The CDP focuses on conflict behaviours, not styles. Since behaviours are more susceptible to change, the CDP is designed to bring tangible improvements to a person's performance. The CDP is also available in both self-assessment and multirater versions with the latter including feedback delineated among boss, peers, and direct reports. The multi-rater version of the CDP produces a complete "conflict profile" by providing feedback on:
The instrument also comes with a thorough Development Guide containing information, advice, and activities for strengthening conflict management skills and building strong interpersonal relationships.
what provokes an individual
how that individual perceives the way he or she 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 organisation
What are the key benefits of the CDP?
The CDP offers a full range of benefits to your organisation:
provides a strategy for addressing workplace conflict
improves individual and team performance
reduces management time spent dealing with conflict
increases leadership capabilities by developing stronger conflict resolution skills
builds a win-win conflict culture
When to use the CDP-360 instead of the CDP Individual?
Although both versions of the CDP offer feedback about conflict behaviours, there are differences between the two instruments which should be considered before planning training/coaching interventions. The primary distinction is that the CDP-I is a "self-report" (it only looks at how you view yourself), whereas the CDP-360 is a full-spectrum tool which gives not only your self-view but also delineates feedback from the boss, peers, and direct reports. In addition, the CDP-360 feedback report is much more extensive than the CDP-I feedback report and offers an in-depth view of a person's responses to conflict.
Given this difference, some users choose the CDP-I for introductory programs, situations where the participants are less experienced, or as part of a longer program where many topics are being discussed. The CDP-360 is ideal for mid to upper-level managers who want concentrated feedback, programs specifically on conflict, or instances where a person has already taken the CDP-I and would now like to go further with their developmental planning. Much depends on the objectives of the intervention, the person's previous experience with assessment instruments, and the overall context in which the feedback will be given.
The Conflict Dynamics Profile (CDP) was developed to prevent harmful conflict in the workplace. It provides managers and employees with a greater awareness of how they respond when faced with conflict so that they can improve on those behaviours causing the most problems.
The CDP's focus on conflict behaviours, rather than styles, emphasises an action-oriented approach which lessens the problems associated with harmful or unproductive forms of conflict and results in more effective conflict management skills.
There are two versions of the CDP: the CDP-360 and the CDP-Individual (CDP-I). The CDP-I is a "self-report" (it only looks at how you view yourself), whereas the CDP-360 is a full spectrum tool which gives not only your self-view but also delineates the feedback from bosses, peers, and direct reports.
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.
Applicable for all types of organisations, the instrument can be used within the context of an existing training program, as a stand-alone assessment for an individual or group of employees, or as part of a coaching intervention.
Top of Page
Applications of 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, the primary applications are:
One of the primary uses of the CDP is to help individuals, teams, and organizations resolve specific conflict issues. Not only can it be used as a "preventative" tool to reduce the amount of conflict in the future, but it also can be used to address current, ongoing situations. The conflicts can range from a one-on-one disagreement to a dysfunctional team, to an overall pattern throughout an organization of destructive conflict management. Whatever the scenario, the CDP can identify the problem areas and target specific areas for improvement.Leadership Development
Our research suggests that effective conflict management is one of the primary development needs of leaders and managers. Specifically, skill in the four Active/Constructive scales (Perspective Taking, Creating Solutions, Expressing Emotions, and Reaching Out) is related to promotion and the perception of excellent leadership skills.
Given how pervasive conflict is, it is essential that people have the skills to handle it effectively. By focusing specifically on this one topic, the CDP provides managers with in-depth feedback on their responses to conflict and how their behaviours impact others.
The CDP can be used as part of an internal leadership training program, or certified users can choose to conduct Resolving Conflict Effectively, an already designed, skill-building course built around the CDP. In either case, this critical skill-set is addressed.Career Development/Individual Coaching
The CDP can be used alone or in combination with other assessment tools to help talented managers and individual contributors move into more complex or demanding roles and prepare them for future career growth. In some cases, employees have a distinct development need in the area of conflict resolution, and the CDP can provide thorough information as to what specific areas need to be addressed. This approach is often used in one of the three following scenarios:
The employee has attended some type of training program either within the organization or from an outside vendor and would like additional, follow-up coaching specifically in the area of conflict resolution;
The employee does not particularly like group learning environments and prefers a one-on-one setting; or
The employee, although a high performer, does not handle conflict effectively and needs targeted assistance.
In each of these cases, feedback on the CDP and subsequent developmental planning with Managing Conflict Dynamics: A Practical Approach can be very beneficial. A combination of coaching by telephone, face-to-face goal-setting sessions, on-site "shadowing," ongoing evaluation of progress, and reassessment over a designated period of time can result in great improvement.
Unresolved conflict can be devastating to a team. Communication breakdowns often lead to avoidance and resentment which, in turn, lead to lower satisfaction and productivity. Conducting a team intervention with the CDP (and possibly other assessment tools) can be the starting point for establishing guidelines for handling conflict in the future. Even with high functioning teams, there usually are areas of conflict, which, if not addressed, have the potential to derail the team.
Having each member of the team receive feedback on the CDP helps team members identify problem areas and foster a more cohesive and supportive team environment. Facilitating open and honest discussions about specific issues can really improve the team dynamics and provide an enhanced working environment.
The CDP can be used on a company-wide scale to maximize the potential of the entire organization. Before implementing any organizational development initiative, there is great value in first diagnosing and understanding the role of the organization's "culture" and its impact on the new initiative. The CDP-360 looks specifically at the Organizational Perspective on conflict and which responses to conflict are especially problematic in a particular organization.
Widespread feedback throughout an organization establishes the foundation needed for changing an organization's "conflict culture" to one where effective responses to conflict are the norm rather than the exception. Every job, no matter what level or type of organization, requires some aspect of dealing with conflict, so a comprehensive approach can benefit the organization as a whole.
The CDP-360 can be used with organizations during transitions or restructurings to deal more effectively with the misperceptions, anxieties, and culture clashes which often arise during times of change. Although recurring change is the norm in organizational life today, people often underestimate the emotional and intellectual challenges that come with it. Using the CDP-360 during these times can surface issues that may be causing problems and conflicts among employees. The written, developmental feedback is especially useful during mergers and acquisitions to help establish the guidelines for future interactions in the "new" company.
The CDP-360 can be used as one of the factors considered in promoting decisions. In combination with additional assessment tools and other methods such as in-depth interviews, simulation exercises, and job fit analyses, the CDP-360 adds a comprehensive and objective view of a candidate's behaviour in dealing with conflict, a key skill as a manager progresses up the ladder.
Composite information (Group Profiles) on the CDP can be invaluable in determining future training needs. Areas of strength can be celebrated, and development areas can be specifically addressed in targeted, follow-up training. Group Profiles can be produced for intact teams, specific departments, or the organization as a whole.
The CDP can be used in counselling settings as one strategy of building mutual understanding and cooperation. Many of the scales on the instrument directly address common communication issues which often arise in interpersonal conflict. Once identified through the CDP, these issues can become the focus for improving the relationship.
How much does the CDP Instrument cost?
The cost varies depending on the number of reports purchased at any one time, and the debriefing requirements and other service options chosen by the purchaser. Please contact Talent Tools to discuss your requirements.
Top of Page