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Handling Conflicts
The TKI Model
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WHEN DOES CONFLICT HAPPEN ?
When two parties have opposingpoints of view
When two parties have differingpoints of view
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COMPROMISING
COLLABORATINGCOMPETING
ACCOMODATINGAVOIDING
Thomas Kilmann Instrument of Conflict Handling
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COMPETING STYLE
Competingis assertive and uncooperative-a
power-oriented mode.When competing, an individual pursues his or
herown concerns at the other person's expense,using whatever power
seems appropriate to win
his or her position.Competing means standing up for your
rights,defending a position you believe is correct, orsimply trying
to win.
When practised, it becomes a I Win
You Losestyle
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ACCOMODATING STYLE
Accommodating is unassertive and cooperative-the
opposite of competing.When accommodating, an individual neglects
his orher own concerns to satisfy the concerns of the otherperson;
there is an element of self-sacrifice in thismode.
Accommodating might take the form ofselflessgenerosity or
charity, obeying another person's orderwhen you would prefer not
to, or yielding to another'spoint of view.
When practised, it becomes a I Lose You Win style
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AVOIDING STYLE
Avoidingis unassertive and uncooperative.
When avoiding, an individual does notimmediately pursue his or
her own concerns orthose of the other person.
He or she does not address the conflict.
Avoiding might take the form of diplomaticallysidestepping an
issue, postponing an issue until abetter time, or simply
withdrawing from athreatening situation.
When practised, it becomes a I Lose You Lose style
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COLLABORATING STYLE
Collaboratingis both assertive and cooperative-
the opposite of avoiding.
When collaborating, an individual attempts towork with the other
person to find a solution thatfully satisfies the concerns of
both.
Collaborating between two persons meanswanting to learn from
each other's logic, data &insights, and trying to find a
creative solution toan interpersonal problem.
When practised, it becomes a I Win You Win style
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COMPROMISING STYLE
Compromisingis intermediate in both assertiveness
andcooperativeness.
When compromising, the objective is to find anexpedient solution
that partially satisfies both parties-most often a sub-optimal
solution
Compromising falls on a middle ground betweencompeting and
accommodating, giving up more thancompeting but less than
accommodating. Likewise, itaddresses an issue more directly than
avoiding butdoesn't explore it in as much depth as
collaborating.
When practised, it becomes a I Win/Lose
YouWin/Lose style
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Thomas Kilmann Instrument of Conflict Handling
All 5 styles are used by everyoneat one time or another, but
every manager tends to havecertain preferences or
dominantstyles.
