Applications of the CDP

APPLICATIONS

Since the topic of conflict is so universal, there are numerous ways to use the CDP.  Although the instrument can be given to individuals at all levels and in different types of organizations and settings, the primary applications are as follows:

·        Conflict Resolution

·        Leadership Development

·        Career Development/Individual Coaching

·        TeamBuilding

·        Organizational Development

·        Change Management

·        Succession Planning

·        Needs Analysis (Group Profiles)

·        Relationship Counseling

Conflict Resolution

One of the primary uses of the CDP is to help individuals, teams, and organizations resolve specific conflict issues.  Not only can it be used as a “preventative” tool to reduce the amount of conflict in the future, but it also can be used to address current, ongoing situations.  The conflicts can range from a one-on-one disagreement, to a dysfunctional team, to an overall pattern throughout an organization of destructive conflict management.  Whatever the scenario, the CDP can identify the problem areas and target specific areas for improvement.

Leadership Development

Our research suggests that effective conflict management is one of the primary development needs of leaders and managers.  Specifically, skill in the four Active/Constructive scales (Perspective Taking, Creating Solutions, Expressing Emotions, and Reaching Out) is related to promotion and the perception of excellent leadership skills. 

Given how pervasive conflict is, it is essential that people have the skills to handle it effectively. By focusing specifically on this one topic, the CDP provides managers with in-depth feedback on their responses to conflict and how their behaviors impact others.

The CDP can be used as part of an internal leadership training program, or certified users can choose to conduct Resolving Conflict Effectively, an already designed, skill building course built around the CDP.  In either case, this critical skill-set is addressed.

Career Development/Individual Coaching

The CDP can be used alone or in combination with other assessment tools to help talented managers and individual contributors move into more complex or demanding roles and prepare them for future career growth.  In some cases, employees have a distinct development need in the area of conflict resolution, and the CDP can provide thorough information as to what specific areas need to be addressed.  This approach is often used in one of the three following scenarios:

  1. The employee has attended some type of training program either within the organization or from an outside vendor and would like additional, follow-up coaching specifically in the area of conflict resolution;
  2. The employee does not particularly like group learning environments and prefers a one-on-one setting; or
  3. The employee, although a high performer, does not handle conflict effectively and needs targeted assistance.

In each of these cases, feedback on the CDP and subsequent developmental planning with Managing Conflict Dynamics:  A Practical Approach can be very beneficial.  A combination of coaching by telephone, face-to-face goal-setting sessions, on-site “shadowing,” ongoing evaluation of progress, and reassessment over a designated period of time can result in great improvement.

Teambuilding

Unresolved conflict can be devastating to a team.  Communication breakdowns often lead to avoidance and resentment which, in turn, lead to lower satisfaction and productivity. Conducting a team intervention with the CDP (and possibly other assessment tools) can be the starting point for establishing guidelines for handling conflict in the future.  Even with high functioning teams, there usually are areas of conflict, which, if not addressed, have the potential to derail the team.

Having each member of the team receive feedback on the CDP helps team members identify problem areas and foster a more cohesive and supportive team environment.  Facilitating open and honest discussions about specific issues can really improve the team dynamics and provide an enhanced working environment.

Organizational Development

The CDP can be used on a company-wide scale to maximize the potential of the entire organization.  Before implementing any organizational development initiative, there is great value in first diagnosing and understanding the role of the organization’s “culture” and its impact on the new initiative.  The CDP-360 looks specifically at the Organizational Perspective on conflict and which responses to conflict are especially problematic in a particular organization. 

Widespread feedback throughout an organization establishes the foundation needed for changing an organization’s “conflict culture” to one where effective responses to conflict are the norm rather than the exception.  Every job, no matter what level or type of organization, requires some aspect of dealing with conflict, so a comprehensive approach can benefit the organization as a whole.

Change Management

The CDP-360 can be used with organizations during transitions or restructurings to deal more effectively with the misperceptions, anxieties, and culture clashes which often arise during times of change.  Although recurring change is the norm in organizational life today, people often underestimate the emotional and intellectual challenges that come with it.  Using the CDP-360 during these times can surface issues that may be causing problems and conflicts among employees.  The written, developmental feedback is especially useful during mergers and acquisitions to help establish the guidelines for future interactions in the “new” company.

Succession Planning

The CDP-360 can be used as one of the factors considered in promoting decisions.  In combination with additional assessment tools and other methods such as in-depth interviews, simulation exercises, and job fit analyses, the CDP-360 adds a comprehensive and objective view of a candidate’s behavior in dealing with conflict, a key skill as a manager progresses up the ladder.

Needs Analysis

Composite information (Group Profiles) on the CDP can be invaluable in determining future training needs.  Areas of strength can be celebrated, and development areas can be specifically addressed in targeted, follow-up training.  Group Profiles can be produced for intact teams, specific departments, or the organization as a whole.

Relationship Counseling

The CDP can be used in counseling settings as one strategy of building mutual understanding and cooperation.  Many of the scales on the instrument directly address common communication issues which often arise in interpersonal conflict.  Once identified through the CDP, these issues can become the focus for improving the relationship.