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Conflict Style Assessment

This free conflict style assessment is designed to help you explore your conflict style and how you handle it.

Conflict management styles assessment

The Conflict Management Styles assessment is designed to help you identify your preferred approach to handling conflict and how adept you are at it.


Gain insight into your natural tendencies when it comes to conflict resolution in both personal and professional contexts, to better navigate disagreements and communicate more effectively.

High conflict personality test

The high conflict personality test is designed to help individuals identify patterns of behavior associated with a tendency to create and maintain conflicts in their relationships.

How you can use this test?

Better understand your conflict styles.
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What's Inside? Get immediate feedback by measuring these traits in you

An assertive conflict-solving style is characterized by individuals who are confident, direct, and firm in expressing their needs and concerns. They are not afraid to stand up for themselves and their beliefs, and they prioritize finding a solution that satisfies their interests. Assertive individuals are skilled at communicating their thoughts and feelings in a respectful manner, which contributes to open and honest dialogue during conflict resolution. They are proactive in addressing conflicts and strive to find win-win solutions that benefit all parties involved.
The problem-solving conflict-solving style is characterized by individuals who approach conflicts with a focus on finding practical and mutually beneficial solutions. These individuals are analytical and objective in their approach, relying on facts and evidence to guide their decision-making process. They actively listen to others' perspectives and seek to understand all sides of the conflict before proposing solutions. Problem-solvers are skilled at brainstorming creative ideas and collaborating with others to reach a resolution that addresses the underlying issues causing the conflict.
Individuals who prefer the compromising conflict-solving style are willing to give up some of their own needs and desires in order to reach a middle ground with others. They value maintaining harmony and preserving relationships, and are willing to make concessions in order to achieve a mutually agreeable outcome. Compromisers are skilled at finding common ground and negotiating solutions that satisfy both parties to some extent. They understand that not all conflicts can be fully resolved, and are willing to accept a solution that is fair and balanced for everyone involved.
The avoiding conflict-solving style is characterized by individuals who prefer to avoid or delay dealing with conflicts. They may feel uncomfortable or anxious when confronted with conflict and may choose to withdraw or ignore the issue altogether. Avoiders may believe that avoiding conflict will prevent negative consequences or maintain peace in relationships. However, this style can lead to unresolved conflicts and underlying tensions that may resurface later. Avoiders may benefit from developing skills in assertiveness and addressing conflicts in a timely and constructive manner.
The accommodating conflict-solving style is characterized by individuals who prioritize maintaining relationships and harmony over their own needs and desires. They are willing to yield to others' preferences and make sacrifices in order to keep the peace. Accommodators are empathetic and considerate of others' feelings, and they value cooperation and collaboration. While this style can be effective in preserving relationships and preventing conflicts from escalating, it may also result in individuals neglecting their own needs and interests. Developing assertiveness skills can help accommodators strike a balance between maintaining relationships and advocating for their own needs.

Conflict Style Assessment

The Conflict Solving Style Test, alternatively known as conflict resolution styles assessment or dispute resolution test, identifies your preferred style of resolving conflict. Understanding this can improve your interpersonal relationships, both professionally and personally.
The Conflict Solving Style Test is related to research in the field of conflict resolution, which looks at the various styles and strategies people use to manage conflict.

Assessment Insights

This Conflict Solving Style test can promote personal growth by helping individuals understand their conflict resolution strategies, guiding the development of effective conflict management skills. It can also foster effective conflict resolution in interpersonal settings.

For instance the test can be used to identify the different conflict resolution styles of team members, which can help managers to create a more harmonious and productive work environment. For example, if a team member is identified as having a competitive conflict resolution style, the manager can assign them tasks that allow them to compete in a healthy way, such as sales or marketing. On the other hand, if a team member is identified as having a collaborative conflict resolution style, the manager can assign them tasks that require teamwork and collaboration, such as brainstorming sessions or group projects.

This Conflict Solving Style test can also be used to identify potential conflicts before they arise. For example, if two team members have conflicting conflict resolution styles, the manager can intervene early on and provide training or coaching to help them work together more effectively. This can prevent conflicts from escalating and damaging team morale and productivity.

Scientific and Empirical Foundations

Classification of conflict resolution styles: Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Tuxedo, NY: Xicom.

Conflict resolution in the workplace: De Dreu, C. K., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749.

Conflict resolution and team performance: Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256-282.

Conflict resolution training: Rahim, M. A. (2002). Toward a theory of managing organizational conflict. International Journal of Conflict Management, 13(3), 206-235.

Conflict resolution and diversity: Cox, T. (2001). Creating the multicultural organization: A strategy for capturing the power of diversity. San Francisco, CA: Jossey-Bass.

Conflict resolution and personal growth: Fisher, R., Ury, W. L., & Patton, B. (2011). Getting to yes: Negotiating agreement without giving in. New York, NY: Penguin Books.

Conflict Management Styles

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        Frequently asked questions

        What are conflict styles?

        Conflict styles refer to the different approaches individuals use to manage or resolve conflicts.
        Overall, there are five main conflict management styles, which include competing, collaborating, compromising, avoiding, and accommodating.
        Competing style involves a desire to win at all costs, even if it means sacrificing relationships or cooperation. This style is often used when individuals have a strong conviction or when quick action is required.
        Collaborating style involves a desire to find a mutually beneficial solution that meets the needs of all parties involved. This style is often used when the issue at hand is complex, and all parties need to have a say in the outcome.
        Compromising style involves finding a middle ground or making concessions to arrive at a solution that is acceptable to all parties. This style is often used when time is limited, and finding a solution quickly is critical.
        Avoiding style involves ignoring or sidestepping the conflict altogether. This style is often used when the issue is not important or when emotions are running high, and finding a solution would be difficult.
        Accommodating style involves prioritizing the needs of others over one's own needs. This style is often used when the issue at hand is not critical, and maintaining relationships is important.

        What is the basis for most team conflicts?

        The basis for most team conflicts can be traced back to a variety of factors like communication breakdowns, unclear or conflicting goals, personality clashes, and differing perspectives or approaches to problem-solving. Communication is at the root of almost all team conflicts, whether it is a lack of clear communication, misunderstandings, or differing communication styles.
        Unclear or conflicting goals can also lead to team conflicts, as individuals may have different priorities or objectives. Personality clashes can also be a significant source of team conflict, as different individuals may have different communication styles, work preferences, or ways of interacting with others. Also differing perspectives or approaches to problem-solving can lead to conflicts as team members may have different ideas about the best way to achieve a goal or handle a situation. Effective conflict resolution requires identifying the underlying factors and finding ways to address them in a constructive and collaborative manner.

        You can use Gyfted’s team culture assessment and communication styles assessment as well to identify better conflict in your team.