Conflict Management Style Assessment Reflection
Conflict is part of a healthy relationship when working with others. The way we respond can influence our relationships, communication, and team outcomes. This reflection form is designed to help you explore your conflict style assessment results and strengthen self-awareness. It also supports group discussion and shared reflection.
YOUR CONFLICT STYLE RESULTS
INDIVIDUAL REFLECTION QUESTIONS FOR SELF ASSESSMENT
- Do the results reflect how you see yourself in situations with conflict?
- Do the results reflect how you see yourself in situations with conflict?
- What surprised you about your results?
- What strengths does your conflict style have?
- What are the potential ares of concern of your style?
- What situations might your style be the most effective?
- When might your conflict style create misunderstanding?
- When under pressure, how does your style affect your communication?
- What is one thing you want to work on with conflict?
- How can you respond more productively when having a disagreement?
- Is there someone you know that can support you in practicing a more intentional response to conflict?
- What’s one area of growth that you want to focus on?
TEAM MEMBERS CONFLICT STYLE RESULTS
Documenting the conflict style results of your direct manager, senior leaders, peers, direct reports, and other key individuals will provide a deeper understanding of each person.
TEAM MEMBERS RESULTS
TEAM MEMBERS RESULTS
TEAM MEMBERS RESULTS
TEAM MEMBERS RESULTS
GROUP DISCUSSION QUESTIONS
- What was your first response when you saw the results?
- Do you have a story where your conflict style really saved the day or created challenges?
- If your style were a movie character, who would it be?
- How do you feel your style shows up differently when you’re communicating with someone you’re close to or don’t know well?
- How does your response to conflict change depending on whether the conflict is big or small?
- What’s one thing you admire about someone else’s conflict style that’s different from yours?
MANAGEMENT LENS GROUP DISCUSSION QUESTIONS
Note: Management lens questions should be discussed when someone has people management responsibilities
- Is your conflict style different when interacting with peers vs. team oversee?
- What is your role when conflict affects morale or individuals performance?
- How do you decide to let your team resolve conflict themselves? When do you step in to help manage it?
- Reflecting on your own conflict response, how do you think it affects your teams psychological safety? What about accountability (your own and team members)?
- With being in a leadership role, there is a level of power. How does this influence your conflict style?
POST GROUP DISCUSSION REFLECTION QUESTIONS
- What stood out most to me during the group discussion?
- Did hearing others’ experiences change how I think about my own conflict approach?
- What strengths in conflict do I want to continue leveraging?
- What habits with conflict do I want to change?
- How can I apply something I learned today to handle conflict more effectively?
- What resources and/or support do I need to continue to manage conflict?
- What steps will I take for self reflection when conflict situations occur?
For more information about this material, email kmcclain@praeliscere.com or visit https://praeliscere.com/. Copyright Kathryn McClain.
After completing a self-assessment related to your conflict management style, dive into our Assessment Reflection for personal insight, group conversations, and post-discussion reflection. You’re not expected to answer every question; instead, choose the ones that resonate most with you or your team to guide meaningful growth and connection.
Not sure which self-assessment questionnaire to choose? Reach out—we’re happy to recommend trusted assessment options to get you started.
Facilitator Notes
- Personalization: As the facilitator, you are encouraged to adjust the exercise to meet the needs of all team members.
- Pre-Communication: Share agenda or exercise document at least 48 hours prior to exercise/training. This will allow time for individuals to review and ask clarifying questions prior to the meeting. Make sure to include session length of time and expectations in prior communication (e.g., if virtual, cameras/microphones expectations).
- Directed Examples: Provide relevant examples when going through sections.
- Psychological Safety: No calling on individual participants to put them on the spot.
Keep in mind when delivering your exercise/training those that are neurodivergent, non-native English speakers/ESL, introverts, internal processors, and those that may be burned out/cognitive overload.
Discover Praeliscere’s Conflict Hub. Select the title to go directly to the resource.
Ongoing Application and Reinforcement
After a training, exercise, or assessment is completed, ongoing application and reinforcement become the focus. Learning is sustained through follow-up trainings, exercises, and/or micro-learning opportunities, as well as by integrating the topic into goals, performance conversations, recognition efforts, and peer learning groups.
As individuals build knowledge, experience, and confidence, they are empowered to lead, share insights, and support others in applying the learning as well. This approach reflects the meaning of Praeliscere with Learn, Apply, Lead.
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