Scenario
You are a new HR manager at HarmonyForge Solutions. The senior managers are trying to more clearly understand all the types of conflict resolution strategies their managers use to overcome conflict challenges among their teams. You only have 5 minutes to explain the five conflict resolution strategies from the Thomas-Kilman Model.
Instructions
Your task is to create a visually appealing presentation, diagram, or infographic (Word SmartArt, Canva, or PowerPoint are suggested tools) that comprehensively explains the five conflict resolution strategies (known as the Thomas-Kilmann Conflict Model):
- Avoiding
- Accommodating
- Compromising
- Competing
- Collaborating
o 5-minute visually appealing presentation, diagram, or infographic explaining the five conflict resolution strategies from the Thomas-Kilman Model
Full Answer Section
Slide 3: The Thomas-Kilmann Model (2 minutes)
- Use a visually appealing graphic (e.g., pie chart with five sections) to represent the Thomas-Kilmann Model.
- Each section should represent one conflict resolution style with a clear label (Competing, Collaborating, Avoiding, Accommodating, Compromising).
- Briefly explain the two key dimensions of the model: Assertiveness (how much you try to satisfy your own concerns) and Cooperativeness (how much you try to satisfy the other party's concerns).
Slide 4: Conflict Resolution Styles Explained (1 minute per style)
- Competing (High Assertiveness, Low Cooperativeness): Focus on winning, assertive communication, may use directness or forcefulness. Suitable for urgent situations or when a clear decision needs to be made.
- Accommodating (Low Assertiveness, High Cooperativeness): Focus on maintaining harmony, readily agrees with others, avoids conflict. May be useful when preserving relationships is more important or when you have less power in the situation.
- Avoiding (Low Assertiveness, Low Cooperativeness): Withdrawing from the situation, ignoring the conflict. May be appropriate for minor issues or when gathering more information is needed before addressing the conflict.
- Compromising (Mid-Level Assertiveness & Cooperativeness): Finding a middle ground, willing to make concessions. A common approach, but may not always lead to the best solution for everyone.
- Collaborating (High Assertiveness, High Cooperativeness): Working together to find a win-win solution, open communication, problem-solving approach. Ideal for complex issues or when a long-term solution is needed.
Slide 5: Key Takeaways and Resources (30 seconds)
- Briefly summarize the importance of understanding different conflict resolution styles.
- Encourage managers to identify their preferred style and consider the other party's style when approaching conflict.
- Provide resources for further learning on the Thomas-Kilmann Model (optional: website link or handout).
Additional Tips:
- Use clear and concise language throughout the presentation.
- Emphasize the benefits of choosing the appropriate conflict resolution style for each situation.
- Encourage managers to seek support from HR if they face complex conflict situations.
By following these steps and using a visually appealing format, you can effectively explain the five conflict resolution styles from the Thomas-Kilmann Model within a 5-minute timeframe. This will equip HarmonyForge managers with valuable tools to address conflict constructively within their teams.