Avoiding and accommodating
Being aware of our own style, including the strengths and the drawbacks or blind spots, is the first step to understanding our own personal approach to conflict resolution.An individual’s choice of style in a conflict situation will vary depending on a variety of factors.In such situations, we can describe an individual's behavior along two dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person's concerns.These two basic dimensions of behavior define five different modes for responding to conflict situations: Each of us is capable of using all five conflict-handling modes.Kilmann will explain how to develop Group TKI Profiles, which are based on each member's response to two TKIs, each with modified instructions, regarding their conflict-handling behavior: (1) INSIDE their group and (2) OUTSIDE their group (in all other settings in their life). Kilmann then interprets a number of very different Group TKI Profiles, which brings them to life.This is Part Two of a multi-part series that focuses on conflict in the workplace.Each of the five styles comes with its own set of advantages and disadvantages.
There are strengths and weaknesses to each conflict style.The TKI is designed to measure a person's behavior in conflict situations."Conflict situations" are those in which the concerns of two people appear to be incompatible.It is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions on difficult issues and facilitate learning about how conflict-handling modes affect personal, group, and organizational dynamics.The TKI is also extensively used by mediators, negotiators, and many practitioners in the coaching profession (executive coaches, career coaches, business coaches, life coaches, etc.).