FAQ

1. How is the CDP different from other conflict instruments?

The CDP focuses on conflict behaviors, not styles. Since behaviors are more susceptible to change, the CDP is designed to bring tangible improvements to a person's performance. The CDP is also available in both self-assessment and multirater versions with the latter including feedback delineated among boss, peers, and direct reports. The multirater version of the CDP produces a complete "conflict profile" by providing feedback on: 

• what provokes an individual
• how that individual perceives the way he or she responds to conflict
• how others view that individual responding to conflict
• how the individual responds before, during, and after conflict
• which responses to conflict have the potential to harm one's position in a particular organization

The instrument also comes with a thorough Development Guide containing information, advice, and activities for strengthening conflict management skills and building strong interpersonal relationships.


2. Who is able to get certified in the CDP?

In order to administer the CDP-360 a person must be certified.  Applicants for certification must possess the following qualifications:

• bachelor's degree
• organizational experience in training, human resources, organizational development, or conflict resolution
• previous involvement with assessment instruments

3. How do I get certified in the CDP?

There are three different ways you can become certified:

• attend a one-day, open-enrollment certification workshop on the Eckerd College campus (these are held six times per year)
• schedule a custom certification program for several people at the site of your choice
• arrange to be certified individually

4. What are the benefits of using the CDP?

• provides a strategy for addressing workplace conflict
• improves individual and team performance
• reduces management time spent dealing with conflict
• increases leadership capabilities by developing stronger conflict resolution skills
• builds a win-win conflict culture

5. When should the CDP be used?

• managers spending too much time dealing with conflict
• team efficiency is compromised
• organizational culture is undergoing change
• productivity is decreasing
• new leaders need improved conflict resolution skills

6.  When do you use the CDP-360 vs. the CDP-Individual?

          Although both versions of the CDP offer feedback about conflict behaviors, there are differences between the two instruments which should be considered before planning training/coaching interventions.  The primary distinction is that the CDP-I is a “self-report” (it only looks at how you view yourself), whereas the CDP-360 is a full-spectrum tool which gives not only your self-view but also delineates feedback from boss, peers, and direct reports.  In addition, the CDP-360 feedback report is much more extensive than the CDP-I feedback report and offers an in-depth view of a person’s responses to conflict. 

Given this difference, some users choose the CDP-I for introductory programs, situations where the participants are less experienced, or as part of a longer program where many topics are being discussed.  The CDP-360 is ideal for mid to upper-level managers who want concentrated feedback, programs specifically on conflict, or instances where a person has already taken the CDP-I and would now like to go further with their developmental planning.  Much depends on the objectives of the intervention, the person’s previous experience with assessment instruments, and the overall context in which the feedback will be given. 

6. How much does the CDP cost?

You must be certified before purchasing the instrument. View our pricing for certification and the cost of the instruments by clicking here.