What are the 5 conflict resolution styles according to Thomas-Kilmann?

The Thomas-Kilmann conflict resolution model identifies five main styles of behavior in conflict situations:

1. Competing — actively defending one's interests, striving to win at any cost. Used when quick and decisive action is needed.

2. Collaborating — seeking a solution that satisfies the interests of all parties. Requires time and open dialogue, suitable for complex conflicts.

3. Compromising — finding a middle ground where each side concedes part of their demands. A quick but not always optimal method.

4. Avoiding — sidestepping the conflict, refusing to discuss the problem. Can be useful if the conflict is minor or the timing is not right.

5. Accommodating — yielding to the interests of the other party, abandoning one's own demands to preserve relationships.

The choice of style depends on the situation, the importance of relationships, and goals. An effective manager can flexibly apply different styles for successful conflict resolution.