{"panels":[{"content":{"params":{"text":"

The Thomas Kilmann Conflict Mode Instrument<\/strong> outlines five approaches to dealing with conflict.<\/p>\n\n

Each style has different uses in different situations and often, we find ourselves using one or two styles more frequently depending on a number of factors, including the context of the situation, our relationship with the other people involved in the conflict, etc. <\/p>\n\n

The image above outlines the five styles along a continuum of:<\/p>\n\n

\n\t
assertiveness<\/strong>, or our desire to get our way versus,<\/li>\n\t
cooperativeness<\/strong>, or our willingness to satisfy the needs of others. <\/li>\n<\/ul>\n\n
The position and characteristics of each style in this continuum will be discussed with each style.<\/p>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"4e892800-249d-40ea-bff2-b8104857f1b1","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Introduction to Thomas-Kilmann's Conflict Management Styles"},{"content":{"params":{"text":"
The Competing Style is when you stress your position without considering opposing points of view. <\/strong><\/p>\n\n
This style is highly assertive with minimal cooperativeness; the goal is to win. To develop this style you must develop your ability to argue and debate, use your rank or position, assert your opinions and feelings, and learn to state your position and stand your ground.<\/p>\n\n
When to use this style?<\/strong><\/p>\n\n
\n\t
When quick, decisive action is vital \u2013 e.g., emergencies.<\/li>\n\t
Where unpopular courses of action need to be implemented \u2013 e.g., cost cutting, enforcing unpopular rules, discipline.<\/li>\n\t
To protect yourself from being taken advantage of<\/li>\n<\/ul>\n\n
Overuse of this style can lead to: <\/strong><\/p>\n\n
\n\t
Lack of feedback and learning<\/li>\n\t
Low empowerment resulting in being surrounded by \u201cYes-Men\u201d<\/li>\n\t
\u201cBack-stabbing\u201d and constant tension or anger<\/li>\n<\/ul>\n\n
Under use of the competing style leads to:<\/strong><\/p>\n\n
\n\t
Lowered level of influence<\/li>\n\t
Indecisiveness, slow action, and withheld contributions.<\/li>\n<\/ul>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"9f7f44d7-a638-4434-9110-fa840ca28b8d","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Competing Style"},{"content":{"params":{"text":"
The Avoiding Style is when you do not satisfy your concerns or the concerns of the other person.<\/strong><\/p>\n\n
This style is low assertiveness and low cooperativeness. The goal is to delay. To develop skills in this style use foresight in knowing when to withdraw, learn to sidestep loaded questions or sensitive areas by using diplomacy, become skillful at creating a sense of timing, and practice leaving things unresolved.<\/p>\n\n
When to use this style?<\/strong><\/p>\n\n
\n\t
When it is not a significant issue or when other more important issues are pressing.<\/li>\n\t
When there is chance of satisfying your concerns \u2013 e.g., you have low power or are frustrated by something you can't change<\/li>\n\t
When the potential damage of confronting a conflict outweighs the benefits of its resolution.<\/li>\n\t
To let people cool down \u2013 to reduce tensions to a productive level and to regain perspective and composure.<\/li>\n<\/ul>\n\n
Overuse of the avoidance style can result in:<\/strong><\/p>\n\n
\n\t
Decision-making by default<\/li>\n\t
Allowing issues to fester<\/li>\n\t
Breakdowns in communication between team members<\/li>\n\t
A person becomes passive aggressive<\/li>\n<\/ul>\n\n
Under use of the avoidance style results in<\/strong>:<\/p>\n\n
\n\t
Hostility and hurt feelings<\/li>\n\t
Team members may deny there is a problem and allow hurt feelings to prevent communication.<\/li>\n<\/ul>\n\n
\n<\/ul>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"0b44188e-d325-47d2-88bc-4a923fa4e587","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Avoiding Style"},{"content":{"params":{"text":"
The Compromising Style is forgoing some of your concerns and committing to other's concerns. <\/strong><\/p>\n\n
This style is moderately assertive and moderately cooperative; the goal is to find middle ground. Compromising skills include the ability to communicate and keep the dialogue open, the ability to find an answer that is fair to both parties, the ability to give up part of what you want, and the ability to assign value to all aspects of the issue.<\/p>\n\n
When to use this style?<\/strong><\/p>\n\n
\n\t
When goals are moderately important, but not worth the effort or potential disruption.<\/li>\n\t
Two opponents with equal power are strongly committed to their own goals.<\/li>\n\t
To achieve temporary settlements to complex issues.<\/li>\n\t
To arrive at expedient solutions under time pressure.<\/li>\n<\/ul>\n\n
Overuse of the compromising style leads to: <\/strong><\/p>\n\n
\n\t
Loss of long-term goals<\/li>\n\t
Being viewed as having no firm values<\/li>\n\t
Making concessions to keep people happy without resolving the original conflict<\/li>\n<\/ul>\n\n
Under use of the compromising style leads to: <\/strong><\/p>\n\n
\n\t
Unnecessary confrontations<\/li>\n\t
Frequent power struggles<\/li>\n\t
Ineffective negotiating<\/li>\n<\/ul>\n\n
\n<\/ul>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"93b29059-4be9-488f-be0f-5418342f51b2","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Compromising Style"},{"content":{"params":{"text":"
The Collaborating Style is when the concern is to satisfy both sides. <\/strong><\/p>\n\n
It is highly assertive and highly cooperative; the goal is to find a \u201cwin\/win\u201d solution. Collaborating skills include the ability to use active or effective listening, confront situations in a non-threatening way, analyze input, and identify underlying concerns.<\/p>\n\n
When to use this style?<\/strong><\/p>\n\n
\n\t
When both sets of concerns are too important to be compromised.<\/li>\n\t
When your objective is to learn \u2013 e.g., testing your own assumptions, understanding the views of others.<\/li>\n\t
To merge insights from people with different perspectives on a problem.<\/li>\n\t
To gain commitment by incorporating other's concerns into a consensual decision.<\/li>\n\t
To work through hard feelings which have been interfering with an interpersonal relationship.<\/li>\n<\/ul>\n\n
Overuse of the collaborating style can lead to: <\/strong><\/p>\n\n
\n\t
Spending too much time on trivial matters<\/li>\n\t
Diffusion of responsibility<\/li>\n\t
Being taken advantage of<\/li>\n\t
Being overloaded with work<\/li>\n<\/ul>\n\n
Under use can result in: <\/strong><\/p>\n\n
\n\t
Using quick fix solutions<\/li>\n\t
Lack of commitment by other team members<\/li>\n\t
Disempowerment<\/li>\n\t
Loss of innovation<\/li>\n<\/ul>\n\n
\n<\/ul>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"ca92383a-15b3-4f30-9215-52fd86a313ad","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Collaborating Style"},{"content":{"params":{"text":"
The Accommodating Style is foregoing your concerns in order to satisfy the concerns of others. <\/strong><\/p>\n\n
This style is low assertiveness and high cooperativeness; the goal is to yield. Accommodating skills include the ability to sacrifice, the ability to be selfless, the ability to obey orders, and the ability to yield.<\/p>\n\n
When to use this style?<\/strong><\/p>\n\n
\n\t
When you realize that you are wrong, less experienced or knowledgeable.<\/li>\n\t
Allow a better position to be heard, to from others, and to show that you are reasonable.<\/li>\n\t
When the issue is much more important to the other person than to yourself.<\/li>\n\t
To build up social credits for later issues which are important to you.<\/li>\n\t
To preserve cooperative relationships and avoid disruption.<\/li>\n\t
When you are offering other the chance to experiment and learn from their own mistakes.<\/li>\n<\/ul>\n\n
Overuse of the accommodating style results in: <\/strong><\/p>\n\n
\n\t
Your ideas getting little attention<\/li>\n\t
Loss of influence and contributions<\/li>\n\t
Desires may be to keep everything the same<\/li>\n\t
Being overly helpful and then holding a grudge<\/li>\n<\/ul>\n\n
Under use of the accommodating style can result in: <\/strong><\/p>\n\n
\n\t
Lack of rapport<\/li>\n\t
Low morale<\/li>\n\t
Inability to yield<\/li>\n\t
People may display apathy as a way of not addressing the anger or hurt<\/li>\n<\/ul>\n\n
\n<\/ul>\n\n
<\/p>\n"},"library":"H5P.AdvancedText 1.1","subContentId":"6d6a5ab2-8b95-4938-bea4-62feaec57e3f","metadata":{"contentType":"Text","license":"U","title":"Untitled Text"}},"title":"Accommodating Style"}],"hTag":"h2"}

Thomas-Kilmann Conflict Management Styles

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Rob Harrison