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03 Oct

Posted at 14:10h in Uncategorized by

by Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI)

Although most of my work in conflict management has been in organizational settings, every now and then I have found myself in divorce mediations—because of recommendations from friends and acquaintances. In those cases when I have used the TKI assessment and the TKI Conflict Model (the latter shows the various dimensions that connect the dots representing the five conflict-handling modes), this is what I have learned to date:...

03 Aug

Posted at 14:09h in Uncategorized by

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. ...

26 Jun

Posted at 14:08h in Uncategorized by

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)?...

06 Jun

Posted at 14:06h in Uncategorized by

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...

10 Apr

Posted at 14:05h in Uncategorized by

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. ...

29 Sep

Posted at 14:02h in Uncategorized by

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. ...

18 Jan

Posted at 13:52h in Uncategorized by

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?”...