To a considerable degree, the Conflict Dynamics Profile® was developed in response to the approach taken by a number of existing measures. Such instruments as the Thomas-Kilmann Instrument (Thomas & Kilmann, 1974), Negotiating Styles Profile (Glaser & Glaser, 1996), and Rahim Organizational Conflict Inventories (Rahim, 1983) are all based on a model similar to or derived from that of Blake and Mouton's (1964, 1970) theoretical model, which argues that conflict style results from one's standing on two underlying dimensions: a desire to satisfy one's own needs, and a desire to satisfy the other person's needs. As a result, the constructs measured by those instruments (avoidance, accommodation, compromise, collaboration, and competition) are fundamentally defined in terms of ultimate goals such as avoiding conflict or winning a negotiation.

The Conflict Dynamics Profile, on the other hand, is explicitly based on a behavioural orientation. That is, rather than try to identify conflict "styles" -- which represent a combination of behaviour, personality, and motivation that can be difficult to change -- we made the decision to focus exclusively on the behaviours people typically display when faced with conflict. We made this choice for two reasons. First, focusing on specific sets of behaviours would allow detailed examination, and subsequently greater understanding, of how people typically respond to conflict. Second, an explicit behaviorual approach, we believed, would provide especially useful information to individuals whose goal is to change.

Because we do not focus on personality and motivation, but only on how people act, we take the optimistic position that people can change their behaviour for the better. That is, people can change the way they respond to conflict, and the more people know, the better equipped they will be to change. Specifically, the more they know about how they act before, during, and after conflict, what sets them off most easily, and what responses to conflict are especially harmful in their own organisation, then the better equipped and (it is hoped) motivated they will be to change.

As a psychometrically sound instrument, the CDP shows solid evidence of reliability and validity and has been normed against a variety of organisations. Easily completed in 20-25 minutes, the CDP comes with a thorough Development Guide offering practical tips and strategies for strengthening conflict management skills.

Simply put, once you are more fully aware of your automatic "reactions" to a conflict, the better you will be able to self-manage your "responses" to that conflict and properly de-escalate it more effectively.

There are two versions of the Conflict Dynamic Profile:

CDP-I - an individual self-assessment survey

CDP-360° - a multi-rater/360° -type assessment

Sharon Hudson, of Talent Tools has been fully-trained and certified to
administer and provide training using the CDP-I and CDP-360° Profiles.

The CDP is applicable to individual, team and organisations of all types.

1. Stand alone CDP assessment (includes Developmental Guide) and a one-hour feedback session for individuals or groups of employees
2. Assessment and Development Guide used in context of a training session or facilitated retreat. Your training or ours
3. Assessment and Development Guide used in conjunction with conflict coaching

To see how you, or your organisation can benefit from this service, please contact us 

by email or phone 61 7 3862 2859

About the CDP-I

The CDP-Individual (CDP-I) is the self-assessment version of the CDP. It is available in both paper/pencil and electronic versions. It uses the same questions about behavioural responses to conflict and hot buttons as the CDP-360°. Each person taking the CDP-I gets a feedback report and a development guide.

While the CDP-360° provides richer feedback from others, the CDP-I is excellent when a simpler, less expensive assessment instrument is needed.

Feedback Report
The CDP-I feedback report includes graphs that:

1.Identify your Constructive Responses, that is, how well you demonstrate the following desirable behaviors during a conflict

2.Identify your Destructive Responses, that is, how well you control the following undesirable behaviors during a conflict

3.Identify your Hot Buttons, that is what tends to frustrate or irritate you about how others behave

View a sample CDP-I Report

Development Guide

The CDP-I Development Guide contains over 40 pages of tips for individual improvement in the area of conflict resolution. Each of the 15 Constructive/Destructive scales is featured with a description of the scale, interpretive information, and developmental suggestions for scores out of the average range. The section on Hot Buttons highlights "cooling strategies" for dealing with people and situations that you find most annoying. In addition, the guide includes an action planning worksheet which outlines steps for further development.

Order the Conflict Dynamics Profile - Individual (CDP-I) Self-Assessment

CDP-360° Overview

The CDP-360° is our preferred multi-rater tool for soliciting feedback from Up, Down, Across, Outside, and Within aperson’s sphere to produce a complete "conflict profile" from which to coach, mentor, and consult.

The CDP-360° is a multi-rater version of the CDP that is available in both paper/pencil and online formats. People who take the CDP-360° receive a feedback report and a development guide.

The CDP-360° produces a complete "conflict profile" by providing feedback on:

• what provokes an individual (Hot Buttons)
• how that individual perceives the way s/he typically responds to conflict
• how others view that individual responding to conflict
• how the individual responds before, during and after conflict
• which responses to conflict have the potential to harm one's position in a particular organization

Feedback Report
The CDP-360° Feedback Report presents results in text form as well as in clear, understandable tables and graphs. The 22-page Feedback Report includes the following:

•Active-Constructive Response Profile
Four ways of responding to conflict which require some effort on the part of the individual, and which have the effect of reducing conflict: Perspective Taking, Creating Solutions, Reaching Out, and Expressing Emotions.

•Passive-Constructive Response Profile
Three ways of responding to conflict which have the effect of dampening the conflict, or preventing escalation, but which do not require any active response from the individual: Reflective Thinking, Delay Responding, and Adapting.

•Active-Destructive Response Profile
Four ways of responding to conflict which through some effort on the part of the individual have the effect of escalating the conflict: Winning at All Costs, Displaying Anger, Demeaning Others, and Retaliating.

•Passive-Destructive Response Profile
Four ways of responding to conflict which due to lack of effort or action by the individual cause the conflict to either continue, or to be resolved in an unsatisfactory manner: Avoiding, Yielding, Hiding Emotions, and Self-Criticizing.

•Scale Profile
How one's typical responses during conflict are viewed by his/her boss, peers, and direct reports.

•Discrepancy Profile
The particular responses to conflict on which one's self-perceptions and those of others differ most markedly.

•Dynamic Conflict Sequence
How constructively and destructively one responds to conflict before it begins, while it is underway, and after it is over.

•Organizational Perspective on Conflict
The particular responses to conflict which are especially discouraged in one's organization; regularly engaging in these responses can have severe negative effects for one's career.

•Hot Buttons Profile
The types of people and situations most likely to irritate the individual and provoke conflict.

•Developmental Feedback
Direct comments about one's responses to conflict from his/her boss, peers, and direct reports.

• Developmental Worksheets
Two worksheets to aid the individual in identifying his/her clearest opportunities for development.

View a sample CDP-360° feedback report.

Enquire about, or Order the Conflict Dynamics Profile Multi-Rater (CDP-360°) Assessment
 

Managing Conflict Dynamics: A Practical Approach

Accompanying the Conflict Dynamics Profile Report is a detailed and user-friendly development guide. Over 115 pages in length, Managing Conflict Dynamics: A Practical Approach is based on the idea that while conflict itself is inevitable, ineffective and harmful responses to conflict can be avoided, and effective and beneficial responses to conflict can be learned. Better conflict management is the goal of this guide, and its focus is particularly on those areas in which individuals have the most control -- contending with provocation and appropriately responding to conflict.

While this guide accompanies the Conflict Dynamics Profile, it can easily be used without the instrument for anyone interested in improving his or her conflict management skills. All the information, advice and activities are described in as format that is easy to understand and follow. Managing Conflict Dynamics: A Practical Approach is available for purchase separately.

Topics covered include:

• Confronting conflict while building relationships
• Managing emotions (yours and others)
• Resolving conflict
• Accepting conflict
• Cooling your Hot Buttons
• Order the Conflict Dynamics Profile Multi-Rater (CDP-360°) Assessment
• Order Managing Conflict Dynamics: A Practical Approach
  

Order Managing Conflict Dynamics: A Practical Approach

Melbourne:  14 August 2009

Brisbane:  24 August 2009