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Modifying the Underlying Dimensions of the TKI Conflict Model

Dec 4, 2013 in CPP Connect | 0 comments

By Ralph H. Kilmann, co-author of the Thomas-Kilmann Conflict Mode Instrument (TKI) Since the early 1970s, two dimensions have been used to plot the five conflict modes: assertiveness and cooperativeness (my attempts to satisfy my own needs versus my attempts to satisfy the other person’s needs, respectively). Occasionally, assertiveness and cooperativeness were modified to Person A and Person B, as just another way of focusing on the needs and concerns of two people engaged in an interpersonal conflict. During the past decade, however, I have often modified those two underlying dimensions to draw special attention to unique kinds of conflicts. For example, using the Kantian/Hegelian dialectic, assertiveness and cooperativeness can be changed to Thesis (a position, policy, or perspective) and Anti-Thesis (its opposite). In this way, a collaborative solution becomes a Synthesis. This new Synthesis then becomes a new Thesis, which usually attracts a new Anti-Thesis, and the cycle of conflict and change continues to unfold. Such modifications to the original dimensions led me to see the heuristic power of the TKI conflict model well beyond its original design. Most recently, with my work on mind/body/spirit consciousness, it won’t come as a surprise that I again modified the assertiveness/cooperativeness dimensions in order to highlight unique kinds of consciousness conflicts: 1. Are you a physical body or an energy body? 2. Are you governed by your ego or by your soul? 3. Is your self (your ego and/or your soul) separate from your surrounding systems? 4. Have you resolved your primal relationships…based on your version of what happened or the other person’s version of what happened? By replacing the assertiveness vs. cooperativeness dimensions with Physical Body vs. Energy Body, Your Ego vs. Your Soul, Your Systems vs. Your Self, and Your Version of the Truth vs. The Other Person’s Version of the Truth, each unique conflict can be seen with the wisdom of the TKI conflict model. Bottom line: What first appears as an either-or polarity, a win-lose argument, or a perpetual deadlock, under the right conditions, can be transformed into a collaborative solution. In particular, people can discover a new perspective that allows them (1) to see themselves (and others) as both a physical and an energy body, (2) to realize that they can discover an approach to life that will satisfy both their ego’s desires and their soul’s purpose, (3) to acknowledge that their surrounding systems are as...

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CPP and Ford Team Up for the Customer

Nov 11, 2013 in CPP Connect | 0 comments

Purchasing a vehicle is the second largest financial decision in most people’s lives – right after buying a house. With so many makes, models, brands and biases, it’s no surprise that automakers want their customers to be happy with their purchases – not just driving off the lot but years after they’ve had the car. So instead of starting with the car, Ford decided to start with the person. And the personality. In order to help people to have the best possible car researching and buying experience, Ford teamed up with CPP, Inc. to utilize the Myers-Briggs® assessment to tailor car buying tips for every personality type. “Each of us brings something to the table when making decisions but also has potential blind spots” says Michael Segovia, lead certification trainer for the MBTI®. There’s a strong relationship between personality type, buying habits and the decision making process – and these are all individually expressed by how people shop for and ultimately choose to drive. Want more? Check out this infographic created by Ford and CPP: Who You Are Influences What You Drive (preview at the top of the page). Recently, Ford’s Lorie Costew and CPP’s Michael Segovia were guests on the vehicle-focused talk show Autoline. They discussed how the partnership came about and why the results of the project are so applicable to every personality type. Watch the Autoline Segment here. In addition, at the Further with Ford media and trend event, Ford shared actual target customer demographics and data with the experts at CPP, and based on both persona and personality type characteristics, came up with seven visual examples of car-buyers with their vehicles. Click on an example below to learn more.                   We were so inspired by this partnership we didn’t want it to stop! So, we’ve designed some of our own ‘carsonalities’ based on common traits of the Myers-Briggs personality type and the appreciation of the vehicles that get us where we want to go. Check out the poster for your type on our Pinterest page and feel free to...

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Leveraging your style to manage stress and gain perspective

Nov 8, 2013 in CPP Connect | 0 comments

How can an awareness of the Dominants Lens help you? The Dominants Lens indicates what you tend to need to feel comfortably in charge of your life, as well as points to potential stress triggers. This information can help you let loved ones, colleagues, support professionals, friends, and others know how to support you during a transition to keep you moving forward with perspective and balance.

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Five Tips for Handling Conflict within Organizations

Oct 23, 2013 in CPP Connect | 0 comments

One of the not-so-pleasant responsibilities of HR is handling conflicts that arise from difficult managerial situations. Whether it’s someone that nobody wants to manage because the issue at hand is complex or unpleasant, or an employee that complains about their workload or doesn’t get along with the rest of the team, formal and informal employee complaints are often tempting for managers to postpone or sideline all together. However, this could end up costing the organization more in the long-run due to lost productivity, increased stress and distractions, negative workplace culture, discrimination or legal risks,  or even employee turnover or erroneous dismissal – all because no one’s taking care of the issue directly. Below are five tips for managers and HR professionals for dealing with difficult conflicts: Act early Managers need to intervene before the situation worsens. There are very few cases where ignoring the problem will heed a solution, so even if it’s uncomfortable, encourage managers to at least start addressing the situation. Dig to the Core of the Problem Seemingly erroneous complaints from employees could be masking a deeper problem, such as resource allocation, misunderstood goals, or lack of communication. Don’t dismiss all complaints as simple dislike. Is It an Employee Personality Conflict? Sometimes complaints result from employees whose personalities may clash – whether it’s how to approach a problem, extroverted or introverted preferences, or communication tendencies. This is where knowing and understanding different personalities and of styles of work is useful for employees and managers alike. It’s also useful to have a strong manager in the situation that helps employees understand that they need to work within these differences. Be Wary of Taking Sides Managers also need to be reminded from time to time that it’s not beneficial to side with the “higher performers.” When complaints are made about stellar performers, some managers find themselves siding with the more productive employee for fear of offending the person especially if that employee’s performance contributes directly to the bottom line – such as in sales. How Do They Typically Handle Conflict? Different conflict-handling styles affect interpersonal and group dynamics. Tools such as CPP’s Thomas-Kilmann Conflict Mode Instrument (TKI) offer a practical way to initiate safe and non-emotional dialogue to resolve conflict by helping individuals to gain insight into their own and other’s behaviors. Want to see more on conflict resolution? Check out this 9 Rules for Managing Conflict at...

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Coach for Impact—Leveraging Type Workshop in New York

Oct 14, 2013 in CPP Connect | 1 comment

How are your coaching skills? Want to find out what it’s like to be coached by you? In this highly interactive program, Bernie Goldstein will help you examine and enhance your approach to coaching individuals within your organization or coaching practice. You will have the opportunity to experience actual exercises from a coach-training workshop and learn how to seamlessly weave your awareness of type into your own coaching model. Bernie will discuss real-world success stories implementing his model and explore ways for you to bring these best practices back to your organization. Register today! Coach for Impact—Leveraging Type Workshop (Presented by the Association for Psychological Type New York Chapter) Date: Monday, Oct 21, 2013 Time: 5:30 PM-8:00 PM Location: 105 East 22nd Street (& Park Ave South), Room 4A New York, NY Cost: $10 Click here to...

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It’s National Customer Service Week!

Oct 8, 2013 in CPP Connect | 0 comments

Yesterday, October 7th, marked the start of a special time we like to celebrate at CPP: National Customer Service Week! While we always like to thank our customers, we especially look forward to doing so at this time. So with that, enjoy this 11 second video from our CPP Customer Relations Team: Starting today, we will post some stressors by type as well as tips on how to cope. Make sure you follow us on these sites to get your tips: Facebook               Twitter            Google Plus Enjoy your special...

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Free Webinar Event: Take Charge of Your Organization’s Future with Talent Lifecycle Assessments

Oct 3, 2013 in CPP Connect | 0 comments

Within every organization, leadership potential is prevalent. As are demanding business needs. Tying the two together at the right time takes know-how—and is an absolute necessity in today’s competitive marketplace Sign up for our free webinar on Thursday, October 24, to learn how St. Luke’s Hospital and other best-of-class organizations have capitalized on the power of assessments to achieve impactful business and people returns on their talent investments. Take Charge of Your Organization’s Future with Talent Lifecycle Assessments Date: Thursday, October 24, 2013 Time: 10:00–11:00 a.m. PDT / 1:00–2:00 p.m. EDT Register Now! Citing real-world processes, Bob Weigand, Director of Organizational Development, and Tanya Markovich, Director of Workplace Initiatives, at St. Luke’s University Health Network, along with CPP Organizational Development Consultant Pam Valencia, will walk you through real-world success stories covering: Planning & Acquiring: Bringing in “best-fit” talent Supporting & Developing: Determining leadership strengths and development opportunities Performance Management: Helping struggling leaders Impact Measurement: Gauging ROI through the organizational development process Don’t miss this chance to learn how to hire, strengthen, and develop your people to be better. Register today! After registering, you will receive an email confirmation containing information about joining the webinar. For webinar questions, please call 800.624.1765 x 230 or email us at * Source: Aberdeen Group, Accelerating Leadership Development, March...

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Meet Erin Barber – Your Artsy Customer Relations Advisor!

Oct 3, 2013 in CPP Connect, Eye on Edu | 0 comments

In our next installment of Meet Your Customer Relations Rep, we are happy to introduce Erin Barber!

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Evaluating Career Fit If You Are a Judging Type

Oct 1, 2013 in CPP Connect | 0 comments

Creating a career plan with short-term and long-term goals is a vital step to take in the pursuit of your career aspirations. Identify people who can help support your goals and communicate your interests to them. Once you have communicated your plan and preferences to others, they can begin to help support your successful progress. Typically people with a preference for Judging enjoy working on a plan with unambiguous milestones. Judging types are most satisfied when the task is completed. They enjoy a work environment with clear direction and a path forward. If you are a Judging type, here are some questions to think through or ask during the interview process when evaluating a new career choice or work environment: What are the future goals for the position? Does the position have a clear job description, or is it one to be developed? Will it be clear to others when goals are met? How and how often is progress toward goals measured and communicated? Does the organization have a three- to five-year strategy or plan in place? Successful career planning also requires adjusting goals regularly and giving consideration to the overall economic conditions and business trends. Knowledge of the work, the general business environment, and type can help you find career options that best fit your unique preferences and goals. By: Saundra Stroope Human Resources Manager, Intermountain Healthcare...

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Using the Strong® Assessment to Find Clients That Click

Sep 27, 2013 in CPP Connect | 2 comments

Running a small business or consulting practice is not for the faint of heart. Anyone with this experience knows the difficulties of managing the finances, keeping up with clients and email, keeping records and long-term strategy questions keeping you up all night. Not only are you the CEO of your consultancy, you’re also the CFO, CMO, CIO and head of sales. And at the center of your consultancy are your customers. Some clients may be from referrals, some found you online and others you acquired through a marathon of pitches and meetings but the core question for most small businesses remains the same- where should you look next for your new clientele? Try asking the Strong Interest Inventory® assessment. In one of CPP’s case studies, a national financial services company wanted to grow and retain its sales agents who often didn’t have hands-on sales experience. They began using the Strong assessment in an innovative way – to help develop agents’ marketing plans based on their dominant area of interest. In short, the Strong assessment helped give independent sales agents an idea of what kind of clients they could relate to best based on their own Strong assessment results. And this innovative use of the Strong assessment isn’t just for independent sales agents – just about any small business or consultancy can use the assessment in the same way. Finding and retaining new customers is about building relationships. When you share an interest with a certain type of client, you’re better positioned to prospect those groups and ultimately be more successful at building and maintaining those relationships. Using the Strong Interest Inventory assessment as a target marketing tool is one more way to keep sales efforts for focused and effective. Learn more about the Strong Interest Inventory assessment here. See a sample of the Strong Interest Inventory report...

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