Multiple forms of evidence
Behavior ratings, comparative choices, and twelve realistic judgment situations provide a more useful view than a conventional communication-style quiz.
Discuss an administrationCommercial developmental profile | Version 1.1
Conflict, Communication, and Influence Profile
Listen with precision. Speak with clarity. Navigate conflict with purpose.
The Conflict, Communication, and Influence Profile combines behavioral ratings, comparative choices, and realistic judgment situations to show how a participant listens, creates clarity, adapts influence, handles disagreement, sets boundaries, stays composed, and repairs strained interactions.
Request information22 to 28 minutes | Private participant report | Optional guided debrief
Communication when the stakes are real
Move beyond style labels and generic conflict advice.
The Conflict, Communication, and Influence Profile is a practical, multi-method developmental assessment for professionals who need to communicate clearly when interests, emotions, authority, or consequences differ. It examines Listening and Signal Detection, Clarity and Message Discipline, Operational Empathy, Adaptive Influence, Constructive Conflict, Boundaries and Accountability, Composure Under Disagreement, and Repair and Follow-Through. The report integrates behavioral patterns with twelve difficult workplace situations, keeps confidence separate from judgment quality, identifies useful capability combinations and possible costs, provides a How to Work With Me guide, and turns two or three priorities into a focused 90-day plan.
Confidence kept separate
The report distinguishes confidence from response quality, helping participants examine both hesitation and certainty that may exceed available evidence.
Built for application
Results become working agreements, a difficult-conversation plan, practical questions, and a focused 30-, 60-, and 90-day development process.
Eight continuous domains
What the profile examines
The domains describe current evidence, not fixed communication types. Their interactions and the situation determine how each capability is experienced.
- Listening and Signal Detection
- Clarity and Message Discipline
- Operational Empathy
- Adaptive Influence
- Constructive Conflict
- Boundaries and Accountability
- Composure Under Disagreement
- Repair and Follow-Through
Participant experience
What participants receive
- Eight continuous communication and conflict domain results
- Sixteen facet-level behavioral observations
- Twelve situational-judgment results with confidence calibration
- Combined patterns, working agreements, and a difficult-conversation plan
- Two or three high-leverage priorities and a practical 90-day development plan
- Optional personalized workbook with stakeholder mapping, difficult-conversation planning, behavioral experiments, feedback, and progress reviews
Organization and coaching options
What the engagement can include
- Individualized private invitations and completion tracking
- Administrator access to authorized results
- A deeper practitioner coaching report and debrief guide
- Difficult-conversation preparation and follow-up coaching
- Optional team or leadership-cohort development sessions
Designed for development
Appropriate uses
- Communication and conflict-development programs
- Executive, manager, and professional coaching
- Cross-functional collaboration and influence development
- Accountability, boundary-setting, and difficult-conversation preparation
- Individual development planning and team working-agreement discussions
Frequently asked questions
What clients usually want to know
Is this a communication-style or personality test?
No. It examines eight continuous capabilities and combines self-described behavior with comparative and situational-judgment evidence. It does not assign a color, type, or fixed conflict style.
Does a higher score always mean better communication?
No. Strong capabilities can be overused, misread, or poorly matched to a situation. The report explains likely contributions, possible costs, and adaptive moves.
Can participants understand the report without certification?
Yes. The participant report is written for direct use. A guided debrief adds value when conflict is active, relationships are strained, or the stakes are substantial.
How are results delivered?
Participants use an individualized private link and receive interactive results and a branded PDF. Authorized administrators can review results and generate a deeper practitioner coaching report.
Can it be used for employee selection?
Not in the current release. It is a developmental assessment and should not be used as a stand-alone basis for hiring, promotion, discipline, compensation, termination, or other adverse employment action.
Start with the conversation that matters
Build clarity, courage, accountability, and repair into daily practice.
Contact Lyons Hale & Company to discuss an individual administration, guided debrief, leadership cohort, or communication-development engagement.
Lyons@LyonsHale.com