Thomas-Kilmann TKI Conflict Management Test
The TKI conflict mode instrument – or TKI personality test – is a great tool for understanding your personal style during conflict and for developing strategies in becoming more personally effective. You will receive a comprehensive report which details your conflict mode and also suggestions for personal development and in dealing with conflict more effectively. The report is self-explanatory and there is no need for personal feedback.
To purchase, ‘Add to Cart’ and complete the checkout process. We will then be in touch by email with details on how to complete the questionnaire. We will respond within one business day. Once you have completed the questionnaire we will then send you your personal results. Please be aware that this is not an automated service.
£35 plus VAT
What is the Thomas-Kilmann Conflict Mode Instrument?
We are all very different; we have different values, different beliefs and different experiences of the world. Because of this, we naturally experience conflict when we interact with others. 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: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) 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:
Thomas-Kilmann Conflict Mode Model:
The five conflict modes of the TKI conflict instrument
The conflict mode of competing is assertive and uncooperative — an individual pursues his own concerns at the other person’s expense. This is a power-oriented mode in which you use whatever power seems appropriate to win your own position — your ability to argue, your rank, or economic sanctions. Competing means “standing up for your rights,” defending a position which you believe is correct, or simply trying to win.
The conflict mode of accommodating is unassertive and cooperative — the complete opposite of competing. When accommodating, the individual neglects his own concerns to satisfy the concerns of the other person; there is an element of self-sacrifice in this mode. Accommodating might take the form of selfless generosity or charity, obeying another person’s order when you would prefer not to, or yielding to another’s point of view.
The conflict mode of avoiding is unassertive and uncooperative — the person neither pursues his own concerns nor those of the other individual. Thus he does not deal with the conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an issue until a better time, or simply withdrawing from a threatening situation.
The conflict mode of collaborating is both assertive and cooperative — the complete opposite of avoiding. Collaborating involves an attempt to work with others to find some solution that fully satisfies their concerns. It means digging into an issue to pinpoint the underlying needs and wants of the two individuals. Collaborating between two persons might take the form of exploring a disagreement to learn from each other’s insights or trying to find a creative solution to an interpersonal problem.
The conflict mode of compromising is moderate in both assertiveness and cooperativeness. The objective is to find some expedient, mutually acceptable solution that partially satisfies both parties. It falls intermediate between competing and accommodating. Compromising gives up more than competing but less than accommodating. Likewise, it addresses an issue more directly than avoiding, but does not explore it in as much depth as collaborating. In some situations, compromising might mean splitting the difference between the two positions, exchanging concessions, or seeking a quick middle-ground solution.
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.
Thomas Kilmann TKI Personality Test. Take the TKI conflict test online.