Conflict Dynamics Profile^® Assessments

The Conflict Dynamics Profile Individual/Self (CDP-I) Assessment
The Conflict Dynamics Profile 360°/Multi-Rater (CDP-360°) Assessment

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:

1. CDP-I - an individual self-assessment survey

2. 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/Self (CDP-I) Assessment

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

The Conflict Dynamics Profile-Individual (CDP-I) self-assessment is an excellent tool for identifying what you likely do well (and poorly) in real (and perceived) conflict situations. Includes the CDP-I assessment, findings report, development guide, and a 30 to 45-minute, 1-on-1, debriefing/review by telephone, to help you make sense of - and derive the most value from - your results.

The Conflict Dynamics Profile 360°/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:

• 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.

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:

• Confronting conflict while building relationships

• Managing emotions (yours and others)

• Resolving conflict

• Accepting conflict

• Cooling your Hot Buttons

Order the Conflict Dynamics Profile 360°/Multi-Rater (CDP-360°) Assessment

The Conflict Dynamics Profile-360° (CDP-360°) is GGCI's preferred multi-rater-type assessment for soliciting feedback to produce a complete "conflict profile." Includes the CDP-360° assessment survey, findings report, an extensive development guide, and a 1½ to 2-hour, 1-on-1, debriefing/review by telephone, to help you make sense of - and derive the most value from - your results.

For more on Improving your Conflict Competence, read:
"AVOIDING Conflict is NOT The Goal"
an important article by Barry Zweibel
http://www.ggci.com/publications/avoiding-conflict-is-not-the-goal.pdf 

The information and testing methodology provided herein is provided by, and used with permission from, The Center for Conflict Dynamics. The Center for Conflict Dynamics has trained and certified Barry Zweibel, president of GottaGettaCoach!^®, Inc. to administer both CDP-I and CDP-360° versions of the Conflict Dynamics Profile^®, provide relevant feedback, and deliver related conflict programs throughout the United States.

And consider these other fine assessments, as well:

Executive Intelligence/Promotability Index. The ex~I/P is GGCI's preferred 360°-type for soliciting feedback from your peers and supervisors about your "Executive Intelligence."

Interpersonal Influence Inventory. The III is GGCI's preferred self-assessment-type tool for  understanding how you "come across" to others.

Leadership Practices Inventory. The LPI is GGCI's preferred 360°-type tool for soliciting feedback from your direct reports.

 (CDP Information courtesy of www.conflictdynamics.org.)