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About TKI

Identify and manage differing conflict-handling styles in the workplace

Conflict is commonly viewed as a negative in the workplace, but it can be a catalyst for initiating change and improving communication.

The TKI is the number-one best selling instrument for conflict resolution. This easy-to-use, tool is fast and powerful. Participants select responses from 30 statement pairs to discover which of five conflict handling styles is their preferred "mode." Interpretation and feedback materials help them learn about the most appropriate uses for each mode and how to increase their comfort level with their less-used modes.

The forced-choice, online TKI Inventory identifies a person's preferred conflict-handling style or mode and provides detailed information about how he or she can use the five different modes—avoiding, competing, accommodating, compromising, and collaborating—effectively. The TKI model demonstrates that these differing behaviors are neither good nor bad, but just different modes of communicating.

Human resource, organization development, and training professionals rely on the TKI for:

  • Conflict and change management
  • Enhanced communication
  • Leadership development
  • Employee satisfaction and retention
  • Performance improvement
  • Stress management
  • Team building
  • Negotiation skills training

TKI workshops provide a forum for participants to see beyond the fear, anger, and frustration of conflict and recognize the opportunities for accepting differing viewpoints, enhancing communication, and improving productivity.

The Thomas-Kilmann Conflict Mode Instrument Profile and Interpretive Report is tailored specifically to each individual participant. Each personalized report shows graphically how the participant uses the five conflict-handling modes. The TKI inventory identifies a person's preferred conflict-handling style or mode and provides detailed information about how he or she can use the five different modes:

  • Competing: High assertiveness and low cooperativeness...
    • the goal is to win
  • Avoiding: Low assertiveness and low cooperativeness...
    • the goal is to delay
  • Compromising: Moderate assertiveness and moderate cooperativeness...
    • the goal is to find a middle ground
  • Collaborating: High assertiveness and high cooperativeness...
    • the goal is to find a win-win solution
  • Accommodating:Low assertiveness and high cooperativeness...
    • the goal is to yield

Based on the participant's particular use of each approach (high, average or low), the report offers specific suggestions to help him or her understand the pluses and minuses of a particular conflict-handling style, with suggestions for considering alternative approaches. The Thomas-Kilmann Conflict Mode Instrument Profile Report is a practical approach to conflict resolution and is used as a stand-alone tool by individuals, in a group learning process, or as a part of a structured workshop.

Sample Report