Blogs By
Ralph H. Kilmann

Addressing the four timeless topics: conflict,
change, consciousness, and transformation

07 Jan

Posted at 09:20h in Uncategorized by

Here is a far-reaching question: What causes conflict? In particular, does conflict largely stem from differences within and between people? Or does conflict primarily arise from the attributes and forces in the situation, that is, the larger system within which people interact with one another? 

In my experience, I have found that the great majority of the conflict we experience stems from the system -- not the people....

07 Jan

Posted at 09:07h in Uncategorized by

I’d like to comment on the organic relationship between the MBTI and the TKI—between psychological types and conflict modes, and between magnifying differences and resolving differences. In this discussion, I will suggest how educational settings (high schools, colleges, and universities) can provide students with a very powerful experiential exercise—one that vividly demonstrates (1) WHY different students value some careers over others and (2) HOW they can resolve the many conflicting choices before them....

07 Jan

Posted at 07:46h in Uncategorized by

The culture of a family, community, or organization partially determines whether a given conflict mode (particularly collaborating) can be used effectively. In this discussion, I will briefly outline how the actual cultural norms can first be identified and then changed into desired norms -- so that all conflict modes can be used effectively....

07 Jan

Posted at 07:24h in Uncategorized by

People often ask me to clarify compromising and collaborating, especially since these two modes involve both people getting their needs met. In particular, people often use the word “compromise” to indicate that they have successfully resolved the matter at hand. The key distinction concerns whose needs get met (and to what extent) as a result of using a particular conflict mode....

06 Jan

Posted at 16:06h in Uncategorized by

In the late 1970s and early 1980s, Ian Mitroff and I developed a systematic methodology for uncovering -- and then revising -- the hidden assumptions behind decisions and actions. This same methodology can provide new ways of thinking about and then choosing the right conflict mode for a given situation....

06 Jan

Posted at 15:42h in Uncategorized by

The immediate benefit of taking the TKI and reviewing your results (which includes a personalized report with the online version of the assessment) is AWARENESS: You learn which conflict modes you might be using too much (usually out of habit) and which ones you might be using too little (since you have not been exposed to the many positive uses of your underutilized modes)....

06 Jan

Posted at 14:17h in Uncategorized by

In the 1960s, three instruments assessed the five conflict modes: Blake and Mouton (1964), Lawrence and Lorsch (1967), and Hall (1969). So why did Ken Thomas and I develop a fourth instrument to measure conflict-handling behavior? In the early 1970s, both Ken and I were acutely aware of the potential social desirability response bias in all self-report assessments: The tendency for people to respond to test items in order to look good to themselves or others (whether this bias is conscious or unconscious) versus accurately disclosing their actual behavior or interests....