Thomas-Kilmann Conflict Mode Instrument

Five ways to handle conflict, and when each one is right.

About the instrument

TKI plots behaviour on two axes, assertiveness and cooperativeness, producing five modes: competing, collaborating, compromising, avoiding and accommodating. It does not rank them. Each is the right answer in some situations and the wrong one in others.

What it reveals is habit. Most people reach for one or two modes regardless of what the situation calls for, and most teams carry a collective default that nobody has named. Seeing that default written down is usually the moment something shifts, because it moves conflict from a matter of character to a matter of choice.

Why you might choose it

We only recommend an instrument where it earns its place. These are the situations where this one usually does.

Disagreement in your organisation either escalates or disappears, with little in between.
Leaders are avoiding necessary conversations.
Decisions are being compromised into something nobody actually supports.
You want conflict to become productive rather than merely survivable.

Every organisation is unique

That's why we tailor our approach using the right tools for your context. If you'd like to learn more about how Thomas-Kilmann Conflict Mode Instrument could support your team's growth and performance, let's connect.