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Do you compete, give in, or look for a solution that works for both? In a dispute everyone reaches first for whatever comes most naturally - one pushes harder, another puts the subject off, a third offers to split it down the middle. The test shows which of the five conflict styles is yours, when it helps you and when it costs you more than you think.
The test does not just measure whether you have conflicts, but above all how you handle them.
You will see which of the five styles you reach for most often - and which one comes right behind it. That second one colors the way you behave in a dispute.
Each style sits somewhere else between assertiveness and cooperativeness. The test works out where on that map you stand - and how wide your repertoire is.
For your style you will see the situations where it is an advantage and the ones where it backfires - plus the concrete sentences that work in them.
For each statement you say on a 1-5 scale how well it describes you. Answer by how you actually behave, not by how you would like to behave.
From your answers we work out the scores of all five styles straight away, name your primary and secondary style and place you on the conflict map.
The extended version gives you the whole profile of your style, your blind spot and the concrete techniques and phrases picked precisely for it.
Every style comes out of two things: how far you push your own interest and how far you take the other side's interest into account. You have all five inside you; what matters is which one you reach for first.
The conflict style test finds out how you behave the moment you disagree with somebody - in a meeting, over dinner at home or while haggling over a price. The question is not whether you have conflicts; everybody does. It is which way of handling them you reach for first, because that first reaction decides whether the dispute moves on, gets stuck, or comes back in a month in worse shape. Our test has 30 original items, six for each style, and works out your scores for all five conflict styles.
The five styles come out of two axes. The first is assertiveness, meaning how far you push your own interest. The second is cooperativeness, meaning how far you take the other side's interest into account. Competing joins high assertiveness with low cooperativeness: you go after what you want. Accommodating is its mirror image - you give in, because the relationship is worth more to you than winning the argument. Avoiding is low on both axes - you simply do not raise the subject. Collaborating is high on both and costs the most time, because it looks for a solution both sides walk away happy with. Compromising sits in the middle: each side gains something and each side lets something go. Your result places you on the map these two axes form and shows which style leads with you and which one barely registers.
The test draws on the dual-concern model of conflict handling as described by Blake and Mouton and later developed by Pruitt and Rubin, but the items and the scoring are our own. So treat the result as an approximate self-discovery profile, not as a diagnosis and not as a hiring tool: no style is better than the others and every person uses all five, only in a different ratio and in different situations. How you handle disputes is also tied to who you are - above all to agreeableness, one of the five dimensions of the Big Five test, and to the way you act and communicate, which the DISC test maps. Add conflict styles to those two and you see the whole picture.
It measures which of the five ways of handling a disagreement you reach for most often: competing, collaborating, compromising, avoiding or accommodating. You get scores for all five styles, your primary and secondary style, and a map showing where you stand between assertiveness (how far you push your own interests) and cooperativeness (how far you take the other side into account).
No. Every style has situations where it is the smartest move available: competing where a decision has to land fast; avoiding over something small that will be gone by tomorrow; accommodating where the thing matters far more to the other person than to you. The trouble is not the style itself but using it outside the situations it fits - which is why the test also shows you when yours backfires.
The test draws on the dual-concern model of conflict handling as described by Blake and Mouton and later developed by Pruitt and Rubin, but the items and the scoring are our own - this is not a borrowed diagnostic instrument. The comparison with other people is therefore approximate, so treat the result as food for thought rather than a diagnosis. It is not a hiring tool either.
Around 4 minutes. You will answer 30 short statements, rating how well each one describes you.
The whole profile of your primary style - how it works, how you spot it and what a heated dispute does to you. Plus the secondary style that colors it, your blind spot (the style you almost never reach for, and the moments it would come in handy) and five concrete techniques and phrases picked for your style.
30 questions. 4 minutes. Instant results.
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