Look at your three highest scores, and consider them with the descriptions below. For example, if you scored high in Avoidance, Smoothing, and Compromise, we would characterize you as having a “left of center” preference to dealing with conflict. Your desire is to meet the social, emotional, and relationship needs of people involved. If you scored higher in problem solving, authoritative command, and compromise, then you are more analytical in your approach, or may choose to assert your authority and impose a solution when conflict arises.

The conflict grid shows how each style demonstrates high or low emotional intelligence and commitment to the people involved, and low to high concern for the production targets within any area of responsibility. You’ll see that only the problem-solving style scores high on both continuums; people and production. It is for this reason that we argue that it takes problem-solving strategies to achieve real conflict resolution. Problem-solving is an attempt to identify and work through the causes of conflict, not merely to suppress them temporarily.