The way in which we manage conflict has developed over years of learning. We learn from our role models early in life; we see what emotions, reactions, and strategies are acceptable and not acceptable. Societal norms, gender roles, cultural context, and personal experiences all shape and frame how we view conflict.
The Carnelian Conflict Styles Indicator is a two-dimensional model that represents two characteristics:
1 – Level of Engagement – How engaged or committed the person is to participate in resolution, while preserving the relationship whether consciously or unconsciously done. (1) Low level of engagement is a self-centered view; (2) Guarded engagement means there is some withholding; (3) Participative is fully engaged and ready for productive involvement.
2 – Level of Disclosure – How open and accepting the person is to sharing ideas with and receiving feedback and involvement from others. (1) Low level of disclosure is submissive or passive and not willing or likely to share openly; (2) Assertive disclosure is healthy and productive with respect and consideration given to all focusing on behaviors and actions of others, not them personally; (3) Aggressive disclosure represents one-sided communication where the individual’s viewpoint is shared but there is a lack in remaining open to the views of others whether consciously or unconsciously done.
There are five primary conflict response modes or styles: Collaborating, Accommodating, Competing, Avoiding, and Compromising. While we are a mix of styles, we typically have a dominant style(s) that we default to, as it is the most comfortable and natural. Although we each tend to be better at, and more comfortable with, certain types of behavior in conflict situations, we don’t always respond in the same way; we may use different styles in different situations. For instance, you may have a primary orientation mode with family and a different orientation mode with friends or teammates. What conflict styles tell us is useful because we can choose techniques and skills that move communication forward, taking into consideration the perspective of conflicting parties.
This assessment includes a style indicator and a reference guide with explanations to assist you in processing and understanding the results of your assessment. By taking this assessment you have started your journey to understanding yourself and others better and having additional alternatives in how you respond in various situations.
Learning Objectives
This assessment will allow you to step out of your comfort zone to use styles, strategically, that may or may not be dominant styles for you. You will gain the ability to be versatile and fluent in the use of styles by responding appropriately to individuals in specific situations. Specifically, you will:
- understand how styles influence behavior, speech, and actions
- gain insight into your style
- see the value of different styles in different situations
- read and react appropriately to the style of others
- improve relationships by managing conflict more effectively
Process, Results, and Reference Guide
In a moment you will take the Carnelian Conflict Styles Indicator to identify your level of resourcefulness and preference in each of the five conflict styles: Collaborating, Accommodating, Avoiding, Competing, and Compromising. Once you complete the payment process an email will be sent to you with a link to the conflict styles indicator directly. Make sure to save this email, as it is your record proof of purchase. Next, you will follow the link supplied and complete the indicator. Once you have completed the indicator and submitted it, you will receive a personalized reference guide via email with a personalized summary report outlining your preferred Conflict Style(s), with an interpretation sheet explaining the results and next step(s) for strategizing and developing a plan to use the conflict styles to obtain the best out of yourself and others. We hope you find value in the results.
I-AD offers other services to add value to your personal and professional growth. Consider meeting with coach or training consultation to enhance your complete organization.
Coaching
Looking for a more in-depth discussion on interpreting the usefulness of your results? Coaching sessions are available to purchase with an expert coach on Conflict Styles. Please go to I-AD Topic Exploration Coaching Services to purchase and schedule a coaching session.
Training Consultation
Looking for a way to enhance your team and office interaction with one another? You may want to consider discussing these needs by contacting an I-AD Consultant and Master Trainer.
