Managing conflicts begins with being better aware of your conflict behaviors
Unresolved workplace conflicts can cost an organization a great deal of time, money and stress.
They inhibit actions, hamper innovations, drain energies and create negative working dynamics.
Conflict is an escalation of a disagreement which is its common prerequisite and is characterized by the existence of conflict behaviors
in which the beings are actively trying to damage one another.
The Conflict Dynamics Profile CDP is a powerful assessment instrument which provides managers and employees with a greater awareness of how they respond when faced to conflict situations. So that they can improve on those behaviors causing the most problems or choose those behaviors
which will help them achieve their goals.
The CDP focus on conflict behaviors emphasizes an action oriented approach and a more effective conflict management skills.
Conflict is a sensitive topic, and receiving feedback about one’s conflict-related behavior can have a powerful impact on the individual. Test-takers may therefore need reassurance that the information contained in the CDP Feedback Report really implies nothing about their overall level of ability, technical expertise, or personal worth and value.
Instead, the CDP provides individuals with useful information regarding a very specific kind of situation: how they respond when faced with people who have different or opposing goals, needs, desires, perceptions or ideas. Situations such as these may lead to very different outcomes, either harmful or beneficial, depending on how one responds during this unfolding process.
The goal of the CDP Feedback Report is first to identify those ways in which people respond to conflict in a constructive fashion-that is, responses that help keep conflict focused on the exchange of ideas. The second goal is to highlight those behaviors that may move conflict in a harmful direction. Thus, the purpose of CDP feedback is to help people gain insight and awareness into the dynamic process of conflict, including how they themselves act during that process, with the ultimate goal of building stronger and more satisfying interpersonal relationships.