The Conflict Engagement Assessment is a measure of how individuals see themselves responding to conflict in a given setting. This may or may not be a fully accurate picture, depending on their self-awareness during a conflict. Most people feel comfortable using a few approaches based on what they saw demonstrated early in their lives. And most people have different natural responses in different settings. However, everyone is capable of using all five modes; it just takes some effort to develop those they aren’t as familiar with. This assessment will provide a ranking of high, medium or low for each of the five Conflict Engagement Modes. It will also provide an overall Conflict Engagement Theme which helps visualize how a person will resolve problems within a team or group setting. This is searchable through Data Views. If, for instance, you want to search for people in your database who scored high on the Conflict Engagement Theme ‘Solving’ for new group leader roles, you would create a person Data View and select the attribute ‘Solving’ with a value of ‘High’. Each of the five Conflict Engagement Modes and three Conflict Engagement Themes are described below. Taking the Assessment This assessment has four multiple choice answers for a statement. Strongly Disagree, Disagree, Agree and Strongly Agree. The results you see are two graphs. One is a bar graph with the five types of modes and the other is a pie chart showing the conflict themes. Conflict Engagement Modes Winning Winning means you prefer competing over cooperating. You believe you have the right answer and you desire to prove you are right, whatever it takes. This may include standing up for your own rights, beliefs or position. Resolving Resolving means you attempt to work with the other person in depth to find the best solution, regardless of who appears to get the most immediate benefit. This involves digging beneath the presenting issue to find a solution that offers benefit to both parties, and can take more time than other approaches. Compromising Compromising means you find a middle ground in the conflict. This often involves meeting in the middle or finding some mutually agreeable point between both positions. This is useful for quick solutions. Avoiding Avoiding means not pursuing your own rights or those of the other person. You typically do not address the conflict at all, if possible. This may be diplomatically sidestepping an issue or staying away from a threatening situation. Yielding Yielding means neglecting your own interests while giving in to those of the other person. This is self-sacrificing and maybe charitable; serving or choosing to obey another when you prefer not to. Frequently these modes are combined into a Conflict Engagement Theme. This assessment will also provide a high, medium or low ranking for each of the three themes. Conflict Engagement Themes Solving Solving describes those who seek to use both Resolving and Compromising modes for solving conflict. By combining these two modes, they seek to solve problems as a team. Their leadership styles are highly cooperative and empowering for the benefit of the entire group. Accommodating Accommodating combines Avoiding and Yielding modes for solving conflict. They are most effective in roles where allowing others to have their way is better for the team, such as support roles or roles where an emphasis on the contribution of others is significant. Winning Winning is not a combination of modes, but a theme that is based entirely on the Winning model alone for solving conflict. This theme is important for times when quick decisions need to be made and is essential for roles such as sole-proprietor.