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.
Improve by learning more about yourself
Improve your communication skills by being more self-aware.
Share your test results with friends and see how you compare

How it works?

Take this assessment when
you’re at ease, undisturbed
and ready to focus.
Our instructions will guide
you through the process. It’s
easy - just go with your gut
After completing the test,
you will receive your
feedback immediately
Share your results with
anyone, with just a click of a

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.

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