Short answer
The Conflict Style — Leader Edition examines how your conflict style intersects with your leadership role. Based on the Thomas-Kilmann model, it uses 10 items to measure your five conflict modes, then cross-references them with leadership scenarios. The report shows how your default conflict style affects team dynamics, decision-making, and conflict resolution as a leader. It takes about 3 minutes.
↓ See typical profiles & try it yourself below
Figure 1. Illustrative profile: {{ activeProfile.label }}. Values are representative, not your personal scores. Your custom profile — drag the sliders below to explore how each dimension shapes the radar.
Typical profiles
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Try it yourself
Read it. Try it. Get your result.Reading about conflict style — leader edition is useful, but seeing your own result is more concrete. Take the free assessment — it takes a few minutes, your answers stay private, and the result renders your personal profile.
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Your preliminary lean:
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Best for
Conflict Style — Leader Edition is most useful when you want to:
- Understand your profile across 5 dimensions rather than being assigned a single type.
- Reflect on your tendencies — for self-awareness, not diagnosis.
- Compare your results with research findings in this area.
It is not designed to tell you who you "really are," to predict your future, or to replace professional advice.
What it measures
Competing is one of 5 dimensions measured by this assessment. Each dimension is a spectrum — you can be high, low, or anywhere in between.
Competing
Assertive and uncooperative — pursuing your own concerns at the expense of others.
Collaborating
Assertive and cooperative — working with others to find a mutually beneficial solution.
Compromising
Moderate in both assertiveness and cooperation — finding a middle ground.
Avoiding
Unassertive and uncooperative — sidestepping the conflict entirely.
Accommodating
Unassertive and cooperative — prioritizing the other party's concerns.
Explore the dimensions
Drag any slider — the radar above updates in real time.
Click "Try it" to drag the dimension sliders and watch the radar chart reshape in real time.
How it works
- 10 items — drawn from Thomas & Kilmann.
- Scenario-based — rate each item on the scale provided.
- Approximately 3 min — no right or wrong answers; answer as you truly are.
- Scoring — responses are calculated to produce your personalized report.
- Results — a conflict style × leadership cross-report with leadership recommendations.
What it cannot tell you
This is a descriptive framework for self-reflection, not a clinical or diagnostic tool.
This assessment is a descriptive framework for self-reflection, not a clinical or diagnostic tool. It cannot:
- Diagnose personality disorders or interpersonal pathologies.
- Predict who will "win" or "lose" in a specific conflict.
- Replace mediation, therapy, or professional conflict resolution.
- Tell you which conflict mode is "best" — each has appropriate uses.
Evidence and sources
The Thomas-Kilmann Conflict Mode Instrument is one of the most widely used conflict assessment tools.
There is no single best way to handle conflict — the best mode depends on the situation.
- Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Mountain View, CA: CPP.
- Thomas, K. W. (1992). Conflict and conflict management. In Handbook of industrial and organizational psychology (2nd ed.). Consulting Psychologists Press.
- De Dreu, C. K. W., & Gelfand, M. J. (2008). The psychology of conflict and conflict management in organizations. Erlbaum.
What you take away
A result from this assessment is not a verdict — it is a starting point for noticing patterns. Here is what a thoughtful reading of your profile can offer:
- Five-mode proportions — your use of each conflict style.
- Conflict style × leadership cross-analysis — how your default style affects team dynamics.
- Leadership recommendations — which styles to use in specific leadership scenarios.
Next step
If you want to go deeper, consider these next steps:
- Explore other assessments in the Career Direction zone.
- Reflect on how your profile interacts with your values, skills, and context.
- Use your results as a conversation prompt — not a label.
Insight is only useful when it changes your next step.