Assessment
Conflict Dynamics Profile (CDP)
How a person understands, approaches and manages conflict at work: the hot buttons, the preferred responses and the behavior under stress.
What it is
The Conflict Dynamics Profile (CDP) is a leadership development tool that looks at how a person understands, approaches and manages conflict in the workplace.
By identifying conflict triggers, preferred responses and behavior under stress, the CDP helps a leader handle disagreement constructively and build a healthier, more collaborative working environment.
- What it measures
- How a person understands, approaches and manages conflict at work: conflict triggers (hot buttons), preferred responses, and constructive and destructive behaviors under stress.
- When we use it
- In the coaching process and in leadership development, when conflict in a team or with stakeholders is the work.
What it gives a leader
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Increasing self-awareness of conflict triggers
The CDP helps a leader identify the specific hot buttons that may lead to conflict, such as feeling ignored, criticized or micromanaged.
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Developing constructive conflict behaviors
The CDP evaluates both constructive and destructive responses to conflict, and shows how a leader naturally handles disagreement.
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Reducing destructive conflict responses
A leader may also show destructive responses to conflict, such as defensiveness, withdrawal or dominating the conversation.
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Enhancing emotional intelligence in conflict situations
The CDP emphasizes the part emotional intelligence plays in managing conflict.
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Fostering a culture of collaboration and open communication
A leader who addresses conflict constructively can build a culture that values open communication and collaborative problem-solving.
The Conflict Dynamics Profile enables a leader to handle conflict with greater awareness, empathy and effectiveness. Better conflict management builds a more resilient, collaborative team, and lets a leader lead through challenges with confidence and composure.
Where it sits
Inside the coaching process
This instrument is used inside the coaching process, at the assessment step. The full coaching process
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In this first meeting we establish a strong connection and clear alignment. We explore your goals, discuss what success looks like for you and make sure we are a good fit for the work ahead. This foundation sets the stage for work that has an effect.
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Using a trusted assessment, we look closely at your strengths, your growth areas and your natural tendencies. These insights give you a deeper understanding of your own leadership style, and help us identify the specific areas that will support your growth and resilience.
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We collect feedback from the people who work closely with you: your colleagues, direct reports and supervisors. These insights give a rounded view of how others perceive your impact, which helps us pinpoint the key areas for development and for alignment with organizational goals.
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Together we design a personal development plan with concrete steps, timelines and measurable goals. The plan keeps you focused and makes sure each step aligns with your professional goals and your organization’s priorities.
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Our regular sessions give you the support, accountability and feedback needed to address challenges and refine your strategies. This is where the real change happens, as we translate insights into steps you can act on that make a lasting difference.
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Midway through, we pause to review your progress. This is a chance to recognize what has been achieved, work through any obstacles and make sure your development plan is still aligned with your goals. We adjust as needed to keep you moving forward with confidence.
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As the formal coaching concludes, we outline a clear plan for continuing your growth and applying your insights on your own. This path forward equips you to sustain and build on your progress long after our sessions end.
Common questions
What does the Conflict Dynamics Profile measure?
How a person understands, approaches and manages conflict at work: conflict triggers (hot buttons), preferred responses, and constructive and destructive behaviors under stress.
When is the Conflict Dynamics Profile used in coaching?
In the coaching process and in leadership development, when conflict in a team or with stakeholders is the work.
Who is executive coaching for?
CEOs and senior leaders, and their teams. Each of the three coaches held senior operating roles before coaching, so the conversation is with someone who has sat where you sit.
How do I start?
With a short note through the form on this page, saying what you are facing. A coach replies personally.
Is executive coaching confidential?
Yes. All coaching conversations are completely confidential. Information is shared only with explicit written consent, and written agreements protect your privacy and intellectual property. The one exception is a legal obligation to report an immediate risk of harm.
Talk to an executive coach.
Thank you.
Your note is on its way. One of the three coaches will reply to you personally.