Conflict Management Training Overview
Making Conflict Productive uses the Thomas Kilmann Conflict Mode Instrument (TKI), the world’s best-selling assessment for making conflict productive by understanding how different conflict-handling styles affect personal and group dynamics. The research backed TKI offers practical ways to initiate safe and non-emotional dialogue to resolve conflict.
The TKI, used successfully for more than 30 years for conflict management and conflict resolution, measures five “conflict-handling modes” or ways of dealing with conflict: competing, collaborating, compromising, avoiding, and accommodating. These five modes can be described along two dimensions, assertiveness and cooperativeness. All participants in the Making Conflict Productive course respond to 30 items on the TKI online assessment, and receive a 10-page personalized profile to see which of the five conflict-handling modes they tend to use relatively often and which modes they use less frequently.
During Making Conflict Productive, individuals will identify their preferred methods of dealing with conflict, understand how others try to resolve conflict, and identify more appropriate methods of conflict management and conflict resolution. Through the Making Conflict Productive training, participants will have a more objective awareness to conflict within the organization which positions them to deal more effectively with clashes and disagreements.
This assessment and workshop is for individuals of all skill levels and titles, leaders, and/or teams who want to channel workplace conflict appropriately, and improve productivity and team engagement.
Conflict Management Training Learning Objectives
By the end of Making Conflict Productive, presented in a workshop format that involves group discussions and activities, participants will be able to:
- Complete and review the TKI assessment.
- Define the five conflict modes of avoiding, accommodating, compromising, competing, and collaborating, and their relationship between assertiveness and cooperativeness.
- Calibrate skills to assess and respond to conflict, and when to use each conflict handling style.
- Recognize potential overuse or underuse of conflict handling styles, and work specific situations to use conflict handling styles either more or less.
- Create goals and plans to respond to conflict more appropriately to achieve positive outcomes.
Help individuals deal more effectively with:
- Clashes between co-workers.
- Communication breakdowns.
- Power struggles.
- Constructively working through disagreements.
Help your organization:
- Engage teams.
- Develop better working relationships.
- Make faster decisions.
- Reduce stress levels.
- Improve productivity and performance.
Canadian human resource professionals report that conflict can lead to better solutions, major innovations, increased motivation, a better understanding of others and higher team performance.*
* From Psychometrics’ study of conflict in the Canadian workplace.
Thomas-Kilmann Conflict Mode Instrument Sample Report:
TKI Sample Report
Thomas-Kilmann Conflict Mode Technical Brief:
TKI Technical Brief
