What is the Thomas-Kilmann Conflict Mode Instrument?
A self-scoring questionnaire, the TKI takes around 15 minutes to complete and helps you to understand 5 different conflict modes, when to use them and how to develop your comfort and flexibility in each.
The TKI conflict test has been the leader in conflict resolution assessment for more than 30 years and is designed to measure a person’s behaviour in conflict situations. “Conflict situations” are those in which the concerns of two people appear to be incompatible. In these situations, we can describe an individual’s behaviour along two basic dimensions:
- assertiveness – the extent to which the person attempts to satisfy their own concerns, and
- cooperativeness – the extent to which the person attempts to satisfy the other person’s concerns.
These two basic dimensions of behaviour define five different modes for responding to conflict situations:
Each of us is capable of using all five conflict-handling modes. None of us can be characterized as having a single style of dealing with conflict. But certain people use some modes better than others and, therefore, tend to rely on those modes more heavily than others – whether because of temperament or practice.
Your conflict behaviour in the workplace is therefore a result of both your personal predispositions and the requirements of the situation in which you find yourself. The TKI is designed to measure this mix of conflict-handling modes.
The five conflict modes of the TKI conflict instrument
Competing:
Competing is both assertive and uncooperative (it’s Win/Lose) — from this stance, an individual pursues his own concerns and neds at the other person’s expense. “My needs are more important than yours.” Here a person uses whatever power seems appropriate to win their position — e.g. authority/positional power, resources, systems, etc. Competing means “standing up for your rights,” defending a position that you believe is correct, or simply seeking to win.
Accommodating
Accommodating is both unassertive and cooperative (it’s Lose/Win)— it is the opposite of competing. When we are in this mode, we forgo our own needs and concerns to meet – or accommodate – those of the other person. Here a person is saying “your needs are more important than mine.” Accommodating might take the form of selfless generosity or charity, appeasing others, following orders.
Avoiding
Avoiding is both unassertive and uncooperative ( it’s Lose/Lose) — here a person is saying “neither of our needs or concerns is important” hence conflict is avoided. This might look like sidestepping or skirting an issue, distracting, finding excuses for delay, or withdrawing from a threatening situation altogether.
Collaborating
Collaborating is both assertive and cooperative (it’s Win/Win) — it is the complete opposite of avoiding. Here an individual is saying “both of our needs and concerns are important. Let’s see how we get them fully met.” Neither party’s needs are discounted. This means focusing on conversations that identify and explore underlying needs, and co-creating solutions that meet them. This conflict mode requires openness, curiosity, empathy, and creativity.
Compromising
Compromising is moderate in both assertiveness and cooperativeness (give and take). Here the focus is to find a quick solution that appeases both parties, at least for the short term. When we compromise, we have to give up something in order to gain something. It often involves making concessions, negotiation, or meeting someone ‘halfway’.
How it works
- To purchase, simply ‘Add to Cart’ and complete the checkout process.
- We will be in touch, via the email used at checkout, with your questionnaire link. Please note that this is not an automated service. We will be in touch within one business day.
- Once you have completed the questionnaire we will then send you your personal results.
- Got questions? Contact Us.
Take the TKI Conflict Test @ £39 plus VAT where applicable