Resolving Conflict
Where there are people, there is conflict. We all bring our different values, perspectives and needs to the office and they often clash with those of our colleagues. Left unchecked, conflicts brew and can lead to animosity. Teamwork can break down, morale drops, and tasks grind to a halt. Organizations feel the hit, too, with…
Thomas Kilmann Accommodating Conflict Mode
The opposite of competing, there is an element of self-sacrifice when accommodating to satisfy the other person. While it may seem generous, it could take advantage of the weak and cause resentment. You can use accommodating when you really don’t care a lot about the outcome but do want to preserve or build the relationship.…
Thomas Kilmann Avoiding Conflict Mode
Those who avoid conflict tend to be unassertive and uncooperative while diplomatically sidestepping an issue or simply withdrawing from a threatening situation. Use this when it is safer to postpone dealing with the situation or you don’t have as great a concern about the outcome, such as if you have a conflict with a co-worker…
Thomas Kilmann Compromising Conflict Mode
This style aims to find an expedient, mutually acceptable solution that partially satisfies both parties in the conflict while maintaining some assertiveness and cooperativeness. “This style is best to use when the outcome is not crucial and you are losing time; for example, when you want to just make a decision and move on to…
Thomas Kilmann Collaborating Conflict Mode
A combination of being assertive and cooperative, those who collaborate attempt to work with others to identify a solution that fully satisfies everyone’s concerns. In this style, which is the opposite of avoiding, both sides can get what they want and negative feelings are minimized. Collaborating works best when the long-term relationship and outcome are…
Thomas Kilmann Competing Conflict Mode
Those who compete are assertive and uncooperative and willing to pursue one’s own concerns at another person’s expense. Using this style works when you don’t care about the relationship but the outcome is important, such as when competing with another company for a new client. Below is a breakdown of the pros and cons, some…
Thomas Kilmann Conflict Model Explained
Though conflict is a normal and natural part of any workplace, it can lead to absenteeism, lost productivity, and mental health issues. At the same time, conflict can be a motivator that generates new ideas and innovation as well as leads to increased flexibility and a better understanding of working relationships. However, conflict needs to…
Bridging the Gap between Strategy and Culture
At most organizations, culture is a background asset, rolled up into HR onboarding docs and expressed as a set of values, then promptly forgotten. However, an organization’s culture is one of its most important things which can support an organization’s performance, innovation & success. Strategy offers a formal logic for the company’s goals and orientates…
Culture Trends Shaped by Covid
Where your employees work and how well they work, either remotely or together, is just the tip of the iceberg as your organization thinks through the return to work post-COVID. Trend #1: The return to delegating decision-making to the individual contributors, and refocusing communication on vision. Why is this significant? COVID caused leaders to centralize…
Coaching & Feedback linked to Culture
So now that you have deliberately created your culture by identifying your values and breaking them out as behaviours, it’s time to utilize it for feedback and coaching! The conversation around giving employees feedback is complex and has received quite a bit of attention lately. Feedback is an essential part of encouraging performance improvement, right?…