Review the results of a Conflict Styles Assessment, then answer the questions.

-82% Compromiser: Compromisers approach conflict with the goal of compromise. They tend to think about what they are willing to give up and what they are willing to hold on to, and try to gear communication to focus on this give and take for all parties. It is a good way to promote cooperation. It can be done fairly quickly when both parties are engaged.

-67% Avoider: Avoiders tend to step away from conflict. They often keep their opinions to themselves in conflict situations so as not to continue or escalate the conflict. They are often admired for having a calming, quiet presence in the face of crisis.

-64% Problem Solver: Problem Solvers tend to want to discuss all the details of a problem and work through it together so that everyone gets what he or she wants and is happy in the end. Their strengths are that they tend to welcome differences, build high-levels of trust and mutual understanding in relationships. There is also the potential to learn from creative problem solving.

-29% Accomodator: Accommodators have a harmonizing approach to conflict. They often focus on supporting others in a conflict situation and are adept at placating people in uncomfortable situations. Accommodators often gain strong appreciation from others involved in a conflict.

17% Competer: Competers are known for being persuasive and direct. They know the result they want in a conflict situation, and they go for it. Their strengths are that they are often passionate about their views and dedicated to pursuing their convictions. Competers are good at making quick decisions, and tend not to waste time, which is especially helpful in the time of crisis.

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• Look at the expanded conflict styles and identify the more specific style that you think describes you. In what ways is the expanded style better or worse at describing your conflict style? (Consider the following expanded styles: Disclosiveness: the degree to which parties disclose info, Empowerment: the degree to which they grant control or power to the other party. We will actively define this as how much power a person takes for themselves (self) or gives to the other party (other). Activity: the degree of involvement in the conflict, Flexibility: the degree of movement party is willing to make)
• Discuss what you think might be difficult if you're in a situation and choose to respond with a style other than what you think you normally use.