ReadinessValue

DominantProfile

ProfileWeight

Your organization has a conflict culture...is it the one you want? 

ReadinessScore

CentralizedScore

HarmonyScore

AdvocacyScore

WorkaroundScore

DistributedScore

TopScore

TopCode

Caution

I understand this form is a high-level assessment and is not a substitute for a full ICI diagnosis.

I need specific assistance regarding an ongoing matter or need rather than a general assessment

Acknowledgment

Context

Healthcare or health-adjacent organization

Event, conference, or production environment

Legal, HR, compliance, or employee relations

Faculty, staff, or shared-governance leader in Higher Education

Program builder / ombuds / mediator / facilitator

Survey Explanation

Scenario 1

A senior leader/manager steps in, reallocating resources, resetting the timeline, adjusting ownership and/or directing the next steps.

The teams acknowledge the shared effort and prioritize maintaining project momentum to continue moving forward.

The teams examine workflow structures, operational assumptions, and systemic gaps that contributed to the delay.

Each unit or team member documents what happened so the record is clear about where the breakdown occurred.

Key players quietly work out a practical fix before the issue reaches the full leadership table.

Centralized

A cross-functional initiative misses an important deadline because expectations were not aligned. What usually happens next?

Harmony

Distributed

Advocacy

Workaround

Scenario 2

Responsibility for interpreting the policy and addressing reactions rests with directors or chairs.

Official meetings mostly provide information, while core decision-making typically occurs through informal, ad hoc channels.

Small cross-functional groups test the policy and elevate implementation feedback through defined channels.

Discussions in public forums and meetings surface competing interpretations as stakeholders advocate for their preferred path.

Units seek exceptions through private relationships before the new direction firms into settled practices.

Leadership announces a new operational direction. How does the organization usually process next steps?

Leadership announces a new operational direction. How does the organization usually process the change?

Scenario 3

The parties prioritize an even split to minimize conflict.

The parties defer to senior leadership to provide a definitive direction.

The parties use “back channel” negotiations to create alliances and enhance their respective positions.

The parties evaluate institutional priorities and establish a joint, sequenced approach to reach a decision.

The matter is settled through debate and voting, with the group presenting the most compelling case gaining priority.

Your organization has a conflict culture...is it the one you want?

A quick "conflict culture pulse check" to reveal your organization's culture around conflict