The Thomas–Kilmann Conflict Mode Instrument assesses an individual’s behavior in conflict situations and can be used to help them understand which conflict mode they tend to use most often. This can be helpful for them to identify their strengths and weaknesses in conflict situations and to develop strategies for effectively resolving conflicts.
Whether it’s a disagreement between coworkers, a miscommunication with a client, or a family dispute, conflicts are inevitable. They can arise from misinterpretations, differing opinions, or conflicting interests. While conflicts can be uncomfortable and difficult to handle, they can also be opportunities for growth, appreciation, and resolution. Be it in private life or at the workplace, effectively addressing conflicts can foster stronger relationships and create a more harmonious environment.
Thus, conflict resolution is an essential skill for individuals, teams, and organizations. The way we handle conflicts is often a sign of our personal prowess as well as managerial abilities. In this blog post I’d like to introduce a conflict resolution strategy that can help assess and improve our skills.
The Modes of the Thomas–Kilmann Conflict Mode Instrument
The Thomas-Kilmann Conflict Mode Instrument (TKI) is a tool used to assess an individual’s behavior in conflict situations. It was developed by Kenneth W. Thomas and Ralph H. Kilmann in the 1970s and is based on the idea that there are five different ways that people typically respond to conflict: competing, collaborating, compromising, avoiding, and accommodating. The TKI can be used to help individuals understand their own behavior in conflict situations and to identify strategies for effectively resolving conflicts. It is often used in the fields of business and management, as well as in personal and professional development.
The TKI is based on the idea that when faced with a conflict, people will typically respond in one of five different ways:
- Competing means that the individual is focused on winning the conflict and achieving their own goals, even at the expense of the other party.
- Collaborating means that the individual is focused on finding a solution that is mutually beneficial to both parties.
- Compromising means that the individual is willing to give up something in order to reach a middle ground and resolve the conflict.
- Avoiding means that the individual is not directly addressing the conflict and is instead trying to avoid it altogether.
- And accommodating means that the individual is focused on maintaining harmony and is willing to give in to the other party in order to resolve the conflict.
The Dimensions of the Thomas–Kilmann Conflict Mode Instrument
The five modes of TKI (competing, collaborating, compromising, avoiding, and accommodating) can be represented by two dimensions: assertiveness and cooperativeness.
Assertiveness refers to an individual’s willingness to assert their own needs and interests in a conflict situation. People who are highly assertive tend to be competitive and focused on achieving their own goals, even at the expense of the other party. On the other hand, people who are not assertive tend to be accommodating and focused on maintaining harmony, even if it means giving in to the other party.
Cooperativeness refers to an individual’s willingness to work with the other party in a conflict situation in order to find a solution that is mutually beneficial. People who are highly cooperative tend to be collaborative and focused on finding solutions that meet the needs of both parties. On the other hand, people who are not cooperative tend to be avoidant and focused on avoiding the conflict altogether.
The Thomas-Kilmann conflict mode instrument assesses an individual’s behavior in conflict situations along these two dimensions. The resulting conflict mode instrument graph provides a visual representation of an individual’s tendencies in conflict situations and can be used to help them understand their own behavior and to develop strategies for effectively resolving conflicts.
How to Use the Thomas–Kilmann Conflict Mode Instrument
To use the Thomas-Kilmann conflict mode instrument, an individual first completes a self-assessment questionnaire that asks them to rate their tendency to use each of the five conflict modes in a variety of situations. The questionnaire typically includes a series of statements, and the individual is asked to indicate their level of agreement with each statement on a scale from 1 to 5. The scores from the questionnaire are then plotted on a grid, with the y-axis representing an individual’s tendency to use the competing mode (assertiveness dimension) and the x-axis representing their tendency to use the collaborating mode (cooperativeness dimension). This plot is called a conflict mode instrument graph.
The conflict mode instrument graph provides a visual representation of an individual’s tendencies in conflict situations. It can be used to help individuals understand their own behavior and to identify strategies for effectively resolving conflicts. For example, if an individual’s plot is in the upper right quadrant of the graph, it indicates that they tend to use both the competing and collaborating modes in conflict situations. This individual may be able to use their strengths in both of these modes to find mutually beneficial solutions to conflicts. On the other hand, if an individual’s plot is in the lower left quadrant of the graph, it indicates that they tend to use both the avoiding and accommodating modes in conflict situations. This individual may need to work on their conflict resolution skills in order to effectively handle conflicts.
The Tools of the Thomas-Kilmann Conflict Mode Instrument
In addition to the self-assessment questionnaire, the Thomas-Kilmann conflict mode instrument also includes a number of tools and resources that can be used to help individuals develop their conflict resolution skills. These tools and resources can be used in conjunction with the conflict mode instrument graph to help individuals identify their strengths and weaknesses in conflict situations and to develop strategies for effectively resolving conflicts.
One of the tools of the TKI is the conflict mode chart, which is a visual representation of the five conflict modes. The chart shows the advantages and disadvantages of each mode and can be used to help individuals understand when each mode is appropriate to use. For example, the collaborating mode is generally the most effective for resolving conflicts, but it may not be appropriate in situations where time is limited or where one party is unwilling to compromise.
Another tool of the TKI is the conflict resolution planner, which is a step-by-step guide to resolving conflicts. The planner includes a series of questions that individuals can use to analyze a conflict and to develop a plan for resolving it. The planner can be helpful for individuals who are unsure of how to approach a conflict or who are looking for ways to improve their conflict resolution skills.
In addition to these tools, the TKI also includes a number of resources, such as case studies and exercises, that can be used to help individuals develop their conflict resolution skills. These resources can be used in conjunction with the TKI self-assessment questionnaire and the other tools to help individuals gain a better understanding of their own behavior in conflict situations and to develop strategies for effectively resolving conflicts.
An Example for the Use of the Thomas-Kilmann Conflict Mode Instrument
An example of TKI’s use would be a situation where an individual is trying to resolve a conflict with a coworker. The individual might first use the TKI self-assessment questionnaire to assess their own behavior in conflict situations. The questionnaire would include a series of statements, and the individual would be asked to indicate their level of agreement with each statement on a scale from 1 to 5. The scores from the questionnaire would then be plotted on a conflict mode instrument graph, which would provide a visual representation of the individual’s tendencies in conflict situations.
Next, the individual might use the conflict mode chart to understand the advantages and disadvantages of each conflict mode. For example, they might determine that the collaborating mode is generally the most effective for resolving conflicts, but that it may not be appropriate in this situation because their coworker is unwilling to compromise.
Finally, the individual might use the conflict resolution planner to develop a plan for resolving the conflict with their coworker. The planner would include a series of questions that the individual could use to analyze the conflict and to come up with a plan for resolving it. For example, the planner might ask questions about the individual’s goals in the conflict, the interests of the other party, and potential solutions. Using the information from the planner, the individual could develop a plan for resolving the conflict with their coworker in a way that meets their own needs and the needs of the other party.
Other Conflict Resolution Models and Techniques
There are many different conflict resolution models and techniques that can be used to help individuals and groups effectively resolve conflicts. Some of the other conflict resolution models and techniques include the following:
The Interest-Based Relational Approach (IBR), which is a model that focuses on the underlying interests and needs of the parties involved in the conflict, rather than their positions or demands. The IBR model emphasizes the importance of communication, collaboration, and trust in resolving conflicts.
The conflict resolution ladder, which is a tool that can be used to help individuals understand the different levels of conflict and to identify appropriate strategies for resolving each level. The conflict resolution ladder includes five levels: ignoring, smoothing, compromising, forcing, and problem-solving.
The win-win approach, which is a model that focuses on finding solutions that meet the needs of all parties involved in the conflict. The win-win approach emphasizes the importance of collaboration and mutual benefit in resolving conflicts.
Mediation, which is a process in which a neutral third party helps the parties involved in a conflict to communicate and to reach a mutually acceptable resolution. Mediation can be helpful for resolving conflicts that are difficult to resolve on their own.
The Johari Window, which is a tool that can be used to improve communication and trust between individuals. The Johari Window includes four quadrants: open, hidden, blind, and unknown. The tool can be used to help individuals understand their own behavior and the behavior of others in conflict situations.
The Harvard negotiation model, which is a model that focuses on finding mutually beneficial solutions to conflicts. The Harvard negotiation model emphasizes the importance of preparation, communication, and collaboration in resolving conflicts.
These are just a few examples of the many different conflict resolution models and techniques that are available. Each model and technique has its own strengths and limitations, and the best approach for resolving a particular conflict will depend on the specific situation and the needs of the parties involved.
Conclusion
The Thomas-Kilmann conflict mode instrument is a tool used to assess an individual’s behavior in conflict situations and to identify strategies for effectively resolving conflicts. It is based on the idea that there are five different ways that people typically respond to conflict: competing, collaborating, compromising, avoiding, and accommodating. It includes a self-assessment questionnaire and a number of tools and resources that can be used to help individuals develop their conflict resolution skills.
You may leave a comment and let me know if I missed any important points, as well as share your thoughts and opinions on the subject.