The Conflict Story Index Quiz

Curious Wanderers

We approach it with curiosity and a genuine desire to understand each other.

We try to stay open, but emotions can take over.

We tend to rush toward solutions instead of exploring perspectives.

We avoid or shut down the conversation altogether.

Roles and responsibilities are clearly defined and respected.

We usually know who leads, but overlap or confusion sometimes happens.

Roles are vague, leading to frustration or duplication.

No one’s sure who should act or decide.

We quickly get to the real issue driving tension.

We try, but often get caught up in side topics.

Always — we define a clear, shared goal before moving forward.

Sometimes — we agree conceptually, but not on details.

Rarely — people walk away with different interpretations.

Never — we just want the conflict to end, not resolve it.

We eventually talk, but only once things escalate.

We plan to talk about it, but often delay.

We create action steps and hold ourselves accountable.

We follow up occasionally, but lose focus over time.

We mean well, but old habits return quickly.

We talk about solutions, but nothing really changes.

Very — feedback is welcomed and normalized.

Somewhat — it depends on who’s in the room.

Rarely — people hold back to stay safe.

Consistently — they set the tone for open dialogue.

Occasionally — they support it but don’t always model it.

Rarely — leaders avoid or downplay conflict.

Never — leaders shut down difficult conversations.

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