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> Assessments > Leadership Development >
Conflict Dynamics Profile (CDP)
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The Conflict
Dynamics Profile (CDP) was developed, by Eckerd
College in Florida, U.S.A., 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
behaviors causing the most problems. The CDP's focus on
conflict behaviors, rather than
styles, emphasizes an action-oriented approach which lessens
the problems associated with harmful or unproductive forms
of conflict and results in more effective conflict management
skills.
The CDP® was developed based upon the Dynamic
Conflict Model (below). An important feature
of the Dynamic Conflict Model is the concept of Hot Buttons
-- those situations and individuals that are annoying,
frustrating or upsetting. An individual's Hot Buttons
can be thought of as the kinds of people or behaviors
that are especially likely to serve as precipitating events
for that person. When pushed, Hot Buttons can provoke
one into starting or escalating a conflict. By understanding
and examining the links between provocation and response,
it becomes easier to control one's behavior.
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.
The CDP produces a complete “conflict profile”
by providing feedback on
• What provokes an individual
• How an individual perceives the way he or she
typically responds to conflict
• How others view the individual responding to conflict
(360 version)
• How the individual responds before, during and
after conflict
• Which behaviors harm one’s position in a
particular organization
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, it is applicable for all types of organizations,
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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