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Your conflict style test result

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CompetingCollaboratingAvoidingYieldingCompromiseHIGH ASSERTIVENESSLOW ASSERTIVENESSLOW COOPERATIVENESSHIGH COOPERATIVENESS

The map shows your position between assertiveness, meaning how far you are willing to push your own interest, and cooperativeness, meaning how far you are willing to meet the other side. The marker is the weighted average of all five of your scores.

Your conflict-handling profile

The Negotiator

Compromising secondary style: Collaborating

The profile name is a descriptive shorthand for self-discovery, not a typology - the styles are situational and every person uses all five, only in a different ratio. Underneath the profile you always see the real scores it came out of.

The five conflict styles

Nobody uses just one style. This is how strongly each of the five shows in you, from the most pronounced to the weakest.

Compromising primary 71%

You aim for the middle ground - a fair deal, to you, is one where each side gains something and each side lets something go.

Collaborating secondary 63%

You treat a disagreement as a shared task - until you find a solution both sides are happy with, you are not done.

Accommodating 48%

In a dispute the relationship matters to you more than the win - when you see how much it means to the other person, you give in.

Competing 42%

You go after what you want and a dispute does not put you off - when you are convinced you are right, you hold your ground until the other side gives in.

Avoiding 35%

You do not open a conflict until you have to - you would rather let the tension cool down than feed it.

The score describes how readily you reach for a given style, not how well you handle conflict. No style is better than the others and the comparison is approximate.

Repertoire

How wide your repertoire is There is a big gap between your strongest and your weakest style, so you have a clear preference - and that has its upsides and its limits. In the disputes that suit your style you are in your element; where a different approach would fit better, you reach for your own out of habit. The tips below aim straight at your strongest style.

8lead of the top style 36spread between styles

How you handle disagreements

The style with the highest score. How it works on the inside, how you spot it in an ordinary day and what happens to it when a dispute boils over.

71%
Your primary style

Compromising

You aim for the middle ground - a fair deal, to you, is one where each side gains something and each side lets something go.

How it works

Compromising guards two things at once: that the dispute gets settled and that both sides can carry the outcome. So you do not look for the solution in depth but halfway there - you quickly work out what you can let go of and you offer a trade. Nobody uses a single style all the time; it is the preference you reach for first, and over something you do not want to split, even you switch.

How it shows

At work, after twenty minutes of haggling you are the one who speaks up with a way to divide it - and the meeting moves again. At home it shows in small trades: "your film tonight, mine next time", "I will sort this one out, you take that one". People treat you as a fair counterpart, because with you they know everyone walks away with something.

When a conflict boils over

When a dispute heats up, you start conceding faster - mainly so that it ends. The deal then lands somewhere in the middle, only it does not really help either of you, and the subject comes back in a few weeks.

What completes you

63%
Secondary style

Collaborating

As your second strongest style it gives your main approach depth: even when you run the conversation differently, you want to know what lies behind it and you look for a solution rather than a win. Disputes therefore genuinely close more often with you, just count on the price - it costs extra time and energy, and over small things people can read your questions as hesitation.

What to do

Tips tailored to your style

Five steps picked straight for your primary style. Do not try them all at once - pick one and give it a month.

1

When compromise worksIt works best when the claims of both sides are about equally strong, time is short and the stakes are not fundamental - who picks the kids up today, how the shifts get split, where you will meet. It serves nicely as a fallback too: when the search for the ideal solution gets stuck, a fair half keeps the negotiation moving. Here speed is a value in its own right.

2

When it costs youIt costs you where the difference cannot be split - over values, over safety, or over things that will repeat for years. What comes out is a deal that suits neither side, and the subject returns in a month in worse shape. There is a risk in the speed as well: a fifty-fifty split offered in the fifth minute closes the conversation before a better solution has had a chance to show up.

3

Hold back the first offerOn important subjects, deliberately push your first offer of a trade back by at least ten minutes and spend that time on questions. When the compromise then arrives, it will rest on what matters to whom, not on splitting a number. On the things you genuinely care about, name in advance the single one you will not concede.

4

Trade by importanceInstead of splitting every item in half, have both sides rank the contested points by importance - out loud and on paper is fine. Then trade whole points: what is first for the other person and third for you, let go entirely, and the other way round. The deal comes just as fast - the difference is that each of you walks away with what matters most, instead of half of everything.

5

Phrases for real life"Before we split this down the middle - what is the most important part of this for each of us?" "I will leave this one to you entirely, this one I will keep. Does that work?" "Let us try it this way for a month and then sit down again." The first question holds you up by a minute, but it often turns a fair deal into a good one; the same sentences work just as well at work.

The style you do not use

35%
Blind spot

Avoiding

You do not avoid conflict, so things get dealt with in time and nothing festers. Even so, it is worth being able to let a subject lie now and then - when you are both tired, when somebody is worked up, or when it is a small thing that will be gone by morning - because putting a conversation off is not a retreat, it is a choice.

The conflict style test is a tool for self-discovery, not diagnostics and not a hiring tool. It 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; it describes tendencies in behavior, measures neither ability nor character, and the comparison is approximate. If conflicts keep interfering with your work, your studies or your relationships, talk it over with a professional rather than with the result of an online test.

How it connects

Conflict styles and personality

The way you handle disagreements does not stand on its own. It is tied most closely to agreeableness, meaning how far a person cares about the relationship and about meeting the other side, and to assertiveness, meaning the willingness to push your own interest. Anyone who wants to go deeper can have their personality measured more broadly, or look at their style of acting and communicating - and put together a fuller picture than a single test can give.

Treat the links between tests as approximate - these are statistical relationships across people, not a rule that has to hold for you.

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This test is for self-discovery purposes and does not replace professional psychological assessment.

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