Conflict is unavoidable. In fact, on average in the United States, it is estimated that conflict can cost employers as much as $1 million a year. While conflict is unavoidable, though, this doesn’t mean that an effective resolution is out of reach.
Let’s look at the Thomas-Kilmann model.
The Thomas-Kilmann model is the idea that everyone thinks differently and handles conflict differently but these differences can be overcome. This model calls for the following steps:
- Understand that everyone is different;
- Know there are different conflict handling modes;
- Learn your conflict handling modes, and;
- Learn other conflict styles and how to use them
With these steps, the idea is that we can learn how we handle conflict, how others handle conflict, and how to mesh those ideas to resolve conflict.
In the workplace, this model can help employees and managers alike to learn how to better work with one another. This will help a workplace operate more smoothly and comfortably.
Understanding that everyone is different
The first step seems the easiest but it can also be the hardest to remember.
When coming to a conflict with someone, it’s important to remember that the way you are thinking might not line up with the way someone else is thinking. This doesn’t mean that you’re wrong or the other person is wrong it just means that each of you is different.
So, during these conflicts, think about where the opposing viewpoint is coming from.
For example, a group working to run a research paper writing service that is dedicated to term paper help might have different ideas on how the company operates. In this situation, it’s important to think about where each group member is coming from in their ideas.
If you aren’t willing to consider others points of view, this can add to conflict and kill productivity.
Knowing the different conflict handling modes
Building on the idea of everyone thinking differently, everyone has different modes of handling conflict. According to the Thomas-Kilmann model, there are five conflict handling modes:
- Competing;
- Accommodating;
- Avoiding;
- Collaborating, and;
- Compromising
Each of these conflict handling modes varies in two ways: the level of assertiveness and the level of cooperativeness.
The level of assertiveness a conflict handling style has represents how interested in your own interests you are. Cooperativeness, on the other hand, represents how well someone with a certain conflict handling style is how concerned with others’ interests.
The Thomas-Kilmann model also works with the Thomas-Kilmann Instrument (TKI). This assessment takes about 15 to 20 minutes to complete and it helps you to find what conflict handling modes you lean towards.
Competing conflict handling mode
The competing conflict handling mode is the most assertive and least cooperative of the conflict handling modes. If someone uses this handling style, they are more likely to pursue their own interests even at the cost of others’ interests.
Individuals with this conflict handling mode are likely to use whatever they can to win an argument such as particularly good debating skills or even the use of rank. These individuals defend their position in an argument heavily.
Accommodating conflict handling mode
On the other end of the spectrum, the accommodating conflict handling mode is very cooperative and not very assertive.
With this conflict handling mode, you are likely to sacrifice your own stance in preference of agreeing with other parties.
This could be a style leaned on out of a feeling of self-sacrifice for the bigger picture. However, it could also be used by individuals who truly dislike conflict and are willing to sacrifice their opinions in an argument to avoid it.
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Avoiding conflict handling mode
Speaking of hating conflict, if you hate conflict, you might also use the avoiding conflict handling mode. It might also be used if someone doesn’t feel like they have a large stake or strong opinion in the conflict.
The avoiding conflict handling mode is neither assertive or cooperative. Rather than choosing a side, these individuals are likely to neither pursue their own interests or the interests of anyone else involved in the conflict.
Collaborating conflict handling mode
Completely opposite to avoiding is collaborating. This conflict handling mode holds both strong assertive and cooperative facets.
If you have a collaborative handling mode, you are likely to consider both sides of a conflict and look at the underlying problems and find an answer that works for everyone.
Collaborative conflict handling modes involve more discussion than argument and finding a solution that addresses all issues.
Compromising conflict handling mode
The compromising conflict handling mode is close to collaborating conflict handling mode. While the collaborative handling mode holds a little more assertiveness with the individual taking charge of a mutually beneficial conversation, compromising is equally assertiveness and cooperative.
When looking at a conflict with a compromising approach, you are more likely to look at both sides of the problem and find a middle ground.
One of the biggest differences between this and collaborative conflict handling is how deeply an issue is looked at. While a collaborative mode focuses more on picking an issue apart and finding the source of an issue, a compromising mode tries to find a quick middle ground to a problem by meshing multiple ideas into a single solution.
Be aware of your conflict handling mode learn other conflict styles and how to use them
Now that you know the basics of the Thomas-Kilmann model, you can put it into practice. To start, find out what conflict handling mode you use the most with the TKI assessment.
Then, take the time to look deeper into that conflict style.
Most importantly, take the time to learn about models the people around you use and find out how different conflict models can work together.
In Summary
The heart of the Thomas-Kilmann model is that everyone is different.
While this can cause conflict, it can also be used to help diffuse conflict as well. By learning how you handle conflict and how the people around you handle conflict, you can start to how these styles can work together toward a common goal.
About the author
Mary Hampton is a writer and extremely mobile member of the modern workforce. She writes for Essaypro.com , covering technology, education, marketing, business and online media.
