Thomas Kilmann Conflict Mode (used for educational purposes)
Instrument Instructions
In class, we will discuss the most common ways people deal with conflict. And that includes
you.
This instrument will help you identify your preferred style. You will no doubt say that you use all
the styles, and that is true. But as usual, most of us have a default, or a preference in style.
The instrument contains 30 pairs of statements describing possible behavioral responses. For
each pair, circle the letter A or B of the statement that best characterizes your behavior.
In many cases, neither the A nor the B statement may be very typical of your behavior, but
please select the response you would be more likely to use.
Please allow about 10 minutes of uninterrupted time to complete the instrument. As you select
your answers, think about yourself in general. If you find yourself thinking you act differently in
different arenas, such as work or at home or with your friends, then select in a specific arena to
think about as you select your answers. And picture yourself in a conflict situation.
These guidelines may make it easier for you make your selections. Remember that this is a
"force choice" assessment. There will be times when you think you could do either thing, that is
true, but you need to select.
Once you have your raw number score for each of the 5 modes, transfer you scores to the boxes
on page 5. Then graph your score into percentages on page 6.
I turned a scanned PDF into a word document so you should be able to answer the questions on
the document. If you can’t make an answer sheet for yourself.
Let me know if you have any trouble.
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THOMAS KILMANN CONFLICT MODE INSTRUMENT
1. A. There are times when I let others take responsibility for solving the problem.
B. Rather than negotiate the things on which we disagree, I try to stress those things on which we
both agree.
2. A. I try to find a compromise solution.
B. I attempt to deal with all of his/her and my concerns.
3. A. I am usually firm in pursuing my goals.
B. I might try to soothe the other's feelings and preserve our relationship.
4. A. I try to find a compromise solution.
B. sometimes sacrifice my own wishes for the wishes of the other person.
5. A. I consistently seek the other's help in working out a solution.
B. I try to do what is necessary to avoid useless tensions.
6. A. I try to avoid creating unpleasantness for myself.
B. I try to win my position.
7. A. I try to postpone the issue until I have had some time to think it over.
B. I give up some points in exchange for others.
8. A. I am usually firm in pursuing my goals.
B. I attempt to get all concerns and issues immediately out in the open.
9. A. I feel that differences are not always worth worrying about.
B. I make some effort to get my way.
10. A. I am firm in pursuing my goals.
B. I try to find a compromise solution.
11. A. I attempt to get all concerns and issues immediately out in the open.
B. I might try to soothe the other's feelings and preserve our relationship.
12. A. I sometimes avoid taking positions that would create controversy.
B. I will let the other person have some of his/her positions if he/she lets me have some of mine.
13. A. I propose a middle ground.
B. I press to get my points made.
14. A. I tell the other person my ideas and ask for his/hers.
B. I try to show the other person the logic and benefits of my position.
15. A. I might try to soothe the other's feelings and preserve our relationship.
B. I try to do what is necessary to avoid tensions.
16. A. I try not to hurt the other's feelings.
B. I try to convince the other person of the merits of my position.
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17. A. I am usually firm in pursuing my goals.
B. I try to do what is necessary to avoid useless tensions.
18. A. If it makes other people happy, I might let them maintain their view s.
B. I will let other people have some of their positions if they let me have some of mine.
19. A. I attempt to get all concerns and issues immediately out in the open.
B. I try to postpone the issue until I have had some time to think it over.
20. A. I attempt to immediately work through our differences.
B. I try to find a fair combination of gains and losses for both of us.
21. A. In approaching negotiations, I try to be considerate of the other person's wishes.
B. I always lean toward a direct discussion of the problem.
22. A. I try to find a position that is intermediate between his/hers and mine.
B. I assert my wishes.
23. A. I am very often concerned with satisfying all our wishes.
B. There are times when I let others take responsibility for solving the problem.
24. A. If the other's position seems very important to him/her, I would try to meet his/her wishes.
B. I try to get the other person to settle for a compromise.
25. A. I try to show the other person the logic and benefits of my position.
B. In approaching negotiations, I try to be considerate of the other person's wishes.
26. A. I propose a middle ground.
B. I am nearly always concerned with satisfying all our wishes.
27. A. I sometimes avoid taking positions that would create controversy.
B. If it makes other people happy, I might let them maintain their view s.
28. A. I am usually firm in pursuing my goals.
B. I usually seek the other's help in working out a solution.
29. A. I propose a middle ground.
B. I feel that differences are not always worth worrying about.
30. A. I try not to hurt the other's feelings.
B. I always share the problem with the other person so that we can work it out.
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Scoring the TKI
Circle the answers below that correspond to your answers on the questionnaire.
Avoiding
Competing Collaborating Compromisin (withdrawing Accommodating
(forcing) (problem solving) g (sharing) ) (smoothing)
1. A B
2. B A
3. A B
4. A B
5. A B
6. B A
7. B A
8. A B
9. B A
10. A B
11. A B
12. B A
13. B A
14. B A
15. B A
16. B A
17. A B
18. B A
19. A B
20. A B
21. B A
22. B A
23. A B
24. B A
25. A B
26. B A
27. A B
28. A B
29. A B
30. B A
Total number of items circled in each column
7 5 5 6 6
Compromisin
Competing Collaborating g Avoiding Accommodating
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THE FIVE CONFLICT HANDLING MODES
The Thomas-Kilmann Conflict Mode Instrument (TKI) is designed to assess an individual's
behavior in conflict situations- that is, situations in which the concerns of two people appear to
be incompatible. In such situations, we can describe a person's behavior along two basic
dimensions*: (1) assertiveness, the extent to which the individual attempts to satisfy his or her
own concerns, and (2) cooperativeness, the extent to which the individual attempts to satisfy the
other person's concerns. These two basic dimensions of behavior can be used to define five
specific methods of dealing with conflicts. These five "conflict-handling modes" are shown
below.
*This two-dimensional model of conflict-handling behavior is adapted from "Conflict and
Conflict Management; by Kenneth Thomas in The Handbook of Industrial and Organizational
Psychology, edited by Marvin Dunnette (Chicago: Rand McNally, 1976). Another valuable
contribution in this field is the work by Robert Blake and Jane Mouton in The Managerial Grid
(Houston: Gulf Publishing, 1964).
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Competing
Competing is assertive and uncooperative-a power-oriented mode. When competing, an
individual pursues his or her own concerns at the other person's expense, using whatever power
seems appropriate to win his or her position-the ability to argue, rank, economic sanctions, and
so on. Competing might mean standing up for your rights, defending a position you believe is
correct, or simply trying to win.
Accommodating
Accommodating is unassertive and cooperative-the opposite of competing. When
accommodating, an individual neglects his or her own concerns to satisfy the concerns of the
other person; there is an element of self- sacrifice in this mode. Accommodating might take the
form of selfless generosity or charity, obeying another person's order when you would prefer not
to, or yielding to another's point of view.
Avoiding
Avoiding is unassertive and uncooperative. When avoiding, an individual does not immediately
pursue his or her own concerns or those of the other person. He or she does not address the
conflict. Avoiding might take the form of diplomatically sidestepping an issue, postponing an
issue until a better time, or simply withdrawing from a threatening situation.
Collaborating
Collaborating is both assertive and cooperative-the opposite of avoiding. When collaborating, an
individual attempts to work with the other person to find a solution that fully satisfies the
concerns of both. It involves digging into an issue to identify the underlying concerns of the two
individuals and to find an alternative that meets both sets of concerns. Collaborating between
two persons might take the form of exploring a disagreement to learn from each other's insights,
resolving some condition that would otherwise have them competing for resources, or
confronting and trying to find a creative solution to an interpersonal problem.
Compromising
Compromising is intermediate in both assertiveness and cooperativeness. When compromising,
the objective is to find an expedient, mutually acceptable solution that partially satisfies both
parties. Compromising falls on a middle ground between competing and accommodating, giving
up more than competing but less than accommodating. Likewise, it addresses an issue more
directly than avoiding but doesn't explore it in as much depth as collaborating. Compromising
might mean splitting the difference, exchanging concessions, or seeking a quick middle-ground
position.
