The Thomas-Kilmann Conflict Model is a helpful tool that breaks down how people typically respond to conflict. It identifies five styles—Avoiding, Accommodating, Competing, Compromising, and Collaborating—each based on how much you focus on your own needs versus others’. No one style is “right” all the time; the key is learning when each one is most useful. For example, sometimes stepping back (avoiding) gives space for reflection, while other times, standing your ground (competing) is necessary to protect a vital principle.
As an emerging leader, understanding your own default conflict style—and recognising it in others—gives you an edge. It helps you navigate tricky situations with more empathy and skill. Instead of reacting out of habit, you can choose your approach thoughtfully, depending on what the situation calls for. That kind of self-awareness and adaptability not only builds trust, it also helps create a healthier, more collaborative team culture.
