How to Answer
I’d start by observing the behavior carefully and documenting specific examples. Then I’d schedule a private conversation with the team member, staying calm and respectful. I’d explain what I’ve noticed, how it’s impacting the team and invite them to share their perspective. The goal wouldn’t be to attack their personality but to focus on behaviors and team dynamics. I’d offer support and clear expectations for improvement, with a follow-up plan to check in on progress.
This answer works because it shows courage, empathy and professionalism. It focuses on facts, not feelings, and shows that leadership means dealing with issues directly and not avoiding them.
What makes this a strong answer?
- 🧠 Approaches the issue with emotional intelligence
- 📋 Uses specific examples to avoid generalizations
- 🔄 Invites a two-way conversation rather than confrontation
- 📣 Clarifies expectations while offering support
Other smart approaches to include:
- Checking if the behavior is stress-related or situational
- Reinforcing team values or shared goals during the discussion
- Escalating to HR or leadership if behavior continues unchecked
🌟 Tip: Frame it around impact, not identity. The goal is to help the person adjust, not label them as a problem.
Why this question matters
This question tests your ability to protect team culture while managing difficult personalities. Companies want leaders who don’t tolerate toxicity, but also know how to address it constructively.
- 📌 Shows whether you handle conflict or avoid it
- 📌 Reveals your emotional maturity and communication style
- 📌 Highlights your ability to balance empathy with accountability
✅ Key Insight: Culture is shaped by what leaders address — and what they ignore. Staying silent sends the wrong message.
What the Recruiter Is Really Evaluating
| What they ask | What they’re evaluating |
|---|---|
| How would you approach someone acting arrogant or aggressive? | Can you handle difficult behavior while maintaining respect? |
| What if someone’s attitude affects team morale? | Will you protect the team and address issues early? |
- 👀 “Will this person speak up when it counts?”
- 👀 “Can they give hard feedback with tact?”
- 👀 “Will they keep the team healthy and accountable?”
🔍 Summary Insight: Strong teams need strong boundaries — great leaders handle tough behavior early, clearly and constructively.