Conflict Management using the Thomas-Kilmann Conflict Mode Instrument (TKI)

Revision as of 10:24, 18 February 2022

Abstract

Conflicts are common when working with other people on projects, programs, and portfolios. They should not necessarily be avoided since they can provide great value to team members and improve the final product. However, it is of great importance that team members and not least the project manager knows how to manage the conflicts appropriately to avoid that the conflict escalates and becomes inconvenient to the work ^[1]. (Project Management Institute, Inc. (PMI), 2021)

This article will introduce the Thomas-Kilmann conflict mode instrument (TKI), developed by Kenneth W. Thomas and Ralf H. Kilmann. The purpose of the tool is to identify a person’s most used conflict handling modes and learn to manage conflicts (Kilmann, 2011).

The article will also introduce the correlation between the Myers-Briggs Type Indicator (MBTI) assessment and the TKI assessments, meaning that certain personality types tend to use certain conflict handling modes more frequent (Kilmann & Thomas, 1975).

Big Idea

Conflicts in project management

When working with projects, several competencies are relevant for the project managers to have. Technical competencies, to be able to direct, manage, plan, and deliver a project. (4). Business competencies, to be able to manage organizational, contractual, and external environment. And finally behavioral competencies, associated with leadership, team building, negotiation, and conflict management. Conflicts are defined as _____.

A lot of people are involved on projects creating a dynamic environment, and the projects are often faced with many exclusive constraints such as budget, scope, schedule, and quality (1). These factors make conflicts common on projects– and almost inevitable. Trying to avoid conflicts is not necessarily the best solution, since it can restrict the communication between the parties involved and lower the creativity. When addressing conflicts appropriately, they can be healthy and lead to a more productive process, better decision making and stronger solutions. The trust among project team members can also increase and cause a deeper commitment to the project. However, if conflicts are addressed inappropriately, they are unhealthy, can escalate, and can affect the project team members with reduced morale, motivation, and trust.

The TKI assessment

The Thomas-Kilmann Model

The Thomas-Kilmann Conflict mode instrument (TKI) is developed by Kenneth W. Thomas and Ralf H. Kilmann. It is a personality assessment, which examines an individual’s behavior when dealing with a conflict. The assessment identifies the relative frequency an individual tends to use each of the five different conflict-handling modes – competing, collaborating, compromising, avoiding, and accommodating. The purpose of the assessment is to become aware of the conflict handling modes an individual tends to use – consciously or unconsciously – and to learn how to purposely choose and use the right conflict handling mode for different conflict situations. An individual’s conflict behavior – and thereby the five conflict handling modes - can be categorized along two basic dimensions - assertiveness and cooperativeness. Assertiveness refers to an individual’s attempt to satisfy his or her own needs. Cooperativeness refers to an individual’s attempt to satisfy other’s needs. Each of the five conflict handling modes can be placed along the two dimensions.

Competing is high on assertiveness and low on cooperativeness. This means, that an individual tries to satisfy his or her own concerns at the other person’s expense.

Collaborating is high on both assertiveness and cooperativeness. This means that an individual tries to fully satisfy both his or her own concerns and the other person’s concerns.

Compromising is intermediate on both assertiveness and cooperativeness. This means, that an individual tries to partly satisfy both his or her own concerns and the other person’s concerns.

Avoiding is low on both assertiveness and cooperativeness. This means, that no one’s concern is attempted to be satisfied, but the conflict is avoided.

Accommodating is low on assertiveness and high on cooperativeness. This means, that an individual tries to satisfy the other person’s concerns at his or her own expense.

The TKI assessment and the MBTI assessment

• Connecting the personality test (MBTI) with the conflict handling mode

Application

How to take the TKI assessment

Implementation of TKI in conflict management

• From assessment to effective behavior (5 Steps)

Examples

• Positive and negative ways of using the five handling modes

Limitations

• Design of the assessment – the social desirability response bias

Annotated bibliography

1. ↑ Project Management Institute Inc. (PMI). A guide to the Project Management Body of Knowledge. 7th edition, (Project Management Institute, Inc. (PMI), 2021).