The Thomas-Kilmann Conflict Mode Instrument (TKI) is a superb tool that helps clients identify and break unresourceful patterns in handling conflict with others. For more than four decades, TKI has been the leading conflict resolution assessment. Show
Created by Ralph H. Kilmann, Ph.D., and Kenneth W. Thomas, Ph.D., TKI measures the way conflict is handled in relation to two behavioral dimensions: Assertiveness (the degree to which one satisfies their own concerns) and Cooperativeness (the degree to which one satisfies another person’s concerns). The above two dimensions define the following five TKI conflict handling modes:
Everyone has the capacity to use each of the five modes; however, in my experience, most tend to primarily use one to three modes consistently. Coaching helps clients break unresourceful patterns of behaviors and adapt new, effective ones. That can be accomplished through awareness of one’s preferred TKI conflict handling mode(s)—as well as the remaining modes not typically accessed. Coaching often focuses on developing the capacity to slow down, assess the situation at hand and mindfully choose which TKI mode would likely be the most effective in the situation. This results in shifting to an empowered response versus knee-jerk reaction. Whether in an individual or group setting, coaching can help clients explore when using each of the five modes may, or may not be, effective in conflict situations. From basic coaching questions, clients discover the following, drawing on their work-life examples. While collaborating or compromising are typically deemed the best approaches to conflict through coaching with TKI, insight is gained in the realization that any one of the five modes can be the most effective approach to use, depending on the situation. Clients consistently realize and appreciate that it can be ineffective to use only one of the five modes in handling all conflict situations and that their least used modes present stretch opportunities for growth. Through coaching with TKI, clients quickly realize the value, and their capacity, in leveraging different levels of assertive and cooperative behaviors through the five modes to match the situation at hand. Imagine a world where everyone used TKI in conflict situations—what a wonderful world it would be! © Carolyn Hamilton-Kuby Recommended textbook solutions
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Information Technology Project Management: Providing Measurable Organizational Value5th EditionJack T. Marchewka 346 solutions Which conflict style is high on assertiveness and high on cooperativeness?Collaborating – This style is high in assertiveness and high in cooperation. It emphasizes a win-win solution that gets the greatest satisfaction for both parties. It involves understanding conflict as healthy and normal.
Which conflict handling style involves high assertiveness and low cooperativeness?Competing – This style is high on assertiveness and low on cooperation. This is commonly used for emergency situations or when an unpopular decision needs to be implemented.
Which conflict management style has low cooperativeness and low assertiveness?The Avoiding Style is when you do not satisfy your concerns or the concerns of the other person. This style is low assertiveness and low cooperativeness. The goal is to delay. It is appropriate to use this style when there are issues of low importance, to reduce tensions, or to buy time.
Which conflict management style is the most assertive and cooperative?Collaborating Style: A combination of being assertive and cooperative, those who collaborate attempt to work with others to identify a solution that fully satisfies everyone's concerns.
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