Introduction: Two Powerful Models for Better Collaboration
Effectively dealing with different personalities and conflicts is important both at work and at home. In this blog, we explore the connection between the Thomas-Kilmann conflict management model and the DISC personality model. Both models help us communicate better and work together more effectively when situations become challenging.
Table of Contents
The Thomas-Kilmann Conflict Management Model
The conflict management model, developed by Kenneth W. Thomas and Ralph H. Kilmann, is used in our training programs. It shows how you typically handle conflicts and teaches you how to use different approaches for different situations.
What is a Conflict?
A conflict doesn’t always have to be a major argument. Even a difference of opinion or having different interests can already be a conflict. You can use the conflict management model in many situations.
The Five Conflict Styles
The Thomas-Kilmann model identifies five different conflict styles:
- Forcing: You prioritize your own interests over the relationship
- Collaborating: You seek a solution that works well for both you and the other person
- Compromising: Both parties concede something
- Avoiding: You sidestep the conflict
- Accommodating: You set aside your own interests for the sake of the relationship
Each conflict style works well in certain situations.
The DISC Personality Model
The DISC model shows how people behave. There are four main styles:
- D – Dominance: Direct, fast, results-oriented
- I – Influence: Enthusiastic, social, optimistic
- S – Steadiness: Calm, patient, helpful
- C – Conscientiousness: Precise, analytical, cautious
These DISC styles strongly influence how people communicate, make choices, and handle conflicts.
The Connection Between DISC and Conflict Management
Your DISC Style and How You Handle Conflicts
How you handle a conflict depends on the importance of the issue, the situation, and your personality. Your DISC profile reveals a lot about which conflict style you typically choose.
Dominance and Forcing
People with a strong D-style (Dominance) often choose the “Forcing” conflict style. They don’t avoid conflicts and want to achieve their goals.
Characteristics of the D-style in conflict management:
- Speak directly and confrontationally
- Want to convince others of their viewpoint
- Make quick decisions
- Can be impatient and may not let others finish speaking
- Focus primarily on results
Others may feel pressured by the D-style. However, this style works well when quick decisions are needed in the conflict management process.
Influence and Collaborating
The I-style (Influence) often opts for the “Collaborating” conflict style. These people want to maintain the relationship while finding a good solution.
Characteristics of the I-style in conflict management:
- Flexible and positive in their approach
- Look for a solution that makes everyone happy
- Enthusiastic about new ideas
- Involve others in finding solutions
- Focus on the positive aspects of the situation
Others usually feel comfortable with the I-style. This style works well when creative solutions are needed and relationships are important during conflict management.
Steadiness and Accommodating
The S-style (Steadiness) desires harmony and will often avoid conflict or accommodate to maintain the relationship. This corresponds with the “Accommodating” conflict style in the Thomas-Kilmann model.
Characteristics of the S-style in conflict management:
- Friendly and supportive towards others
- Willing to accommodate for the sake of peace
- Listens well to others
- Avoids tension and conflict situations
- Sets aside personal needs for others
Others often find the S-style nice and easy to work with. This style is good when the issue is more important to the other person, or when the long-term relationship is more important in the conflict management process.
Conscientiousness and Avoiding
The C-style (Conscientiousness) often tends to avoid conflicts. This aligns with the “Avoiding” conflict style according to the Thomas-Kilmann model. They particularly avoid conflicts when they don’t have all the facts to support their position.
Characteristics of the C-style in conflict management:
- Careful about what they say
- Make decisions based on facts and logic
- Avoid emotional discussions
- Sometimes withdraw to think
- Want to be objective and correct
Others might perceive the C-style as distant. This style works well when you need more time to gather information or when the conflict can better wait within the conflict management process.
Compromise: The Middle Way in Conflict Management
The fifth conflict style in the Thomas-Kilmann model is compromise. This style sits in the middle of the conflict management model.
With a compromise, both parties meet in the middle. When the interests on both sides are significant enough, everyone is often willing to concede something, regardless of their DISC style. This is a practical approach commonly used in conflict management.
Situations where a compromise works well in conflict management:
- When there is little time and you need a quick solution
- When both parties are equally strong but have different goals
- For temporary solutions to complex problems
- When a temporary solution is needed while seeking a better one
- When collaboration or forcing doesn’t work
Practical Example: DISC and Conflict Management in a Team Meeting
Imagine the following scenario: in a team meeting, there’s a disagreement about how to approach a new project.
- Manager with D-profile: Wants to decide quickly and get started. “We need to choose now and begin.”
- Marketing specialist with I-profile: Suggests brainstorming ideas that everyone will like.
- HR employee with S-profile: Agrees with the various ideas and tries to reduce tension.
- Financial analyst with C-profile: Wants to gather more data and thoroughly research everything before making a decision.
These differences can lead to frustration. But if the team understands the DISC styles and conflict styles according to Thomas-Kilmann, they can:
- Recognize and respect each other’s natural styles
- Choose the best conflict style for the situation
- Communicate better by adapting to each other’s preferences
Conclusion: Similarities and Differences Between DISC and the Conflict Management Model
DISC and the Thomas-Kilmann conflict management model overlap, but they are not the same. Both deal with human behavior, but with different purposes.
The DISC personality model focuses on how people behave and communicate, while the conflict management modelspecifically addresses conflict approaches. DISC shows how people communicate and react in certain ways, while the Thomas-Kilmann model shows which approach works best in a particular situation.
Practical Applications of DISC and Conflict Management
Understanding both models is useful for:
- Effective communication: Insight into DISC helps recognize communication styles and adapt your approach to prevent misunderstandings.
- Conflict management: By combining DISC and conflict management techniques, you can better respond to tensions and prevent or resolve escalations.
- Team dynamics: Understanding how different DISC profiles react in conflict situations helps create a harmonious and productive team.
- Personal development: Through self-awareness of your DISC profile and preferred strategies in conflicts, you can act more effectively in challenging situations.
- Leadership and coaching: Managers and team leaders can use DISC and conflict management to better guide their teams and proactively address tensions within the group.
By knowing your DISC profile and how you typically handle conflicts according to the conflict management model, you can become more flexible. You learn when to use your natural style and when another conflict style works better.
Frequently Asked Questions About DISC and Conflict Management
- Can my DISC profile change in different situations? Yes, although people have a primary style in the DISC model, they can react differently in various situations. This also applies to conflict styles in the Thomas-Kilmann model.
- Is there one DISC style that is best for conflict management? No, each DISC style has strengths and weaknesses in conflicts. What works best in conflict management depends on the situation and the people involved.
- Can I change my natural conflict style according to the Thomas-Kilmann model? Yes, if you are aware of your style in the conflict management model, you can learn to use different styles, even if they don’t feel natural.
- How can I use DISC and the conflict management model to improve my team? Through assessments, you can learn about the DISC profiles and conflict styles of team members. This helps to better understand each other and work together more effectively.
- Are the DISC model and the Thomas-Kilmann conflict management model scientifically based? Both models are based on behavioral research and are widely used in professional environments. But remember that they are simplifications of human behavior.
Would you like to know more about how you can apply DISC and conflict management in your organization? Contact us.