Thomas-Kilmann Conflict Mode

What It Is:

The Thomas-Kilmann Conflict Mode Instrument (TKI) is a widely used tool for assessing individual preferences for handling conflict. Developed by Kenneth W. Thomas and Ralph H. Kilmann, the TKI identifies five conflict-handling modes based on a dual concern model of behavior:

1. Competing (Assertive and Uncooperative):
   • A mode where individuals pursue their own concerns at the expense of others. It involves taking a firm stance, standing up for one’s rights, and pushing for one’s position.
2. Collaborating (Assertive and Cooperative):
   • Involves working together to find a solution that satisfies the concerns of all parties. It requires open communication, mutual understanding, and joint problem-solving.
3. Compromising (Intermediate Assertiveness and Cooperativeness):
   • Individuals seek a middle-ground solution that partially satisfies everyone’s concerns. It involves a willingness to give up some of one’s goals to achieve a resolution.
4. Avoiding (Unassertive and Uncooperative):
   • This mode entails evading or sidestepping the conflict without addressing the issues directly. Individuals might withdraw from the situation, postpone discussions, or remain neutral.
5. Accommodating (Unassertive and Cooperative):
   • Involves prioritizing the concerns of others over one’s own. It includes making concessions and fostering harmony in relationships.

How to Use It:

Using TKI in Agile Coaching:

1. Conflict Resolution Workshops:
   • Conduct workshops with the Agile software delivery team to introduce the TKI and help team members understand their preferred conflict-handling styles. Discuss how different styles can be effective in various situations.
2. Team Building and Collaboration:
   • Use the TKI results to enhance team building and collaboration. Teams can explore how to leverage each member’s preferred conflict mode to address challenges and promote healthy communication.
3. Customized Communication Plans:
   • Develop customized communication plans based on individuals’ conflict-handling preferences. For instance, if team members prefer competing, provide opportunities for them to express their opinions assertively.
4. Conflict Scenario Role-Playing:
   • Facilitate role-playing exercises where team members can practice using different conflict-handling modes. This helps build awareness and provides a safe environment for experimentation.
5. Mediating Team Disputes:
   • In situations of team conflicts, the Agile coach can use the TKI to mediate disputes. By understanding each team member’s preferred style, the coach can guide discussions toward a resolution that considers diverse perspectives.

References:

1. Official TKI Website:
   • The official Thomas-Kilmann Instrument website (kilmanndiagnostics.com) provides information about the tool, its applications, and resources for individuals and organizations.
2. Books and Publications:
   • Explore books and publications by Kenneth Thomas and Ralph Kilmann that delve into conflict resolution, collaboration, and the application of the TKI. “Thomas-Kilmann Conflict Mode Instrument” (2007) is a comprehensive resource.
3. Training Programs and Workshops:
   • Look for training programs and workshops on conflict resolution that incorporate the TKI. These programs may offer hands-on experience and practical strategies for applying conflict-handling modes.
4. Professional Development Courses:
   • Enroll in professional development courses that focus on conflict resolution and interpersonal skills. Such courses often integrate the TKI as a valuable tool for understanding and managing conflicts.

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