A recent presentation on Conflict Management given by Eleanor Yearwood of Key Talent Partners. The presentation reflects on the use of the Thoman Kilmann Conflict Model to help people be more aware of their - and others' - style of conflict handling, and how better awareness might help us adapt our style in order to have more influence. Adapting our style may also make us more effective negotiators, enhance interpersonal group dynamics and is applicable at every level of an organisation. The model also promotes the idea that different strategies work better in different situations, and by being more aware of our 'default' approach, we can learn to choose the most appropriate approach to give us the results we want in a particular context.

1. Coping with Conflict
using the
Thomas Kilmann Conflict Model
Welcome to
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2. Quick Summary
Glasgow Edinburgh
EdinburghDundee St Andrews
London

3. Conflict is . . .
any situation in which your concerns or
desires differ from those of another
person
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4. Cost of Conflict to UK businesses
• OPP and CIPD study (UK 2010) shows that UK businesses estimate
the cost to be £24 billion every year
• 64% consider that conflict negatively impacted upon workforce
performance
• 40% of all grievances at work are said to be relationship related
• HR employees spend on average about 23 days per year dealing
with conflict
• Unmanaged conflict is the largest reducible cost in organisations
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5. The TKi can be used to:
Improve communication
Improve decision-making
Improve negotiating skills
Assist with team development
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6. Dealing with conflict inappropriately
can cause:
• Lack of productivity and engagement
• Low moral and people leaving
• Grievances and industrial tribunals cases
• Poor team and company reputation
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7. Conflict Management
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Thomas-Kilmann CONFLICT MODEL

8. The Five Conflict-Handling Modes
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9. Competing
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“My way or the highway”

10. Accommodating
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“It would be my pleasure”

11. Avoiding
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“I’ll think about it tomorrow”

12. Collaborating
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“Two heads are better than one”

13. Compromising
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“Let’s make a deal”

14. Team Member Behaviours in meetings
Competitor:
Monopolising, not listening,
exaggerating, attacking, blocking
Collaborator:
Over analysing, risk sharing, continuing
to problem solve when it’s not working,
dithering, prying
Compromiser:
Posturing, rushing to settle, eroding a
principle, sub-optimising, settling
Avoider:
Missing meetings, avoiding
team mates, with holding
information, procrastinating,
foot-dragging
Accommodator:
Shading the truth
sacrificing, allowing questionable
decisions to go ahead, bending the
rules, appeasing others
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15. Team Member Behaviours in meetings
Competitor:
Great at standing up for what they
believe in, fighting their corner for
their teams needs
Collaborator:
Great at seeing both sides of the
discussion and allowing others to have
an opinion and not closing them down
Compromiser:
Great at making fast decisions where
it meets the needs of both parties (at
least partially)
Avoider:
Great at side-stepping or
allowing others the opportunity
to run with this topic...
Accommodator:
Great at allowing others to have their
own way and tolerating decisions that
they don’t like
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16. When and Where can you use Tki ?
• Tki is ideal for helping an individual explore their own
influencing style
• Demonstrate how they can adapt their style to be a
more effective negotiator
• It can also enhance interpersonal group dynamics
• Is applicable at every level of an organisation
• It promotes the idea that different strategies work
better in different situations
• By being more aware of our 'default' approach, we can
learn to choose the most appropriate approach to give
us the results we want in a particular context
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17. Offer to Women Ahead Members
I’m offering 2 Companies a chance to have a free lunch and learn
session similar to today. Please drop your business card in the box
if you’d like to take part and we will draw them before you all
leave.
I’m also looking for references and testimonials so if you’d like to
have 3 x 2 hour one to one coaching sessions with me in return for
a testimonial or case study, please let me know. I’m looking for
two individuals who already manage people but would like to
improve how they manage, motivate and influence their team.
And lastly if you're into Facebook please ‘like’ my page (
www.facebook.com/KeyTalentPartners) and connect with me on
Linked-in.
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