Conflict Competencies 360

The CC360 is a tool that has been developed to provide you insights into how you think, feel and behave in conflict situations. The feedback provides valuable information about your conflict style, offering a unique opportunity to learn about yourself and is an integral part of your ICCCR course. The CC360 is a short questionnaire that will help you reflect on how you are in conflict situations with others. The profile utilizes multi-rater feedback to provide you with a holistic view of yourself, how you view yourself in conflict situations, and how others see you. The CC360 will help you to introspect and analyze the way you deal with conflict. You can ultimately use it as a springboard for your development both inside and outside the classroom. The feedback you receive from the CC360 is an essential element of this process and while it may feel uncomfortable at times, it will provide information critical to your growth and learning.

In addition to completing the CC360 yourself, you will be asked to give this questionnaire to 3 people in different areas of your life: 1 person from your personal life and 2 people in your professional life. We have found that doing so can give you a better sense of not only how you think you respond when in conflict with others but also how others perceive your response. This information can be invaluable in giving you a clearer sense of your strengths as well as highlighting areas of improvement in your conflict resolution skillset. From the two individuals selected in your professional life, you will be asked to seek feedback from one person who holds a higher position of power (i.e. a supervisor) and one who holds a lower position of power (i.e. a direct report). These different sources of data will be clearly identified in your individualized feedback profile and thus will allow for an examination of how differences in context and power affect your negotiation behaviors and outcomes.

We invite you to approach the feedback not as a diagnosis of your skills, but as constructive feedback from a group of well-intentioned respondents. Therefore, we have designed the feedback process in a non-anonymous fashion, and encourage you to choose respondents who you believe can give you straightforward and constructive feedback. We suggest that you view the feedback you receive as only the beginning of a discussion that you may wish to have about your negotiation skills, both with your trainers and fellow students as well as with those individuals who were kind enough to provide you with honest feedback.

  1. Click here to access the assessment.
    We recommend that you use Google Chrome or Mozilla Firefox. Other browsers may not work as well. Additionally, please use a computer to complete these assessments, as they may not work as well on a mobile device.
  2. Create a login using the email address you use for your ICCCR class (if you are in one). Creating an account will allow us to connect your data to those of your friends and colleagues who will provide ratings for you. We highly recommend you use a password that you do not use for other sites. Please do not use the Facebook login option, as this will make it difficult for you to share the assessment with your raters.
  3. Take ONLY Part A. It will tell you when you are done.
  4. When you have finished Part A, person B will be emailed instructions to complete Part B.
  5. When Person B has finished Part B, person C will be emailed instructions to complete Part C.
  6. When Person C has finished Part C, person D will be emailed instructions to complete Part D.
  7. When Person D has finished Part D, you will be emailed a link to your personalized feedback report.

The reason our system sends the invitations one at a time is to avoid more than one rater taking it at the same time, which may confuse the program. If you get the email with instructions that were intended for your raters, please forward it to them.


  • Person B should be someone from your PERSONAL LIFE
  • Person C should be someone in your PROFESSIONAL life with higher power than you (e.g. a supervisor)
  • Person D should be someone in your PROFESSIONAL life with lower power than you in (e.g. a supervisee)
  • If you do not have a supervisor or you do not supervise someone, or these individuals cannot complete the report for you for any reason, you may invite current colleagues instead, or people you work with in clubs or groups, or former colleagues. Ideally, ask people whom you feel comfortable with.

The basic training in collaborative negotiation that we offer at the International Center for Cooperation and Conflict Resolution at Teachers College, Columbia University is essentially a social-psychological model of negotiation that incorporates both integrative and social justice components (Coleman/Raider Model; see Raider, Coleman and Gerson 2000). This model is consistent with the social-psychological theory and research of Deutsch on cooperation and competition (1973; 2000a) and social justice (1985; 2000b), as well as related theory on social interdependence (Johnson and Johnson 1989) and integrative negotiation (Follett 1924; Lewicki, Saunders, and Minton 1997).

The CC360 builds from this literature to provide you with a multi-rater feedback tool. It builds on previous work in the field, most notably the MACBE model (Pruitt and Olczak 1995). The MACBE model is an approach to addressing social conflict which traces the resolution of a conflict to changes in five distinct yet interdependent subsystems of individuals: their Motivation, Affect, Cognition, Behavior, and the surrounding Environment. The CC360 builds from this basic model adapting it to match the settings in which you will most commonly find yourself. The instrument measures emotion, cognition and behavior. Motivation is reconceptualized as “attitudes” toward the use of cooperative and competitive strategies whilst “environment” is operationalized as work group “climate”. The CC360 also contains the category of negotiation outcomes in order to provide feedback on this important element of the negotiation process.

Thus, the Conflict Competencies 360 Personal Feedback Profile provides feedback on 6 independent but interrelated areas: Behaviors, Emotions, Cognitions, Attitudes, Work Climate and Outcomes. Your part of the CC360 requests you to assess your own negotiation-related behaviors (avoiding, informing, opening, uniting & attacking) when in conflict with each of the three “other” respondents, as well as your general thoughts, feelings, and attitudes about conflict, your perceptions of conflict outcomes, and work climate related to conflict. Parts B, C and D (filled out by the ‘others’) are designed to elicit their perceptions of your behaviors when in conflict and of conflict outcomes and work climate (for superior and subordinate only). These measures request feedback on observable behaviors, outcomes and climate only, and do not ask for speculations regarding your thoughts, feelings and attitudes. Combined, these elements of the CC360 can give you a better sense of not only how you see yourself in conflict situations, but how others see you. We hope that this information will be invaluable in giving you a clearer sense of your strengths and areas for improvement in your conflict behaviors.

For further information regarding the CC360 tool, please contact Andy at anthea.chan@tc.columbia.edu

For all other class related information, please contact your professor.