Conflict Dynamics Profile®
Assessments
Conflict Dynamics Profile Individual (CDP-I)
Self-Assessment
Conflict Dynamics Profile Multi-Rater (CDP-360°) Assessment
CDP Background
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 behavioral orientation.
That is, rather than try to identify conflict "styles"
-- which represent a combination of behavior,
personality, and motivation that can be difficult to
change -- we made the decision to focus exclusively on
the behaviors people typically display when faced with
conflict. We made this choice for two reasons. First,
focusing on specific sets of behaviors would allow
detailed examination, and subsequently greater
understanding, of how people typically respond to
conflict. Second, an explicit behavioral 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 behavior 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 organization, 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
organizations. 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:
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CDP-I - an individual self-assessment survey
-
CDP-360° - a multi-rater/360°-type assessment
Barry Zweibel, of GottaGettaCoach!, Inc. has been
fully-trained and certified to administer both the CDP-I and CDP-360°.
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 behavioral 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:
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Identify your Constructive Responses, that is, how well you
demonstrate the following desirable behaviors during a conflict
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Identify your Destructive Responses, that is, how well you control the
following undesirable behaviors during a conflict
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Identify your Hot Buttons, that is what
tends to frustrate or irritate you about how others behave
Click here to see 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 GGCI's preferred multi-rater tool for soliciting
feedback from Up, Down, Across, Outside, and Within an executive’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:
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what provokes an individual (Hot
Buttons)
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how that individual perceives the way
s/he typically responds to conflict
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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:
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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.
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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.
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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.
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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.
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Scale Profile
How one's typical responses during conflict are viewed
by his/her boss, peers, and direct reports.
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Discrepancy Profile
The particular responses to conflict on which one's
self-perceptions and those of others differ most
markedly.
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Dynamic Conflict Sequence
How constructively and destructively one responds to
conflict before it begins, while it is underway, and
after it is over.
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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.
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Hot Buttons Profile
The types of people and situations most likely to
irritate the individual and provoke conflict.
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Developmental Feedback
Direct comments about one's responses to conflict
from his/her boss, peers, and direct reports.
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Developmental Worksheets
Two worksheets to aid the individual in identifying
his/her clearest opportunities for development.
Click here to see a sample CDP-360° feedback report.
Development Guide
Managing Conflict Dynamics: A Practical
Approach
Accompanying the Conflict Dynamics Profile instrument 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.
Topics covered include:
Order the Conflict Dynamics Profile Multi-Rater (CDP-360°) Assessment
And consider these other fine
assessments, as well:
(CDP Information courtesy of
www.conflictdynamics.org.)
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