by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
At a much earlier time in my career, I addressed the disciplines of conflict management and change management as if they were distinct topics. Gradually, however, I began to see the very strong connection—marriage—between these two fields of study: In fact, it's now impossible for me to see or use one approach without the other. ...
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Can the TKI Conflict Model (i.e., the five conflict modes along with the assertiveness, cooperativeness, distributive, integrative, and protective dimensions) shed some (healing) light on the political behavior in the countries throughout the world, especially with regard to elections, the global economy, nuclear programs, military strength, debt reduction, educational and health programs (to name a few challenging conflicts in the political realm)?...
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
I would like to describe a simple method I've used to resolve the extreme polarization that can occur in high-intensity conflicts, where people have deeply stereotyped misperceptions of the other that remain frozen in time—and thus inaccessible. This simple method can also raise the empathy of both parties...
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Recently, I have been addressing questions about bullying behavior in the workplace and how to use the TKI Conflict Model to help understand and better manage such difficult situations. In my consulting work, I have often had to counsel members and managers who were experienced as making life in the organization unbearable, dangerous, and fearful for others—usually by their extreme aggressiveness and sometimes by their extreme passivity. ...
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Downsizing, rightsizing, delayering, restructuring, revitalizing, and reengineering organizations—in short, organizational transformation—all focus on the systems and processes that exist primarily outside employees....
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Last year, I co-led as well as participated in a two-day workshop in England on making use of the TKI to help people broaden their sense of self (across all aspects of mind/body/spirit consciousness) by fully embodying all the systems and organizations that surround their life. ...
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Even though the collaborating mode sounds ideal to most people, it can only be used successfully under the right conditions. In fact, there are more conditions that affect the choice of collaborating than any other conflict mode....
by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)
Many organizations seem to have a strong avoiding culture, which can best be investigated with a specific change in TKI instructions. Instead of asking members to respond to the thirty items in general terms (which are the official TKI instructions), I provide these modified instructions: “IN THIS ORGANIZATION, when you find your wishes differing from those of another person, how do you usually respond?”...
