UNDERSTANDING CONFLICT

WORKSHOPS & ASSESSMENTS

INDIVIDUAL & TEAM COACHING

Clear, Focused, Cost-Effective Coaching & Assessments

Understand Conflict

Improve Communication

Develop More Effective Organizations

Given the stress-inducing state of our economy, it is not surprising that conflict in the workplace— between coworkers, team members, and anyone else who might have a difference of opinion—is an ongoing challenge. (Psychometrics Canada)

UNDERSTANDING CONFLICT AND COMMUNICATION

Feedback is the currency of development—whether one’s goals are personal or professional.

As professional development practitioners, our job is to partner with our clients and, at times, translate the news they are receiving—good or bad—about their job performance or effectiveness into productive feedback.

We provide as much data as possible to our clients so that when we work with them to create action plans and goals.

This includes tangible markers to show how and where improvement is needed. Two assessments help us achieve these objectives.

TKI 
UNDERSTANDING 
CONFLICT 
WORKSHOPS

Understand conflict through the Thomas Kilmann Conflict Mode Instrument.

MBTI 
UNDERSTANDING
CONFLICT 
WORKSHOPS

Understand conflict through the Myers-Briggs Type Indicator Instrument.

ADVANCED 
UNDERSTANDING
CONFLICT 
WORKSHOPS

Understand conflict through our advanced workshops complimented by individual and team coaching.

TKI WORKSHOPS

Expand Self Awareness

Develop Awareness of Others

Assess Conflict Situations

Learn and Apply New Skills

Participants are introduced to five basic conflict-handling modes through the Thomas-Kilmann Conflict Mode Instrument—competing, collaborating, compromising, avoiding, and accommodating.

They learn how and when each mode is typically most appropriate and gain eye-opening insight into how overusing or underusing any one mode can create unwanted situations for themselves and for the people around them.

The Conflict Mode Workshop does does not advocate a particular mode as the best approach to handling conflict. All modes are effective if applied to the appropriate situation and if used in a balanced way.

All five modes are useful. Each situation is unique and people operate within their own skill sets and may use one or two modes out of habit.

Participants may discover that some of the chronic conflict situations they encounter are caused by their habitual conflict-handling styles. This can be a profound insight for workshop participants.

TKI Conflict Vancovuer — TKI Conflict Mode Model

(Source: TKI Conflict Workshop Guide)

THE TKI CONFLICT MODE FRAMEWORK

Compete

“My way or the highway”

Taking quick action

Making unpopular decisions

Standing up for vital issues

Protecting yourself

Collaborate

“Two heads are better than one”

Integrating solutions

Learning

Merging perspectives

Gaining commitment

Improving relationships

Compromise

“Let’s make a deal”

Resolving issues of moderate importance

Reaching resolution with equal power and strong commitment

Creating temporary solutions

Dealing with time constraints

Backing up competing / collaborating

Avoid

“I’ll think about it tomorrow”

Leaving unimportant issues alone

Reducing tensions

Buying time

Knowing your limitations

Allowing others ownership

Recognizing issues and symptoms

Accommodate

“It would be my pleasure”

Showing reasonableness

Developing performance

Creating goodwill

Keeping “peace”

Retreating

Maintaining perspective

THE TKI ASSESSMENT

The TKI assessment has been used for more than 35 years to help people understand their preferred approach to managing interpersonal conflict and learn new approaches.

It identifies five different conflict-handling styles, or modes—competing, collaborating, compromising, avoiding, and accommodating—and explains how and when each one may be used most effectively.

THE MBTI ASSESSMENT

For more than 60 years, the MBTI instrument has been used to help people understand the connection between their preferences and their approach to conflict.

When people take the MBTI assessment, they learn about their style of being in the world, and their method of approaching conflict situations.

Click here for more information about personality assessments.

(Reference: Psychometrics Canada)

COACHING

We provide assessments and coaching to executives and leaders with high potential.

Emotional intelligent leaders understand how their performance is related to their emotional and social skills in dealing with conflict. They understand how these skills impact the people and teams that they lead.

Our focus is on leadership development through one-on-one, face-to-face, telephone, and internet-based coaching and workshops.

Click here to check out the HBR article to find out more about managing conflict : How Different Conflict Styles Can Work Together