Conflict generally arises in any situation where people have incompatible interests, goals, principles, or feelings. The Thomas-Kilmann Conflict Mode Instrument identifies five approaches to conflict: competing (arguing for one's own position), collaborating (finding a win-win solution), compromising (exchanging concessions), avoiding (postponing discussion), and accommodating (accepting others' positions). The document prompts reflection on which conflict resolution styles one consciously uses, how they fit with one's leadership style, and when each style should be employed.

1. TKI Assessment

2. What is conflict?
Generally, conflict is…
Any situation people have
INCOMPATIBLE interests, goals,
principles or feelings

3. TKI Conflict Matrix
Thomas-Kilmann
Competing Collaborating
Compromising
Avoiding Accommodating
Assertiveness
CooperativenessLow High
LowHigh

4. Assertiveness
Cooperativeness
Low High
LowHigh
COMPETING
•Imposing, dictating a decision
•Arguing
•No concessions
COLLABORATING
•Reconciling interests
•Win-win
•Combining insights
•New solutions
COMPROMISING
•Soft bargaining
•Exchanging concessions
•Moderating conclusions
AVOIDING
•Avoiding troublesome people
•Avoiding dangerous issues
•Postponing discussions, decisions
ACCOMMODATING
•Accepting, deferring to authority
•Appeasing
•Doing a favor

5. What do you consciously use?
Do they fit with your DiSC or Leadership Style?
Are any of these conflict resolution styles bad?
When should you use each one?