Conflict Dynamics Profile® Assessments
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.
Why is understanding your Conflict Dynamics Profile important?
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.
- Stand alone CDP assessment (includes Developmental Guide) and a one-hour feedback session
for individuals or groups of employees
- Assessment and Development Guide used in context
of a training session or facilitated retreat. Your training or ours
- 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
The Conflict Dynamics Profile Individual (CDP-I) Self-Assessment
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
The Conflict Dynamics Profile Multi-Rater (CDP-360°) 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
CDP-Open Development Guide: Managing Conflict Dynamics: A Practical
Approach
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
Conflict
Dynamics Profile (CDP) Public Training
Conflict Dynamics Profile Workshops
Click on your location to see the Workshop Details or to register:
Becoming a Conflict Competent Leader
In-House Training and Team Workshops available by arrangement
For all enquiries, please email or phone us on 61 7 3862 2859
or 61 416 010 701 |