Teams that trust one another are not afraid to engage in passionate dialogue around issues and decisions key to the organization’s success. They do not hesitate to disagree with, challenge, and question one another, all in the spirit of finding the best answers, discovering the truth, and making great decisions.
What influences how conflict is viewed and managed on a team?
ACTIVITY: Conflict Profiling
Part 1: VIEW ON CONFLICT
1. What are your views on conflict?
2. How are your views on conflict influenced by your childhood or maturation process?
Part 2: YOUR CONFLICT MODE
1. How do you approach conflict?
The Thomas-Kilmann Model describes five approaches to conflict according to how people think about the importance of a task versus the importance of their relationship with the people they are working with. The model encourages people to be purposeful in how they confront and collaborate with others, rather than relying on their natural tendencies.
2. Complete the Thomas-Kilmann Conflict Mode Instrument (TKI). Identify your conflict mode. Mark your mode on the chart.
3. Identify the conflict handling modes of team members. Mark team members’ modes on the chart.
4. Discussion:
What are the similarities and differences among team members?
What is the potential impact of similarities and differences on team interactions?
ACTIVITY: Conflict Profiling
Working with a partner or small group, summarize the following.
1. What you saw in your profile that relates to how you feel about conflict.
2. In general, your experience and comfort with conflict.
3. What you learned about yourself that you weren’t aware of.
4. How you can use this activity to help your team improve the way they engage in conflict.
ACTIVITY: Conflict Norming
1. Individually write down your preferences around acceptable and unacceptable behaviors when debating (e.g., tone of voice, emotions, etc.)
2. Share your preferences with the group.
3. Identify key similarities and differences.
4. As a team, come to an understanding and agreement of acceptable and unacceptable behavior standards to which all members can commit.
5. As a team, outline how you will “operationalize” your conflict norms.
Conflict Resolution Model
The Conflict Resolution Model is designed to illustrate the options we have when handling conflict. It rests on the assumption that although most people will “default” to one particular conflict-handling style, this is not always the best approach. Depending on the situation — how important the outcome is and how much energy a person has to invest — people can choose from a wider range of styles to resolve the conflict.
How can you use the Conflict Resolution Model to better handle conflict in your teams?
What are the top 3 ways to master conflict on your team?