and I invited them to join specific working groups and task forces related to the project. I also provided training opportunities to enhance their technical and leadership skills. By empowering the team member and valuing their input, they gradually became more engaged and positively contributed to the project. Their behavior transformed, and they became a reliable and influential team member, fostering a collaborative work environment and ensuring the project's success.