Please discuss how you would handle a situation when a project or task you are responsible for requires cooperation from other departments, but they are not cooperating effectively.

This question aims to assess your cross-departmental collaboration skills, communication techniques, problem-solving abilities, and professionalism. The interviewer wants to understand how you deal with resource dependencies and interpersonal challenges to ensure smooth project progress.

Problem-Solving Process:

1. Understand the Core Issue
   The core is "blocked cross-departmental collaboration." Key points include:

   • You cannot directly command the other department.
   • Their low cooperation may stem from conflicting priorities, resource constraints, or communication misunderstandings.
   • You need to drive progress without escalating conflicts.

2. Response Framework: Step-by-Step Explanation of Coping Strategies
   It is advisable to structure the response according to the logic of "Analyze - Communicate - Collaborate - Escalate - Summarize," demonstrating systematic and proactive thinking.

   Step 1: Calmly Analyze and Identify the Root Cause

   • Action: Do not rush to blame the other party; first, internally identify potential reasons. For example:
     • Is the other department overloaded with tasks, causing a priority conflict with your project?
     • Are they unclear about the project's value or urgency?
     • Are there historical cooperation issues or communication barriers?
   • Purpose: Avoid subjective assumptions and prepare for targeted follow-up communication.

   Step 2: Proactive Communication to Seek a Win-Win Solution

   • Action:
     1. Contact the other party's lead with a collaborative attitude: Schedule a formal meeting instead of making last-minute催促 (urging), showing respect.
     2. Listen to their perspective: For example: "I'd like to understand your department's current workload to see how we can adjust to minimize the impact on you."
     3. Reiterate common goals: Emphasize the project's overall value to the company and the long-term benefits of cooperation (e.g., improving efficiency for both sides).
     4. Negotiate a specific plan: Propose flexible solutions, such as phased deliveries, adjusted timelines, or proactively offering support resources (e.g., providing data templates to reduce their workload).
   • Purpose: Build trust and transform "your request" into a "shared task."

   Step 3: Refine Collaboration Mechanisms to Reduce Coordination Costs

   • Action:
     • Clarify responsibilities: Document and confirm roles, deadlines, and delivery standards for both sides.
     • Set checkpoints: Regularly synchronize progress to avoid discovering issues at the last minute.
     • Share information: Use collaboration tools (e.g., shared documents) to make the process transparent.
   • Purpose: Optimize processes to reduce buck-passing and make collaboration more efficient.

   Step 4: Escalate Appropriately and Rationally Seek Support

   • Prerequisite: Use only after multiple communication attempts have failed and project risk is significant.
   • Action:
     1. Notify the other party in advance: For example: "If this cannot be completed this week, we may need to inform both managers to adjust priorities to avoid impacting the overall schedule."
     2. Objectively report to your direct manager: Provide facts (e.g., communication records, project risk data), not emotional complaints.
     3. Request resource coordination: Suggest a joint meeting between managers to determine priorities.
   • Purpose: Demonstrate accountability for the project while maintaining inter-departmental relationships.

   Step 5: Summarize and Reflect to Improve Long-Term Collaboration

   • Action:
     • After the project concludes, review the collaboration process with the other department and solicit suggestions for improvement.
     • Before future cross-departmental projects, align goals with other departments in advance and establish regular communication mechanisms.
   • Purpose: Show continuous improvement awareness by turning problems into organizational learning.

3. Additional Answering Techniques

   • Incorporate Examples: Briefly describe a past successful case using the STAR method (Situation, Task, Action, Result).
   • Emphasize Soft Skills: Such as empathy ("I understand the pressure your department is under") and result orientation ("Ultimately delivered 2 days ahead of schedule").
   • Avoid Pitfalls: Do not blame others, do not bypass hierarchy when reporting, and do not exaggerate your personal contribution.

By following these steps, you can demonstrate both problem-solving skills and professional maturity.