These are but a subset of the total Hot Button test included in the Conflict Dynamics Profile (CDP) so you may have other hot buttons as well.
In addition to hot buttons the CDP provides a comprehensive overview of both constructive and destructive responses to conflict as well as organisational perspectives on conflict behaviours. We invite you to learn more about the CDP instrument, reports and training.
Below you will find information about your particular hot button, and how to cool it. This information is taken from the book, Managing Conflict Dynamics-A Practical Approach, which comes with the CDP. and provides practical advice for how to deal more effectively with conflict.
The worst sin toward our fellow creatures is not to hate them, but to be indifferent to them; that's the essence of inhumanity. George Bernard Shaw
Those who are aloof isolate themselves, do not seek outside input, and are not open with others. They are detached and distant. Communication with an aloof person tends to be formal and sparse. When an aloof manager delegates tasks, for instance, s/he may do so without providing enough guidance as to what to do, how and when to do it, and within what limits.
Aloof individuals' "hands-off" style may also result in a lack of feedback regarding performance, and this can leave people with a great deal of uncertainty about where they stand and whether their work is acceptable. This style can also, however, be beneficial, in that it encourages independence and self-sufficiency. Take advantage of your freedom from oversight and guidance; become self-reliant.
In a non-accusatory yet direct way, tell aloof individuals you want more contact with them.
Emphasise that you:
Encourage participation in discussions by asking open-ended questions such as:
Counteract an aloof person's attempts to postpone an issue or problem.
Make an effort to get to know the aloof person.
Be a role model.
Dynamic Fact: According to our research, managers are more irritated than non-managers by co-workers who are aloof.