Conflict Resolution


Conflict in the workplace is unavoidable and left unresolved, it can cost employers millions each year. That said, it doesn’t mean that an effective resolution is out of reach.

Conflict is defined as any situation in which your concerns or desires differ from those of another person. 

Organisations are made up of people who differ in their personal characteristics and experiences. To be effective, they must reach agreements on goals, make good decisions about how to achieve those goals and work together to accomplish them – despite any differences. Being able to reconcile differences and handle conflict in a constructive way is a key success factor in an organisation’s performance.


Thomas Kilmann Conflict Mode Instrument

The worlds best selling conflict management tool for helping you achieve results that are fast and accessible, delivering insight, empowerment and resolution to anyone involved in conflict 


Effective conflict resolution 

The TKI (Thomas-Kilmann Conflict Mode Instrument) is fast and accessible, delivering insight, empowerment and resolution to anyone involved in conflict.

By identifying alternative conflict styles, it helps people reframe and defuse conflict, creating more productive results.

How it works?

The model identifies two dimensions when choosing a course of action in a conflict situation, these are assertiveness and cooperativeness. Assertiveness is the degree to which you try to satisfy your own needs. Cooperativeness is the degree to which you try to satisfy the other person’s concerns. 5 conflict handling modes emerge from these:


Sidestepping the conflict


Trying to satisfy the other person’s concerns at expense of your own


Trying to find an acceptable settlement that only partially satisfies both people’s concerns


Trying to satisfy your concerns at the expense of others


Trying to find a win-win solution which completely satisfies both people’s concerns

What does it measure?

The questionnaire that accompanies the Thomas Kilmann model assesses your natural or typical conflict handling mode. These conflict handling modes are intentions; you aim to resolve the conflict in this way, this does not refer to skill level or actual displayed behaviour.

Benefits you'll see

We usually don’t choose who we work with and conflict can occur in the workplace due to differences in personality, culture and working style. By helping individuals understand their default approach in conflict, it encourages the exploration of alternative ways to handle different situations, and although it’s sophisticated, you don’t need to be an expert in conflict resolution theories to understand it.

The great thing about the Thomas Kilmann model is that it states that conflict handling modes are developable, and are not fixed. Through awareness and focus it is a dynamic and flexible model.

Get in touch

Get in touch If you would like to learn more about your conflict style and how to develop some strategies to manage conflict.