Short answer
The Conflict Style — Team Mapping assessment aggregates individual conflict styles into a team-level map. Based on the Thomas-Kilmann model, each team member completes 10 items, and the report produces a team conflict map showing style distribution, potential flashpoints, and collaboration gaps. It is designed for team managers and is a premium assessment.
↓ 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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What this shape suggests: {{ activeProfile.insight }}
Try it yourself
Read it. Try it. Get your result.Reading about conflict style — team mapping 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 — Team Mapping 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 4 min — no right or wrong answers; answer as you truly are.
- Scoring — responses are calculated to produce your personalized report.
- Results — a team conflict map with risk points and 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:
- Team conflict map — distribution of conflict styles across team members.
- Potential flashpoints — where style differences may create friction.
- Collaboration gaps — styles that are underrepresented in your team.
- Recommendations — how to structure team conflict resolution based on your map.
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.