LeadershipPresentationPPT-IEEE.ppt

Conflict Cycle Conflict Management Kenneth Thomas and Ralph Kilmann developed a model of five (5) conflict handling modes or styles Thomas-Kilmann Conflict Styles Thomas-Kilmann Conflict Styles Avoiding (Uncooperative and unassertive) Neglects own concerns as well as those of other parties: does not raise or address conflict issues. Accommodating (Cooperative and unassertive) Seeks to satisfy other persons concerns at the expense of own. Competing (Uncooperative and assertive) Opposite of accommodating. Uses whatever seems appropriate to win. Thomas-Kilmann Conflict Styles Collaborating (Cooperative and assertive) Opposite of avoiding. Works with other party to find a solution that satisfies both own and other partys concerns. Compromising (Middle ground) Seeks to find a middle ground to partially satisfy both parties. When to Avoid When an issue is trivial. When there is no chance of getting what you want. When the potential damage of confrontation is greater than the benefits if resolution. When you need to gather more information. When others can resolve the conflict more effectively. When you need to cool down, reduce tension, and regain perspective or composure. When to Accommodate When you realize you are wrong. When the issue is much more important to the other person than you. When you need a future favor (credit). When continuing the competition would damage the cause. When subordinates need to develop - to learn from our mistakes. When to Compete When quick, decisive action is necessary. On important issues for which unpopular courses of action need implementing. On issues vital to the group welfare, when you know you are right. When protection is needed against people who take advantage of noncompetitive behavior. When to Collaborate When both sets of concerns are too important to be compromised. When it is necessary to test your assumptions or better to understand the viewpoint of the other party. When there is a need to combine ideas from people w