Conflict Management Style Quiz: Leadership and Management
Identifies preferred methods for resolving workplace conflicts.
Discover your natural approach to workplace disagreements with the Conflict Management Style Quiz. Designed for leaders and managers, this quick assessment identifies how you typically respond to conflict — whether you tend to avoid confrontation, accommodate others, collaborate for a win-win, compromise, or compete to get results. Understanding your conflict resolution style is a key leadership and management skill that improves team communication, productivity, and morale.
This quiz uses practical workplace scenarios and evidence-based response patterns to reveal your dominant conflict management style. By taking the Conflict Management Style Quiz, you’ll gain actionable insight into strengths and blind spots in your conflict handling, learn targeted strategies for improvement, and discover how to adapt your approach for better outcomes in team dynamics, negotiations, and performance conversations.
When a coworker misses an important deadline that affects your work, how do you typically respond?
Choose the statement that best matches your instinctive behavior in most cases.
During a heated team meeting, you strongly believe your approach is best. What do you do?
Consider your usual tendency when stakes are moderate to high.
A recurring small conflict is affecting team morale. How do you handle it?
Think about whether you address the root cause or prioritize short-term peace.
When a team member asks for help that adds to your workload, how do you respond?
Consider how you balance your priorities with supporting others.
In a negotiation over resources, what role do you usually take?
Choose how you pursue objectives versus preserving relationships.
When a conflict threatens project delivery, what is your immediate priority?
Think about whether you prioritize relationships, speed, or long-term solutions.
How do you give corrective feedback to a direct report who made a mistake?
Select the approach that best matches your usual feedback style.
If two high-performing team members clash publicly, what do you do?
Respond as you would in most workplace settings.
When presented with conflicting ideas for a key strategy, how do you proceed?
Consider your default approach to integrating different perspectives.
How willing are you to change your conflict approach when given new evidence it’s harming outcomes?
Be honest about how you adapt when confronted with feedback or data.
Frequently asked questions
The quiz has 10 scenario-based questions and typically takes about 5–8 minutes to complete. It's designed to be concise while providing meaningful insight into your workplace conflict habits.
Yes. The Conflict Management Style Quiz is explicitly tailored for leadership and management contexts. Questions reference workplace scenarios, team dynamics, and decision-making relevant to managers and leaders seeking to improve conflict resolution skills.
Each answer carries a numeric value; the quiz sums those values to produce a total score. The results map to five conflict styles — Avoiding, Accommodating, Compromising, Collaborating, and Competing — with guidance on when each style is useful and how to develop alternative approaches.
Absolutely. Conflict styles are habits, not fixed traits. With practice, feedback, and deliberate skill-building (active listening, assertiveness training, negotiation techniques), you can adopt more adaptive strategies. Retake the quiz periodically to track progress.
The quiz offers a practical self-assessment but is not a clinical or diagnostic instrument. It is best used as a starting point for reflection and development. For complex interpersonal issues or persistent workplace conflict, consider coaching or professional mediation.
Teams can use aggregated quiz results to understand group tendencies (e.g., if many members tend to avoid conflict). This awareness enables leaders to design interventions — training in collaborative problem-solving, role-based conflict protocols, or facilitated conversations — to build a healthier conflict culture.
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