41 – 60 years: Building and maintaining working relationships

Your colleague, with whom you have been working for a long time, unexpectedly announces that they are leaving the company. How do you feel? I'm glad that you've found a new opportunity, but I feel a certain unease.
I will start to think about how this influences my own professional development.
I feel disappointment because we had set up the collaboration well.
I am immediately looking for ways to effectively redistribute his agenda.
I become aware that I might need to look for new opportunities.

A conflict arises in the team between two colleagues, which starts to disrupt the atmosphere. How do you respond? I am trying to understand both sides and find a solution that is acceptable for everyone.
I will stay in the background until the situation is clarified.
I suggest that they discuss things privately, outside of the team.
I only intervene when it starts to affect my work.
I am looking for a way to confront them with the consequences of their behavior for the whole team.

A new team member is trying to fit in but feels uncertain. How do you treat them? I am interested in him and help him navigate our culture.
I give him space to find his place at his own pace.
I share my experiences with him so that he can avoid the mistakes I once made.
I expect him to actively ask questions and be interested.
I watch him from a distance and only intervene when I see that he is really having a hard time.

Your colleague confesses to you that they are going through a tough time and are struggling with their work performance. How do you respond? I will offer him support and help him find a solution.
I will show him that I appreciate his honesty, but I will not intervene.
I suggest that he talks to his supervisor.
I will focus on how his condition affects my work.
I will ask him what exactly he expects from me, and I will follow that.

How do you build trust with your colleagues? I keep my promises and commitments.
I try to be honest, even when it’s sometimes uncomfortable.
I support teamwork and appreciate the work of others.
I make sure to avoid unnecessary conflicts.
Trust is built over time; I'm not in a hurry.

What type of people annoy you the most at work? Those who do not take their work seriously.
Those who constantly complain but make no changes.
Those who appropriate the merits for the work of others.
Those who evade responsibility.
Those who never accept feedback.

Do you have experience working with someone you personally disliked? How did you handle the situation? I focused on the professional side and separated personal feelings.
I tried to get to know him better; perhaps we had more in common than it appeared.
I have limited the interactions to a necessary minimum.
I have been looking for a way to influence him and make our collaboration positive.
We have clarified the boundaries and established the rules for collaboration.

When tasks are distributed in the team and you receive a task that doesn't quite align with your abilities, how do you respond? I see it as a challenge and try to cope with it.
I am negotiating whether I could receive another task.
I request support from colleagues who have experience with the task in question.
I will accept it, but I will try to minimize the time I spend on it.
I would like to openly show that I do not feel comfortable with it.

What do you consider to be the key element of successful teamwork? Open and honest communication.
Ability to resolve conflicts constructively.
Willingness to help each other.
Clearly defined competencies and responsibilities.
Trust among team members.

How do you react if your supervisor criticizes your work performance in front of others? I ask for the opportunity to discuss this privately.
I will maintain a professional approach and weigh what I can gain from the criticism.
I respond objectively and try to explain my perspective.
I feel frustration, but I won't let it show.
After such an experience, I will start looking for new job opportunities.