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Five Conflict Handling Modes
Short answer
Five Conflict Handling Modes — a clear, sourced definition: what it is, how it is measured, high and low markers, and what it cannot tell you. AssessWiki explains the concept and links to a free assessment.
The five modes defined
The five conflict-handling modes come from the Thomas-Kilmann Conflict Mode Instrument, the most widely used conflict framework in organisational psychology. Each mode is a strategy, not a personality trait — the same person can use different modes in different situations.
How the modes are measured
Each mode is assessed through forced-choice items that pit one mode against another. Your results show the relative frequency of each mode in your behaviour, not a single label. A balanced profile — moderate on all five — is associated with the most effective conflict management.
Common misconception
"Collaborating" is not always the best answer. Collaboration is time-consuming and cognitively demanding. For trivial issues, compromising or even avoiding is more efficient. The goal is not to collaborate more — it is to choose the mode that fits the stakes and the relationship.
Is it accurate?
The framework behind this concept is supported by published, peer-reviewed research and replicated across contexts. AssessWiki summarises the evidence honestly, including where it is contested or incomplete.
What it cannot tell you
A definition or framework is a map, not the territory — it cannot capture the full complexity of any individual or predict real-world outcomes on its own.
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