Workplace Conflict Solutions

Conflict Management Tools & Training

Talent Tools provides a range of workplace conflict management training courses and workshops utilising the Conflict Dynamics Profile (CDP) assessment. We provide training throughout Australasia. Public, In-house, Retreat and On-line options are available.

The Conflict Dynamics Profile, an assessment instrument for dealing with conflict behaviours in the workplace, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict. Two versions of the instrument - the CDP-Individual (CDP-I) and CDP-360 - provide practical solutions for promoting more effective conflict resolution. Based on these triggers and responses, the Conflict Dynamics Profile then provides practical approaches for improving behaviours that promote more effective workplace conflict resolution.

The CDP is the premier instrument measuring behavioral responses to workplace conflict.  It is used in training, coaching, and conflict management contexts.  Our courses and workshops incorporate the CDP to improve self-awareness and to help people manage emotions and engage with others constructively.

The Conflict Dynamics Profile, an assessment instrument for dealing with conflict behaviours in the workplace, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict. Two versions of the instrument - the CDP-Individual (CDP-I) and CDP-360 provide practical solutions for promoting more effective conflict resolution. Based on these triggers and responses, the Conflict Dynamics Profile then provides practical approaches for improving behaviours that promote more effective workplace conflict resolution.

We can help if . . . 

  • you, or your managers spending too much time dealing with conflict
  • team efficiency being compromised
  • productivity is decreasing
  • your organisational culture is undergoing change
  • your new leaders need improved conflict resolution skills

It is a little known, and even less understood, fact that conflict is inevitable.

We will help you to manage conflict more effectively and realise the substantial benefits of effective conflict management.

The ability to manage conflict effectively represents a strategic
business advantage.

Reduce costs

  •     Make better business decisions
  •     Implement initiatives more effectively
  •     Achieve substantial return on investment

Increase productivity

  •     Reduce absenteeism and "presenteeism"
  •     Improve the quality of decision making under stress
  •     Foster an environment of creative innovation

Retain your top performers

  •     Strengthen supervisorily and peer relationships
  •     Keep your teams engaged and openly communicating
  •     Give your people the power to make a positive difference

Manage risk

  •     Prevent violence, sabotage, and vandalism
  •     Mitigate legal risks
  •     Better manage public perception of your organisation's brand

How we're different


We provide assessment instruments that are dynamic, powerful and unique. You'll leave with new knowledge about yourself and the way you respond to stressful situations.

Our offerings are founded upon years of academic research. You can trust our assessment instruments that are time-proven and psychometrically sound.

This is our field of study, and we know our subject well. You can expect a distinctive level of systemic comprehensiveness that's unavailable in other instruments.

We provide you with tools that make a difference in the real world. This is the knowledge that you'll use for the rest of your life


Training Courses and Workshop Options.

TitleDescriptionParticipant DemographicDurationDelivery Method

per person, from)

Conflict Dynamics Profile WorkshopsUtilise the Conflict Dynamics Profiles internally in your organisation or as an external consultant

HR Consultants


1 Day





Becoming  Conflict Competent For All Levels1 DayPublic




Resolving Workplace Conflict For All Levels1 DayPublic


Conflict Competent Teams For All Team Members1 - 2 Days





a Conflict Competent Leader



Recommended for EveryoneA must for Leaders

2 DaysPublic





Want all the details about the CDP?   keep reading . . .  or Download the In-Depth CDP Review

What are the key differences between the CDP and other assessment tools?

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:

  • 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

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 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.

About the Conflict Dynamics Profile (CDP) 

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. 

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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:

Conflict Resolution

Management & Leadership Development  

Relationship Counseling

 Individual Coaching/
Career Development

 Team Building

 Change Management

 Organisational Development

 Succession Planning

 Needs Analysis
(Group Profiles)

Conflict Profiles CDP, Conflict Dynamics Profile

Conflict Resolution

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.

Organisational Development

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.

Change Management

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.

Succession Planning

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.

Needs Analysis

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.

Relationship Counseling

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.

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"The practical, conceptual, and psychometric properties of the Conflict Dynamics Profile are superior to any instrument I have used over the past 30 years as a consultant, teacher, and researcher in the field of conflict management. The CDP is a mainstay in my toolkit that has been exceptionally well-received by clients and provides exceptional value."
Dennis M. Dennis, PhD, RN
Founder, Care Full conflict, LLC
Seattle, WA

"The CDP is a jewel of an assessment. Using it will change the way one thinks about and deals with conflict. This tool offers much more than provides concrete suggestions to dramatically change the conflict conversation. The CDP is ahead of its time and needs to be discovered by the business world!"
Susan J. Strong

"From nearly 10 years of experience offering the Conflict Dynamics Profile to clients, I know those insights from the tool and use of the model can turn around a career as well as transform a workplace. The CDP provides reliable feedback that can be quickly grasped for immediate action along with the impetus for sustainable change that can be life and career enriching."
Susan Gunn
Working Dynamics, Inc. Richmond, VA

"In our work with senior executives and executive teams, we find The Conflict Dynamics Profile to be a superior instrument for both coaching and workshop use. By focusing on the behavioural elements of conflict responses, the instrument effectively identifies specific skills to maintain or develop in order to enhance both individual and team effectiveness. Rather than focusing on conflict "style," the CDP offers behavioural descriptions, which provide a much better working surface for development."
The team at Nevins Consulting, Inc.