Our Tools

Our primary tools include the following:

• The Conflict Dynamics Profile (CDP)
• The Conflict Dynamics Profile (CDP) is a powerful and
  well-designed instrument for assessing conflict behaviors
  in the workplace, building self-awareness of conflict
  triggers and responses, and suggesting practical
  approaches for strengthening behaviors that promote
  effective workplace conflict resolution. Unlike style-based
  instruments (which also have their good uses), the CDP
  focuses on behaviors, giving it an action orientation.
  
  The CDP comes in both 360° and individual versions. The
  individual version is a "self-report" as it only looks at how
  you view yourself. Whereas, the 360° is a full spectrum
  tool which gives not only your self view but also
  delineates feedback from bosses, peers and direct
  reports. The CDP-360 produces a complete "conflict
  profile" by providing feedback on...
  
  •    What provokes an individual
  •    How an individual perceives the way he or she typically responds to conflict
  •    How others view the individual responding to conflict
  •    How the individual responds before, during and after conflict
  •    Which behaviors harm one's position in a particular organization
  
  Developed by the Leadership Development Institute, an
  affiliate of the Center for Creative Leadership, the CDP is
  a well-designed and psychometrically sound instrument.
  It can be completed in about 20-25 minutes, either
  online or on paper, and comes with a practical and
  in-depth guide for strengthening conflict management
  skills.   
  
  Applications
  
  Since the topic of conflict is so universal, there are numerous ways to use the CDP. Although the instrument can be given to and settings, its primary applications are as follows.
  
  Leadership Development
  
  Research suggests that effective conflict management is one of the primary development needs of leaders and managers. Specifically, effectiveness in the four Active/Constructive scales (Perspective Taking, Creating Solutions, Expressing Emotions and Reaching Out)
  is related to promotion and the perception of excellent leadership skills. Given how pervasive conflict is, it is essential that people have the skills to handle it effectively. By focusing specifically on this one topic, the CDP provides managers with in-depth feedback on
  their responses to conflict and how their behaviors impact others.
  
  The CDP can be used as part of an internal leadership training program, or CMS can conduct Resolving Conflict Effectively, a skill-building course built around the CDP. In either case, this critical skill set is addressed.
  
  Conflict Resolution
  
  One of the primary uses of the CDP is to help individuals, teams and organizations resolve specific conflict issues. Not only can it be used as a preventative tool to reduce the amount of conflict in the future, but it also can be used to address current, ongoing situations. The conflicts can range from a one-on-one disagreement, to a dysfunctional team, to an overall pattern throughout an
  organization of destructive conflict management. Whatever the scenario, the CDP can identify the problem areas and target specific areas for improvement.
  
  Career Development/Individual Coaching
  
  The CDP can be used alone or in combination with other assessment tools to help talented managers and individual contributors move into more complex or demanding roles and prepare them for future
  career growth. In some cases, employees have a distinct development need in the area of conflict management, and the CDP can provide thorough information as to specific behaviors that need to be addressed.
  
  This approach is often used in one of the three following scenarios:
  •    The employee has attended some type of training program either within the organization or from an outside vendor and would like additional, follow-up coaching specifically in the area of conflict resolution;
  •    The employee does not particularly like group learning environments and prefers a one-on-one setting; or
  •    The employee, although a high performer, does not handle conflict effectively and needs targeted assistance.
  
  In each of these cases, feedback on the CDP and subsequent developmental planning with its companion workbook, Managing Conflict Dynamics: A Practical
  Approach, can be very beneficial. A combination of coaching, face-to-face goal-setting sessions, on-site “shadowing,” ongoing evaluation of progress and reassessment over a designated period of time can result in great improvement.
  
  Teambuilding
  
  Unresolved conflict can be devastating to a team. Communication breakdowns often lead to avoidance and resentment which, in turn, lead to lower satisfaction
  and productivity. Conducting a team intervention with the CDP (and possibly other assessment tools) can be the starting point for establishing guidelines for handling
  conflict in the future. Even with high functioning teams, there usually are areas of conflict, which, if not addressed, have the potential to derail the team. Having
  each member of the team receive feedback on the CDP helps team members identify problem areas and foster a more cohesive and supportive team environment.
  Facilitating open and honest discussions about specific issues can really improve the team dynamics and provide an enhanced working environment.
  
  Organizational Development
  
  The CDP can be used on a company-wide scale to maximize the potential of the entire organization. Before implementing any organizational development
  initiative, there is great value in first diagnosing and understanding the role of the organization’s “culture” and its impact on the new initiative. The CDP looks specifically at the organizational perspective on conflict and which responses to conflict are especially problematic in a particular organization. Widespread feedback throughout an organization establishes
  the foundation needed for changing an organization’s “conflict culture” to one where effective responses to conflict are the norm rather than the exception. Every job, no matter what level or type of organization, requires some aspect of dealing with conflict, so a comprehensive
  approach can benefit the organization as a whole.
  
  Change Management
  
  The CDP can be used with organizations during transitions or restructurings to deal more effectively with the misperceptions, anxieties and culture clashes
  which often arise during times of change. Although recurring change is the norm in organizational life today, people often underestimate the emotional and
  intellectual challenges that come with it. Using the CDP during these times can bring to light issues that may be causing problems and conflicts among employees. The written CDP feedback is especially useful during mergers and acquisitions to help establish the guidelines for future interactions in the “new” company.
  
  Needs Analysis
  
  Composite information (Group Profiles) on the CDP can be invaluable in determining future training needs. Areas of strength can be celebrated, and development areas can be specifically addressed in targeted, follow-up
  training. Group Profiles can be produced for intact teams, specific departments or the organization as a whole.
  
  Curt Micka, the owner of CMS, is a certified user of the Conflict Dynamics Profile.
  
  For more information request a copy of the CDP brochure.
• The Enneagram
• Research on Emotional Intelligence by Daniel Goleman (Harvard Business review - 1998) identifies self awareness as THE core competency most important for outstanding leadership.  Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but (s)he still won’t make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound un-businesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather, it means understanding your own and other people’s emotional makeup well enough to move people in the direction of accomplishing your company’s goals.
  
  “The Enneagram is the most accurate and useful system available to help develop both personal and social competence.” Ginger Lapid-Bogda (Bringing Out the Best In Yourself at Work: How to Use the Enneagram System for Success)
  
  The Enneagram can help individuals:
  •    Identify patterns of emotional and behavioral reactivity,
  •    Learn to manage that reactivity,
  •    Identify those thoughts, emotions, and behaviors that get them into conflict,
  •    Learn to manage those thoughts, emotions, and behaviors,
  •    Understand how they give and receive feedback and how they can become more effective at doing both,
  •    See how they communicate, how it impacts others, and how they can most effectively communicate to achieve their goals,
  •    Understand their strengths and challenges as a team member and how they can become an even more effectively contributing team player, and
  •    Understand their strengths and challenges as a leader and learn how to become more effective as a leader.
  
  CMS can help your executives, managers and team members use the Ennegram to achieve these outcomes!
• The Mobius Model and Instrument
• The Mobius Model Instrument™ (MMI) allows teams to conduct their own assessment, and to come to agreement about what’s working, what isn’t, what’s possible, and what to do about it. The assessment looks at where a team is at relative to:
  •    mutual understanding,
  •    recognition of what’s possible,
  •    shared values and goals that guide action (i.e. commitment),
  •    agreement as to strategies required to realize commitments (i.e. capability),
  •    agreement as to expectations and accountability to accomplish commitments (i.e. responsibility), and
  •    recognition of what is and is not present for commitments to be accomplished (i.e. acknowledgement).
  
  "The [Mobius Model] instrument provided the opportunity for team members to see together what was important for them and it helped establish future goals and a process to achieve them. The facilitation sessions brought up some difficult subjects which the Mobius group helped us work through in an open and respectful manner. The experience has brought our team closer together."
             - Manger, Medtronic Corporation
  
  "We finished the Mobius program in Indianapolis last week. We are able to focus team development in a way that adds value to all levels of the organization. I also feel that, by the nature of the process, people are learning to listen for understanding while they continue to have conversations about next possible steps. Thank you for your help in getting this introduced into Liberty."
             - Edward G. Cleary
                Training Consultant
                Liberty Mutual I/S Training & Development
  
  See: "Group Development Using the Mobius Model Instrument: A Case Study" by John G. Drozdal, Ed.D, www.mobiusmodel/case_study1.php
  
  

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