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Kilmann will explain how to develop Group TKI Profiles, which are based on each member's response to two TKIs, each with modified instructions, regarding their conflict-handling behavior: (1) INSIDE their group and (2) OUTSIDE their group (in all other settings in their life). Kilmann then interprets a number of very different Group TKI Profiles, which brings them to life.

This is Part Two of a multi-part series that focuses on conflict in the workplace.

Each of the five styles comes with its own set of advantages and disadvantages.

Do you recognize your preferred style of dealing with conflict here?

Whether you’re a nurse manager or an advancement-minded staff nurse, one of the best career strategies you can employ is to become adept at managing and resolving conflict.

Many experts have studied the ways in which people respond to conflict.

An individual’s choice of style in a conflict situation will vary depending on a variety of factors.

It is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions on difficult issues and facilitate learning about how conflict-handling modes affect personal, group, and organizational dynamics.

The TKI is also extensively used by mediators, negotiators, and many practitioners in the coaching profession (executive coaches, career coaches, business coaches, life coaches, etc.).

Some people vary their responses to a conflict situation depending on the type of conflict or on the type of relationship they have to the person involved.

Other people choose to use one approach for all conflicts regardless of varying factors or relationships.

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In such situations, we can describe an individual's behavior along two dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person's concerns.

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