It helps participants to see through the fear, anger, and frustration of conflict to the opportunities and potential for constructive outcomes. The powerful TKI model demonstrates that conflict-handling behaviours are neither good nor bad. Rather, conflict resolution is simply a matter of expanding skill sets and choosing the most effective group of behaviours for a particular situation. Like the MBTI (Myers Briggs Type Indicator) there is no right or wrong good or bad, black or white. It is a case of knowing what your preferred conflict style is an adapting it to the situation you are in. The TKI is a forced-choice inventory which provides individual information about one’s conflict-handling style compared to five distinct modes. There is a TKI diagram within this article but a brief explanation follows:
Competing: high assertiveness and low cooperativeness. – the goal is to “win”
Avoiding: Low assertiveness and low cooperativeness. – the goal is to “delay”
Compromising: moderate assertiveness and moderate cooperativeness – the goal is “to find a middle ground”
Collaborating: High assertiveness and high cooperativeness – the goal is to “find a win-win solution”
Accommodating: Low assertiveness and high cooperativeness. – the goal is to “yield”
Throughout our business lives we will likely use all five styles without realizing which one or why. The TKI will tell you which is your preferred style of the 5 and provides help for you to recognize the traits associated with each style and more importantly recognize when a different style is required to bring about a desired outcome for all concerned.