Direct attention beyond numbers to core strengths, opportunities for growth, and strategic choices. Prepare for diversity Build conflict resolution skills in settings where managing differences is challenging. Use training tools with built-in cultural flexibility. Provide opportunities to discuss how diverse backgrounds shape habits in conflict. Be practical Ground learning in affirmation of existing strength.
|Published (Last):||2 September 2005|
|PDF File Size:||10.80 Mb|
|ePub File Size:||4.42 Mb|
|Price:||Free* [*Free Regsitration Required]|
The exercise takes about 10 minutes. Style Matters is available in two forms. The depth of the score report of the online version allows for individuals to do entirely self-directed learning. Many trainers use the online version even when they are doing an in-person workshop. That way users get indepth individualized feedback from their score report and group conversation in the workshop. Detailed trainers guides are available free to trainers and make it easy for anyone with basic group facilitation skills to lead a successful learning experience.
See side-by-side guide to formats here. Style Matters scores users on five styles of conflict - Directing, Avoiding, Harmonizing, Cooperating, and Compromising - indicating which conflict styles they prefer most and least. Several pages are devoted to each style, outlining its strengths and caution points, and giving tips for working with people who favor this style.
How does Style Matters achieve cultural adaptability? The Style Matters inventory gives users a choice of two different set of instructions while taking the instrument, one appropriate to low-context cultures and one to high-context cultures.
More info on this unique feature here. This is a concise, step-by-step, 40 page guide designed to support anyone with basic group leadership skills to lead a workshop on conflict styles. Users can view it on their own or trainers can use it as an early foundation of a teambuilding, conflict resolution or mediation skills workshop.
Access Code for quick login. Trainers who pre-pay for their users can request an Access Code and send their users to a quick login visible on lower left on the front page of our site. Users simply register their name and email and enter the code, and are then transferred directly to the inventory. Dashboard for powerful user management tools. The Dashboard contains a suite of user management tools on one webpage, including registering and inviting users, viewing and printing score reports, emailing score reports, sending followup instructions notes with one click, or aggregating conflict style scores of a whole group.
Partners in families and businesses take it separately and then discuss the results together. Teams take it and discuss results together as a positive, practical teambuilding exercise. Managers and project leaders learn how to bring the best out of each team member. Human resources professionals help staff members, departments and teams develop better conflict resolution skills and create a better working atmosphere.
Professors in dozens of universities and colleges use it to introduce conflict management skills to students. These include medical and nursing school professors who use it to train doctors and nurses for conflict management in medical settings, business school professors who train students in MBA programs, law school professors, and leading peace studies programs.
OD specialists, consultants, and coaches use it to work with individuals and teams. Trainers in conflict resolution or leadership skills structure training sessions ranging from one hour to half a day around it. Call center staff use it in training for dealing with difficult clients. Service staff in several large US state and federal agencies use it in training for interacting with populations they serve.
A large multi-national corporation administers it to staff in six countries as a routine skill for communication. Military trainers administer it to units across an entire national defense force. Development workers in numerous countries use it to train organizational staff and community workers. What are the time requirements? While taking the conflict style inventory, most users answer the twenty questions in about ten minutes. With the Online version, scores are tallied automatically and a report with recommendations based on scores is issued immediately.
With the print and PDF versions, users tally scores by hand with instructions in the inventory, which takes minutes. Reflection about conflict styles is, of course, the point of the exercise.
An individual can do this solo, working through the key parts of the Online tutorial in half an hour or less. These include access to our "Intro to Conflict Styles" visual presentation. However, conflict is a social experience - learning about it is more effective as a social experience. A trainer can present the basics in a workshop in as little as 30 minutes. For best results, plan for hours of interpretation and discussion time. The print and PDF versions contain two pages of suggested discussion questions, so you can easily tailor discussion according to the time available.
You can fruitfully spend up to a day of learning and discussion around this inventory. The free Trainers Guide to Successful Conflict Styles Workshops is keyed to Style Matters and makes it easy for anyone with group facilitation skills to lead a conflict styles workshops.
Download it now! Comparison to Thomas Kilmann and other conflict style quizzes Style Matters is an easy-to-use, all-purpose learning tool about conflict resolution. It is research validated and the subject of several current studies. Since several other instruments already address certain specialized uses, it is designed to be the instrument of choice for learning and teaching about conflict resolution and relationship management in general.
But for certain purposes, other inventories may be preferable. Style Matters is similar in its core logic to the Thomas Kilmann Conflict Mode Instrument , a conflict styles inventory created in the s, as both are based on the Mouton Blake Axis. Click here for detailed comparison of Style Matters and Thomas Kilmann! Unique benefits of Style Matters Designed for users of diverse cultural backgrounds. Provides different instructions for users from individualistic and collectivist cultures.
Scores users for their Storm Shift, a change in conflict style that many people experience when conflict escalates. Unparalleled trainer-friendliness, combining all elements for administering and interpreting a conflict style inventory in one low-cost package.
A strength of the Thomas Kilmann for certain purposes is that over several decades of existence, it has been the subject of multiple research studies. Style Matters too has been and continues to be the subject of research, but as a more recent arrival has a shorter research record. Intercultural Conflict Style Inventory. The ICS is designed to facilitate awareness of ways that differing cultures deal with conflict, whereas Style Matters is a tool for learning and teaching conflict resolution.
While Style Matters works in both individualist and collectivist cultures, if the purpose is primarily cultural awareness, the ICS may be the instrument of choice. If you purchased physical products, you must of course return booklets in good shape and we will not refund shipping costs.
Although we have offered this guarantee on our site for more than 5 years, as of early , we have yet to get a single request to honor it! Place an Order Individual users, go here. Payment is by Paypal, credit card, bank transfer, or with prior approval for recognized institutions, by check.
Is this conflict style quiz research validated? Yes, twice! Jean Chronis Kuhn, who received her Doctorate in Nursing Practice at Rocky Mountain University of Health Professions, administered Style Matters to Massachusetts nursing home directors to assess conflict management styles before and after a conflict management teaching intervention.
In her conclusion, Chronis Kuhn wrote that inventory performed well in reliability testing, "leading to the conclusion that the model and conflict measurement tools have immense applicability to other nursing settings as well as sustainability. Adjustments were then made to reflect these findings. Based on the results of their research, the researchers rated Style Matters well on both counts, and reported their findings in a peer-reviewed essay by M.
Braz, B. Lawton, R. Daly, K. Riverhouse ePress actively supports objective scholarly research into conflict styles by providing access to Style Matters at no cost to serious academic research projects, while maintaining a policy of complete objectivity regarding findings.
Our Story - How Style Matters Developed Early Draft - s Style Matters developed because a conflict resolution trainer had learned from personal experience how effective a conflict style inventory can be as a training tool. Ron Kraybill was an early pioneer in conflict resolution in the s, leading conflict resolution workshops in a wide variety of settings in the US, Canada, and Europe for Mennonite Central Committee, an early pioneer in the field of conflict resolution in the US, Canada, and abroad.
He used the Thomas Kilmann Conflict Mode Instrument for several years and experienced its effectiveness as a tool for introducing core concepts of conflict resolution. But he often encountered complaints about the "forced choice" format of that inventory. And working primarily with community, educational, and religious groups, the high per copy cost for purchasing the inventory was prohibitive.
He began experimenting with the development of an alternative version, also based, like the Thomas Kilmann, on the five-styles Mouton Blake Grid, but with different wording and offering a spectrum of choices in answering. In the mids, Kraybill was introduced by Dr. Barbara Date to the Gilmore-Fraleigh personality-type inventory and used it for several years. He was particularly impressed with two aspects of this instrument.
One is a feature that recognizes the impact of stress and anxiety on behavior by having users answer some questions about calm settings and some about settings where people are frustrated.
Though it is not a conflict style inventory, this feature of the Gilmore-Fraleigh proved to be highly relevant to situations of conflict. A second feature of the Gilmore Fraleigh that impressed Kraybill was its "Hot Tips", which provide users with specific suggestions for helping others to function at their best, based on their styles. In workshop and practitioner settings, Kraybill saw that users were highly responsive to these practical suggestions for supporting best functioning in others.
And in organizational settings, when presented and discussed in a group, this feature helped shift from negativity to a climate of positive, mutual support. Carried abroad by trainers in the global network of Mennonite peace and development workers, the Kraybill inventory circulated informally for many years, its reputation spread by word of mouth. It is still used in its early form by some trainers, though often not identified as the Kraybill Conflict Style Inventory. Major Upgrade - Recognizing the widespread use of the KCSI that had developed completely unattended, in , Kraybill revised it, incorporating ideas and comments accumulated from trainers and users over a period of years.
The updated version added a component of cultural sensitivity, differentiating between users from collectivist and individualist cultures, and providing different instructions for each. It also added a lengthy section of tips for bringing out the best in each style, expanded interpretive guidance, and a discussion guide with questions for group reflection.
About Style Matters
Harmonizing Compromising Each of these conflict resolution styles have their good and bad aspects. No one style is better than another. And, more importantly, any one individual can exhibit any one of the conflict resolution styles depending on how they are personally perceiving the circumstances at hand. Unfortunately, using the wrong conflict resolution style within a given situation can cause more harm than good.
Conflict Management Starts with Self Management
Cooperating, and Compromising. Its Basic version takes about 15 minutes to take and forty-five minutes to three hours to interpret, depending on how many exercises trainers choose to use. Its culturally sensitive Expanded Version takes about 25 minutes to take. For example, some people who are high in Directing behaviors in the beginning of a conflict shift into Avoiding as stress mounts. Others may shift from Avoiding to Directing, etc. An unusual feature of the KCRI in the world of conflict style inventories is that its Expanded Version is culturally sensitive. Users are instructed to identify whether they are from an individualistic eg: white, Anglo North American or collectivistic eg: black, Hispanic, indigenous culture, and are given slightly differing instructions accordingly.
Resolving Conflict: Understanding the Five Conflict Styles
Kraybill Conflict Style Inventory