Thomas Killmann Conflict Style Assessment is useful for understand how an individual responded to a conflict situation. There are five different ways in which an individual deals with conflicts: (Fayard)
The Thomas Killmann’s Conflict Style assessment of the team is as seen in the figure below.
At this moment, the two members furious were Haukur and me. Pairing requires lot more cordination and dedication. The dependencies for completion of tasks and casual attitude of our pair-partners just increased our frustration. I, being more of an accomodating personality, tried to be patient till one day to go for the team paper completion as per team’s roadmap. I failed to raise my concern to Brenda. So, I decided to discuss my problem with Haukur. …show more content…
It matters how the team handles the dispute. There will be times when members DIVERGE but what matters is how they UNITE back and work towards the same goals. As it is said, an effective leader confronts conflicts, not “sweep it under the rug”! (Fayard).
RECOMMENDATIONS:
INDIVIDUAL ASSESSMENT: What I could have done better? With a team of majority of introverts (as we figured out from our MBTI profiles), I wanted to make everyone comfortable to raise their opinions and hence refrained myself from taking the role of a leader/manager. It was probably even the fear of being called bossy that stopped me from picking up the role, even though I believe I was good at it. I think I would have handled the direction and focus of the team better had I signed-up for being the project manger of my team.
I also realized that avoiding conflicts just increases the magnitude of the problems. So, at least in a safe environment, as our project team, I should have raised alarm much earlier. I postponed my concerns till much later. Also, I think I could have avoided all these issues, if I could learn how to give constructive feedback to my teammates. This would have been instrumental in the preventing
The Thomas Killmann’s Conflict Style assessment of the team is as seen in the figure below.
At this moment, the two members furious were Haukur and me. Pairing requires lot more cordination and dedication. The dependencies for completion of tasks and casual attitude of our pair-partners just increased our frustration. I, being more of an accomodating personality, tried to be patient till one day to go for the team paper completion as per team’s roadmap. I failed to raise my concern to Brenda. So, I decided to discuss my problem with Haukur. …show more content…
It matters how the team handles the dispute. There will be times when members DIVERGE but what matters is how they UNITE back and work towards the same goals. As it is said, an effective leader confronts conflicts, not “sweep it under the rug”! (Fayard).
RECOMMENDATIONS:
INDIVIDUAL ASSESSMENT: What I could have done better? With a team of majority of introverts (as we figured out from our MBTI profiles), I wanted to make everyone comfortable to raise their opinions and hence refrained myself from taking the role of a leader/manager. It was probably even the fear of being called bossy that stopped me from picking up the role, even though I believe I was good at it. I think I would have handled the direction and focus of the team better had I signed-up for being the project manger of my team.
I also realized that avoiding conflicts just increases the magnitude of the problems. So, at least in a safe environment, as our project team, I should have raised alarm much earlier. I postponed my concerns till much later. Also, I think I could have avoided all these issues, if I could learn how to give constructive feedback to my teammates. This would have been instrumental in the preventing