Conflict coaches all over the world are using the Conflict Dynamics Profile® (CDP) as an excellent resource to increase self-awareness and improve conflict management skills. We invite consultants of all kinds (executive coaches, consulting psychologists, organizational development specialists, internal human resources professionals, etc.) to learn how the CDP can be of value to you and your clients.

What is the CDP?

Conflict Dynamics Profile (CDP) Logo

The CDP is unlike any other assessment tool in that it focuses specifically on conflict behaviors, rather than styles. It helps individuals and teams understand how they respond to conflict, what triggers can escalate conflict, and how to manage conflict more effectively. Two versions of the instrument—the CDP-Individual (CDP-I) and CDP-360— emphasize an action-oriented approach which leads to real improvement. A thorough Development Guide provides information and tips for coping with conflict and building strong interpersonal relationships.

Scales

The CDP highlights the following 15 behaviors (as well as 9 “Hot Buttons”) :

Constructive Behaviors

Active Constructive
Perspective Taking
Creating Solutions
Expressing Emotions
Reaching Out

Passive Constructive
Reflective Thinking
Delay Responding
Adapting

Destructive Behaviors

Active Destructive
Winning at all Costs
Displaying Anger
Demeaning Others
Retaliating

Passive Destructive
Avoiding
Yielding
Hiding Emotions
Self-Criticizing

Hot Buttons

Unreliable
Overly Analytical
Unappreciative
Aloof
MicroManaging
Self-Centered
Abrasive
Untrustworthy
Hostile

Using the CDP

Since the topic of conflict is so universal, there are numerous ways to use the CDP. Although the instrument can be given to individuals at all levels and in different types of organizations and settings, its primary applications are with the following groups:

  • Coaches and Practitioners
  • Individuals and Corporate Leaders
  • Educators and Students
  • Government Employees