{"id":466,"date":"2022-05-09T09:00:17","date_gmt":"2022-05-09T09:00:17","guid":{"rendered":"https:\/\/cube-ld.co.uk\/blog\/?p=466"},"modified":"2022-05-06T11:31:46","modified_gmt":"2022-05-06T11:31:46","slug":"the-thomas-kilmann-model-for-managing-conflict-choosing-the-right-conflict-response","status":"publish","type":"post","link":"https:\/\/cube-ld.co.uk\/blog\/the-thomas-kilmann-model-for-managing-conflict-choosing-the-right-conflict-response\/","title":{"rendered":"The Thomas-Kilmann model for managing conflict \u2013 choosing the right conflict response"},"content":{"rendered":"

In the last blog, we discussed how conflict, if carefully handled in a timely manner, can actually be beneficial to businesses. (link – conflict is good<\/a><\/b>)\u00a0This time, we\u2019ll focus on the Thomas-Kilmann model, which outlines a range of responses conflict can elicit in people and how managers can actively tailor their responses to be more appropriate \u2013 and ultimately more successful \u2013 in resolving the issue.\u00a0<\/span>\u00a0<\/span><\/p>\n

If you\u2019re dealing with conflict, you\u2019re bound to have your own personal preferences for how you approach the situation. It\u2019s important, though, to make an informed choice about whether the route you are taking is the right one for the issue in hand \u2013 not just the one that sits more naturally with your own inclinations. Conflict can engender a <\/span>primitive stress response<\/span><\/a> \u2013 fight or flight \u2013 but there are more options open to us that may well be more fruitful in terms of resolution.\u00a0<\/span>\u00a0<\/span><\/p>\n

The <\/span>Thomas-Kilmann Instrument<\/span><\/a> (TKI) can be extremely helpful in resolving a conflict. Developed to help people to understand the impact of differing approaches in conflict management, it\u2019s a tool that lays out five different modes of conflict-handling and communicating. By actively choosing a conflict mode appropriate to each individual situation, we\u2019re more likely to be able to fully solve the problem.\u00a0<\/span>\u00a0<\/span><\/p>\n

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Source :\u00a0https:\/\/www.psychometrics.com\/wp-content\/uploads\/2020\/09\/TKI-conflictmodes-01.png<\/a><\/p>\n

Each of the five modes \u2013 competing, avoiding, accommodating, compromising, and collaborating \u2013 can be characterised by how highly they register on the two scales \u2013 assertiveness and co-operativeness. The modes each have a series of associated skills which are required in order to action them. None of the modes are wrong to use, but according to Thomas-Kilmann, there are appropriate times to use them.\u00a0<\/span>\u00a0<\/span><\/p>\n

1 – Competing <\/span><\/b>\u00a0<\/span><\/p>\n

A competing conflict mode registers highly on the assertiveness scale and low in terms of co-operation. It is an appropriate response if quick action needs to be taken, when a potentially unpopular decision needs to be made and when one\u2019s self-interests need to be protected.\u00a0<\/span>\u00a0<\/span><\/p>\n

Perhaps you have to insist someone works at a weekend to meet a deadline and they don\u2019t want to. Or two people in your team want to book the same week\u2019s holiday and things won\u2019t function if you agree to both of their requests. Your ultimate decision in solving these issues may well be unpopular, but you are going to have to resolve it by coming down on one side and accepting the fall-out. The buck stops here.\u00a0<\/span>\u00a0<\/span><\/p>\n

Skills needed for the competing mode include:\u00a0<\/span>\u00a0<\/span><\/p>\n