5335 Wisconsin Ave. NW, - Suite 440
Washington, DC 20015

Close to Metro
(Friendship Heights -
Red Line)

PHONE (202) 274-1822
FAX (202) 274-1824
TDD (800) 630-1415

pmaida@keybridge.org

 
What is the CDP?

It is an instrument that enables businesses to recognize and prevent conflict in the workplace

 

CONFLICT DYNAMICS PROFILE PROVIDES A COMPLETE CONFLICT PROFILE INCLUDING

  • 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 behaviors harm one’s position in a particular organization
  • Full-spectrum 360 with feedback delineated among boss, peers, and direct reports
  • Multiple areas of feedback including hot buttons, organizational perspective, open-ended comments from others

CDP FIVE THEMES

  • The CDP is explicitly based on a behavioral orientation
  • People can change the way they respond to conflict
  • Conflict can best be thought of as an unfolding process
  • The earliest responses to conflict have the largest effect on how conflict unfolds
  • The more people know, the better equipped they will be to change

APPROACH

  • To focus explicitly on specific behavioral responses to conflict, and how they might be changed
  • To examine the way conflicts unfold over time
  • To start with the assumption that conflict is inevitable; it cannot, nor should it be, avoided
  • The goal of successful conflict management is not its elimination, but to reduce harmful effects and maximize its useful ones

CDP-I INDIVIDUAL AN ALTERNATIVE TO THE CDP-360

Completed only by the individual and not by boss, peers, or direct reports 36 items
tapping the 9 situations/people causing the greatest degree of irritation to the individual

  • Unreliable
  • Overly analytical
  • Unappreciative
  • Aloof
  • Micro-managing
  • Self centered
  • Abrasive
  • Untrustworthy
  • Hostile

Bridging Differences to Achieve Success