PMP · Question #70
There is frequent conflict between two project team members working on a project. This has caused a negative impact on the project. How should the project manager handle this situation?
The correct answer is D. Help cultivate self-awareness between the two team members through emotional intelligence (EI). The project manager should address frequent team conflicts by fostering self-awareness and applying emotional intelligence techniques to help the team members understand their behaviors and work towards resolution.
Question
There is frequent conflict between two project team members working on a project. This has caused a negative impact on the project. How should the project manager handle this situation?
Options
- ACounsel both team members and caution them with a final warning.
- BRelocate the two project team members into different project teams.
- CEscalate the issue to the human resources (HR) manager before a larger problem develops.
- DHelp cultivate self-awareness between the two team members through emotional intelligence (EI).
How the community answered
(46 responses)- A13% (6)
- B7% (3)
- C4% (2)
- D76% (35)
Why each option
The project manager should address frequent team conflicts by fostering self-awareness and applying emotional intelligence techniques to help the team members understand their behaviors and work towards resolution.
Issuing a final warning is a disciplinary action that should be considered after attempts at coaching and resolution have failed, not as an initial response to interpersonal conflict.
Relocating team members is a drastic measure that avoids addressing the root cause of the conflict and might not be feasible or beneficial for the project or the individuals' development.
Escalating to HR should typically be a last resort when direct attempts at resolution by the project manager have failed, or if the conflict involves serious misconduct, rather than an initial step for interpersonal issues.
Frequent conflict often stems from poor communication, differing perspectives, or a lack of understanding of others' emotional states. As a leader, the project manager's role is to facilitate conflict resolution by helping team members develop emotional intelligence, which includes self-awareness and empathy. This can involve coaching them to understand their own triggers, how their actions impact others, and to find common ground, leading to more sustainable resolution and improved team dynamics.
Concept tested: Conflict resolution and emotional intelligence
Source: https://www.pmi.org/learning/library/emotional-intelligence-effective-project-leadership-6705
Topics
Community Discussion
6
Carlos M.Dec 11, 2025D is the answer. PMI wants you to address root causes and develop the team, not just punish or shuffle people around. Using emotional intelligence to help them understand their own behaviors and each other's perspectives fixes the actual problem. A and C skip straight to escalation or discipline, and B just avoids the issue entirely.
Ingrid P.Nov 23, 2025Confirmed D on exam last week. The PMBOK 7 emphasis on emotional intelligence and servant leadership makes D the clear pick, since you address root causes rather than symptoms. A is too punitive for a first intervention, B avoids the problem, and C jumps the escalation ladder prematurely. I would make a card that pairs conflict resolution with EI cultivation and schedule it at a 7-day interval, since that pairing trips people up. Does anyone know if the exam draws a firm line between when you apply EI versus when you escalate to functional management?
Wesley A.Dec 3, 2025Picked B on my first attempt. Separating them stops the bleeding immediately, which the project needed.
Carlos M.Dec 3, 2025D is correct here. The question is asking about the long-term fix, not the immediate workaround, and B only addresses the symptom without solving the root cause.
Nina C.Dec 13, 2025Going with B here. The conflict is already impacting the project negatively, so separating them stops the bleeding right away while everyone cools off, which is way more practical than trying a soft skill approach when things are this heated.
Ingrid P.Dec 13, 2025D is correct here because the PMBOK approach prioritizes resolving the root cause through collaboration and problem-solving, not just physically separating people. B is a temporary accommodation, not a real resolution, and the exam expects you to distinguish between a band-aid and an actual fix that addresses the underlying issue.