Conflict Dynamics Profile – Your conflict profile make the difference.

The CDP method is a scientifically standardized and evaluated procedure with universally applicable profiling instruments and crisis intervention tools. It can be used to further develop conflict competence as an essential factor of cooperation and leadership in a targeted manner.

The Conflict Dynamics Profile® (CDP).

The Conflict Dynamics Profile® (CDP) method is a unique procedure in the world. This method serves:

  • the diagnosis of conflict behavior and emotional triggers (management of emotions)
  • the derivation of learning objectives and development measures in the role and cultural context
  • and the proactive and solution-oriented management of conflicts and crises (Conflict Resolution).

Strengthening self-reflection:

  • on conflict attitude
  • on the effect chains of emotion and behavior
  • on measuring behavior and deriving targeted development measures
  • and to identify the best possible, proactive and effective conflict resolution options.

There are two versions of the CDP-Profiling (test-diagnostic) in several languages – the CDP-Individual (self-assessment) and the CDP-360 (360 degree feedback). In addition to the self-assessment, the CDP 360 contains several third-party assessments relating to the person being assessed (supervisor, colleagues, employees, customers, etc.) and also places the results in the cultural context of the organizational unit.

Profiling and Coaching: Use of CDP Test Diagnostics.

Proven applications range from recruiting (external) or talent management when filling key positions (CDP Individual Profile/CDP 360), to team development (CDP Team Profile) and coaching of key talents and executives (CDP Individual Profile/CDP 360).

Organizational and cultural development: use of the CDP method and the ILD Conflict Compass.

The CDP is also an excellent tool to analyze and develop the conflict and leadership culture of an organization. The language of the tool provides a very good basis for joint discussions in the area of workplace conflict. The CDP method is also used in the development and alignment of corporate values and to evaluate their implementation.

Team development and the CDP method.

Especially in team development, CDP profiling is very helpful and proven. In addition to the individual profiles of the team members, team reports are created that show which conflict behavior is preferred in the team and which behavior leads to disruptions in the team. The team report also provides information about “hot buttons”, i.e. emotional triggers, and associated team values. Team members can use the CDP method and the ILD Conflict Compass to learn how to better resolve conflict within the team.

Profiling and coaching: using the CDP test diagnostics.

Conflict competence is an essential key competence of today’s collaboration and leadership. Any personal development starts with attitude and self-reflection. The CDP test diagnostics (CDP Individual and CDP 360) is an essential starting point for this. The CDP test diagnostics reflect one’s own behavior in relation to global norm values of other people in the work and role context. The CDP Individual as a self-assessment procedure and the CDP 360 as a “multi-feedback procedure” for the assessment and targeted development of behaviors in conflict and the successful management of emotions are of great importance. Dynamize your role-related competencies! macos/deepLFree.translatedWithDeepL.text

CDP Feedback Reports.

The CDP-Individual Feedback Report (CDP-I; self-assessment) includes profiling results on 15 behaviors and nine emotional triggers that have been scientifically normalized and evaluated over the long term to have the greatest impact in a conflict. Graphs show measurement results of constructive and destructive as well as active and passive conflict behaviors. It also shows the “hot buttons”, which are behaviors of others that can irritate and emotionalize us (emotional triggers).

In the CDP-360 Feedback Report (self and peer assessments), the following results are shown in addition to the above self-assessment:

  • Rater Profile (strength of knowledge of the third-party assessor about the person being assessed).
  • Comparison of self-assessments and third-party assessments cumulatively and according to individual groups of third-party assessments (boss, peers, direct reports, etc.)
  • Discrepancies profile
  • Conflict phase profile
  • Organizational/conflict culture profile
  • Verbal Comments

In addition, there are extensive materials for both instruments. The instruments are available in several languages such as English, French, German or Spanish.

ILD has been using the CDP method in these products since 2011.

  • Profiling (e.g. for decision makers, high potentials and teams).
  • Evaluation (e.g. for decision makers, high potentials and teams)
  • Qualification as Conflict Coach™ (e.g. for coaches, HR, compliance officers)
  • Situational Coaching (conflict and crisis intervention in the work context).
  • 4Cs of Leadership® Conflict Module (for decision makers)
  • Executive Coaching and Team Coaching (e.g. through CDP-I, CDP 360 and CDP Team Profiling)

Institute for Leadership Dynamics (ILD) is a long-standing strategic partner of the Leadership Development Institute (LDI) and the Mediation Training Institute (MTI) in Europe – both renowned institutes of Eckerd College University (FL, USA), which have been working in close cooperation with the world-renowned Center for Creative Leadership (CCL) for over 30 years. CCL is one of the top 10 leadership institutes worldwide. macos/deepLFree.translatedWithDeepL.text