To help you choose which particular courses, assessments, and books will be most relevant to your specialized needs and/or the needs of your clients, Dr. Ralph Kilmann has prepared his recommendations especially to suit your primary or preferred occupational identity—which he summarizes in the following way:
To survive—and thrive—in today’s increasingly competitive marketplace, organizations must continuously improve the processes within units while they radically improve the flow of business processes across units—to reduce cycle time, process costs, and inventory levels. Learning how to describe, control, and then improve all these processes better and faster than competitors defines the mission of all successful—enlightened—process leaders.
A grand overview of the eight tracks to long-term success, so members can transform an old Newtonian organization into a new quantum organization.
Learn how to use the TKI assessment and other tools for resolving an organization’s most complex problems and conflicts in a fast-paced world.
Learn how to surface and then revise your false assumptions, so your decisions and actions will be based on today’s reality, not yesterday’s fantasy.
Learn how members can effectively self-design and self-manage the two most important formal systems in their organization.
If you would like to develop an in-depth understanding of how to dramatically improve all the systems and processes that guide organizational members, we have an integrated sequence of online courses that not only examines each of these systems (culture, skills, teams, strategy-structure, reward systems, etc.), but also includes our 3 TKI-based courses on conflict resolution. But it will be most cost effective for you to purchase and then take The Complete Program, which includes all our 11 online courses and 9 assessment tools at a significant discount. You will receive your “Certification in Conflict Management and Change Management” when you pass all 11 Final Exams.
The TKI allows you to discover whether you might be overusing or underusing one or more of five conflict-handling modes (collaborating, competing, compromising, accommodating, and avoiding), so you can improve how you manage conflict in the future.
By taking one TKI specifically for INSIDE your group and another TKI for OUTSIDE your group, you’ll discover how your leader, the culture, and the reward system might be having undue influence on how conflict is being managed in your group or team.
After completing the TKI assessment, every team member will receive a personalized report that uncovers the particular OBSTACLES to effective conflict management along with several recommended REMEDIES for improving their team’s performance and member satisfaction.
The KOCI reveals how often you are being negatively affected by the various systems conflicts in your organization (e.g., culture, strategy-structure, and rewards) and which conflict modes you tend to use too much or too little for resolving those systems conflicts.
This instrument assesses a person’s preferences for collecting information and making decisions, as based on the personality dimensions that were originally developed by C. G. Jung: ST, NT, SF, and NF types or styles for approaching problems and conflicts.
This assessment allows you to discover the differences between actual and desired cultural norms in four areas: task support, task innovation, social relationships, and personal freedom. Once identified, a group can take steps to close these culture-gaps.
This survey assesses whether you have the right balance of influence over the key aspects of your job that determine your performance and satisfaction. If you have too little (or too much) influence, steps can then be taken to create the right balance.
This assessment relies on two dimensions (observing acts of courage and fearing acts of courage) to define four organizations. Steps can then be taken to transform a fearful or bureaucratic organization into a more courageous or quantum organization.
In his most comprehensive book to date, Dr. Kilmann integrates ALL that he’s created during the past fifty years for those four timeless topics: conflict management, change management, consciousness, and transformation — which includes 167 illustrations.
This volume (totaling 450 pages) provides the essential materials (presentation slides, group discussions, and work sheets) for conducting the gradual process, radical process, and learning process tracks. These “last three tracks” are organized into several eight-hour workshops.
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