Ad Astra Human Performance

Thomas-Kilmann Conflict Mode Instrument (TKI) Assessment

The Thomas-Kilmann Conflict Mode Instrument (TKI) helps individuals understand their preferred conflict resolution styles. This questionnaire consists of 30 pairs of statements. For each pair, choose the statement that best describes how you typically respond to conflict situations.

Instructions:
Read each pair of statements carefully.
Select the statement that most closely aligns with your typical behaviour.
There are no right or wrong answers; answer as honestly as possible.
At the end of the assessment, your results will categorise you into one or more of the five conflict-handling styles: Competing, Collaborating, Compromising, Avoiding, and Accommodating.

It is free and for your own private use - the results are not visible to anyone but you. If you want to know more about your results and our courses you are welcome to contact us - +44 (0)20 7088 8164 or info@adastra-hp.com

Conflict Resolution Style Assessment

Further information

You will move through all five conflict modes from time to time and will have a default or preferred mode. The Thomas-Kilmann assessment helps you understand where you or others might naturally want to be which gives you the opportunity to better understand yourself and become a more efficient operator and better negotiator.

These are the five modes;

1. Competing
This mode involves being assertive and uncooperative, where one party pursues their concerns at the expense of others. While this approach is necessary for actions like negotiation, a competitive approach can lead to a lose-lose outcome, where both parties end up frustrated with wishes differing, which can go against cultural norms.

2. Collaborating
This mode is assertive and cooperative, involving working together to find a mutually beneficial solution. In a workplace context, collaborating might involve brainstorming sessions where team members openly share ideas and work together to develop innovative solutions to a problem. While collaboration is often praised, there are situations where a tight deadline and a clear decision need to be made quickly, so a collaborative approach might not be necessary.

3. Compromising
This mode is moderately assertive and moderately cooperative, where parties give and take to reach a middle-ground solution. It allows them to move forward with a campaign incorporating elements of their preferred styles. It also demonstrates that effectively compromising is about something other than getting exactly what you want but finding common ground that benefits the project and respects both parties’ viewpoints.

4. Avoiding
This mode is unassertive and uncooperative, where conflicts are ignored or postponed without resolution. In a workplace scenario, avoiding might occur when an employee chooses not to address a disagreement with their colleague, hoping it will resolve itself over time. However, conflict can also spark creativity and lead to better ideas. Avoiding a discussion might mean missing out on valuable perspectives and solutions. It depends on any specific situation.

5. Accommodating
This mode is unassertive and cooperative, where one party prioritises the concerns of others over their own. An example in the workplace could be when a team member agrees to take on additional tasks to help a colleague struggling with their workload. However, if someone consistently takes advantage of your accommodating nature, it can hinder your growth and contribution to the company.

You will move through all five conflict modes from time to time and will have a default or preferred mode. The Thomas-Kilmann assessment helps you understand where you or others might naturally want to be which gives you the opportunity to better understand yourself and become a more efficient operator and better negotiator.

1. Competing
This mode involves being assertive and uncooperative, where one party pursues their concerns at the expense of others. While this approach is necessary for actions like negotiation, a competitive approach can lead to a lose-lose outcome, where both parties end up frustrated with wishes differing, which can go against cultural norms.

2. Collaborating
This mode is assertive and cooperative, involving working together to find a mutually beneficial solution. In a workplace context, collaborating might involve brainstorming sessions where team members openly share ideas and work together to develop innovative solutions to a problem. While collaboration is often praised, there are situations where a tight deadline and a clear decision need to be made quickly, so a collaborative approach might not be necessary.

3. Compromising
This mode is moderately assertive and moderately cooperative, where parties give and take to reach a middle-ground solution. It allows them to move forward with a campaign incorporating elements of their preferred styles. It also demonstrates that effectively compromising is about something other than getting exactly what you want but finding common ground that benefits the project and respects both parties’ viewpoints.

4. Avoiding
This mode is unassertive and uncooperative, where conflicts are ignored or postponed without resolution. In a workplace scenario, avoiding might occur when an employee chooses not to address a disagreement with their colleague, hoping it will resolve itself over time. However, conflict can also spark creativity and lead to better ideas. Avoiding a discussion might mean missing out on valuable perspectives and solutions. It depends on any specific situation.

5. Accommodating
This mode is unassertive and cooperative, where one party prioritises the concerns of others over their own. An example in the workplace could be when a team member agrees to take on additional tasks to help a colleague struggling with their workload. However, if someone consistently takes advantage of your accommodating nature, it can hinder your growth and contribution to the company.