Resolve exclusion, learn fast, and manage conflict

Part A — A peer in Team B tells you they feel unwelcome because influential members of Team A openly exclude them from discussions that affect shared work. You have no formal authority over either team, and a launch is 3 weeks away.

1. Describe, step by step, how you would diagnose the situation in the first 48 hours (specific questions you ask, artifacts you review, signals you seek). 2) Lay out your stakeholder map and a concrete communication plan (who, when, channel, message goals). 3) Detail immediate risk mitigation to protect psychological safety and delivery timelines. 4) Define explicit decision criteria for when to escalate to HR or senior leadership. 5) Propose leading and lagging success metrics (quantitative and qualitative) to know the intervention is working, and how you would instrument them. 6) Identify two likely failure modes of your plan and how you would course-correct. Part B — Describe a specific example (STAR) where you had ≤14 days to learn a new domain/tool to deliver a high-stakes result. What did you cut, how did you validate you were learning the right things, and how did you measure the impact? Include one mistake you made and what you would do differently. Part C — Give a concrete example of a conflict with a senior stakeholder who disagreed with your analytic approach. How did you surface interests vs. positions, what trade-offs did you propose, and how did you quantify the impact of the final decision on business outcomes?