Conflict in organizations is a major drain on energy and finances. Employee conflicts that go unmanaged are perhaps the largest reducible cost in organizations today – and probably the least recognized. It is estimated that over 65 percent of performance problems result from strained relationships between employees.
Managing productivity in any organization is a major challenge. Conflicts that arise on a daily basis impacts relationships, and the end result is often poor work outputs, lack of information sharing and failure to achieve the financial goals of a company.
If the need is so great, how can professionals in organizations begin to educate and support conflict management training? One approach to use is The Thomas-Kilmann Conflict Mode Instrument (TKI), which is used to assess and resolve conflict. Th
"The Thomas-Kilmann Conflict Mode Instrument can assess and resolve conflict."
e instrument measures how each individual approaches conflict, and how conflict styles can be aligned to achieve conflict resolution faster and more effectively.
The Thomas-Kilmann allows participants to discover their primary conflict style approach: competing, accommodating, avoiding, collaborating or compromising. Each preference is an interesting blend of strengths and challenges. Discovering and understanding your personal style allows you to know which style best fits a given situation.
Managing conflict with the TKI provides a window into working through conflicts instead of avoiding them.