Thomas-Kilmann Conflict Model

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The Thomas Kilmann Conflict Model is a popular framework for understanding different approaches to conflict resolution. Developed by Kenneth W. Thomas and Ralph H. Kilmann in the 1970s, this model identifies five key conflict management styles based on two underlying dimensions: assertiveness and cooperativeness. Ideally, by assessing their conflict management style and understanding the styles of others, individuals can better deal with conflicts and reach positive outcomes.

The Five Conflict Modes or Styles

The Thomas Kilmann Conflict Model has five styles or modes. Each style is characterised by a different level of assertiveness and cooperativeness and can be effective in certain situations but not in others. By understanding these styles, individuals can improve their ability to manage conflicts and achieve positive end results.

• Competing Style: The competing style involves high assertiveness and low cooperativeness, where individuals prioritize their own goals over others'. It is effective in urgent situations requiring quick decisions but can strain relationships and trust if overused. This approach aims for a "win-lose" outcome, asserting one's position strongly without accommodating others' perspectives. Examples include standing firm when confident in being right or when urgency demands immediate action without debate.
• Collaborating Style: The collaborating style is marked by high assertiveness and high cooperativeness. Individuals using this style seek solutions that benefit all parties involved, aiming for a "win-win" outcome. It is ideal when goals are aligned and working together closely can achieve optimal results. Examples include negotiating tasks that benefit multiple departments or resolving complex interpersonal conflicts to achieve mutual success.
• Compromising Style: In the compromising style, individuals show moderate assertiveness and cooperativeness, aiming to find middle ground that partially satisfies everyone's needs. This approach is suitable when both parties need to move forward and value reaching an agreement over individual preferences. It balances assertiveness with cooperation, although it can sometimes appear indecisive. Examples include situations where mutual agreement is more important than individual victories or when progress requires both parties to compromise on their initial positions.
• Avoiding Style: The avoiding style features low assertiveness and low cooperativeness, as individuals seek to evade conflict rather than confront it. This approach is generally discouraged because it can lead to unresolved issues and strained relationships over time. Examples include avoiding petty conflicts that distract from important tasks or postponing discussions when parties are unwilling to engage constructively.
• Accommodating Style: Lastly, the accommodating style is characterized by low assertiveness and high cooperativeness. Individuals using this style prioritize maintaining relationships and meeting others' needs over asserting their own interests. It is appropriate when preserving relationships is crucial or when the issue at hand is not significant enough to warrant a more assertive approach. Examples include yielding to others' preferences to maintain harmony or when the outcome of the conflict is less important than maintaining positive interpersonal dynamics.

See also

• Thomas–Kilmann Conflict Mode Instrument (Wikipedia)