Thomas-Kilmann Conflict Style Profile
Explore your behavioural preferences across Competing, Collaborating, Compromising, Avoiding and Accommodating using original INDENTRA workplace scenarios built around Assertiveness and Cooperativeness.
Identify preferences—then develop range.
This educational profile uses ten original workplace scenarios to show which conflict modes you tend to select. The result is intended to support reflection and behavioural flexibility, not to classify personality.
Conflict Style Profile — Step by Step
Eight locked stages move from profile context through ten original workplace scenarios, profile interpretation, an adaptability challenge and management review.
Establish the Conflict-Style Profile Context
Conflict Mode Preferences and Behavioural Range
Reveal the profile context to begin.
Five modes, two behavioural dimensions.
Competing
Higher assertiveness, lower cooperativeness. Useful when decisive action, standards or non-negotiable interests must be protected.
Collaborating
Higher assertiveness, higher cooperativeness. Useful when both sides' concerns matter and joint problem-solving can create a stronger solution.
Compromising
Moderate assertiveness and cooperativeness. Useful when a workable middle ground is acceptable and efficiency matters.
Avoiding / Accommodating
Avoiding lowers both immediate assertiveness and cooperativeness; Accommodating lowers assertiveness while raising concern for the other party.
Profile Score= number of scenario choices associated with each mode, normalized to a 0–100 display scale.
Assertiveness Index and Cooperativeness Index are derived from the selected modes using an illustrative two-axis mapping.
Behavioural Range rewards a profile that uses several modes rather than relying almost entirely on one response pattern.
Important: this is an original INDENTRA educational diagnostic inspired by the familiar five-mode conflict framework. It is not the proprietary Thomas-Kilmann Conflict Mode Instrument (TKI) and does not reproduce its questionnaire or scoring method.
Try Alternative Responses Without Changing Your Profile
This section is isolated from the guided diagnostic. Select alternative responses to three short situations and see which conflict mode each response represents.
Quick Knowledge Check
Conflict Mode Cues
Competing
Use when a decisive, legitimate and accountable position must be protected; watch for relationship damage or suppressed information.
Collaborating
Use when both sides' concerns matter and joint problem-solving can create a durable solution; watch for time and process cost.
Compromising
Use when a workable midpoint is sufficient; watch for value left unexplored.
Avoiding
Use deliberately for low-value issues, missing information or cooling-off; watch for unresolved issues becoming larger.
Accommodating
Use when the issue matters more to the other party or yielding protects a critical relationship; watch for chronic self-sacrifice.
Adaptability
Your preferred style is not a prescription. Choose the mode that fits the issue, relationship, urgency, authority and information conditions.
The development goal is to recognize your preferred response patterns and become more deliberate about choosing Competing, Collaborating, Compromising, Avoiding or Accommodating when the situation calls for it.