Collaboration & Conflict
What Makes Us Different?
Strong studied conflict management in graduate school before it was a critical business competency. 
This came about because one of her professors was Ken Thomas, co-author of the Thomas-Kilmann Conflict Instrument (TKI). Our interest, study and application of conflict management principles has been continuous since the early 1970's.
We view conflict as a natural aspect of human relationships. Consequently, we don't judge it as "bad" or "wrong". In fact, we like to think of it as a form of problem-solving. With our ability to neutrally help our clients, all parties are made to feel valued in the process as they work out acceptable solutions and build productive relationships.
Building collaboration is essential in today’s business world. Our services are numerous and include:
- Team Development - When conflict is occurring within an intact work group, across departments, due to a global i.e. cross-functional, or across companies as in a co-promote situation
- Team of Two© - Strong has designed a unique process to address interpersonal conflict when two people are working at odds. This can be a manager and employee, two peers on the same team, or two people from different functions. We have a variety of tools and techniques that help people get to the real issue.
- DiSC® and Myers-Briggs (MBTI®) Facilitation
- Leadership Development & Coaching
- Creating Innovative Solutions through Diverse Thinking
- Coaching and Communication: Coaching Performance, Coaching Careers, Coaching Consultants, Coaching Teams.
- Understanding & Managing Organizational Politics
Conflict Dynamics Profile®
The Conflict Dynamics Profile® (CDP), an assessment instrument dealing with conflict behaviors, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict in the workplace. It produces a complete "conflict profile" by providing feedback on:
- what provokes an individual
- how that individual perceives the way he or she responds to conflict
- how others view that individual responding to conflict
- how the individual responds before, during, and after conflict
- which behaviors harm one's position in a particular organization
Based on this information, the CDP then provides practical approaches for improving behaviors that promote more effective conflict management.
For more information on CDP please Contact Us.
