The program is structured around two specific tools: the Myers-Briggs Type Indicator (MBTI) and the Thomas-Kilmann Conflict Mode Instrument (TKI).
The MBTI identifies an individual’s preferred style of communication and provides guidance on how they can modify that style to be more effective and avoid areas of misinterpretation between people of different types.
Prior to the workshop, participants go online and take the MBTI in their preferred language. At the offsite workshop, each participant receives a printed report with his or her personality preference, called the “type”.
The facilitator also conducts a 30-minute interview with each participant before aggregating the MBTI information to create a team profile and team similarity index. This report is a valuable tool for analysing team effectiveness and identifying areas for development. Both the individual and team reports are debriefed at the workshop and used as the basis for the activities that follow.
The MBTI helps teams understand individual differences and identify the talents that each person brings to their role, reducing potential sources of misunderstanding and conflict. The MBTI data specifically supports team development by:
- uncovering how people take in information and how they prioritise that information to make decisions.
- enhancing people’s understanding and comfort with their own work styles, while constructively identifying potential areas of development.
- reducing periods of unproductive work by improving clarity in communication.
- identifying individual and team strengths and weaknesses.
- helping individuals understand how different perspectives and methods can lead to better problem-solving.
- allowing teams and managers to match specific task assignments to certain MBTI types.
- predicting potential problem areas and helping team members to appreciate and use others’ strengths.
This 30-question profile measures a person’s behaviour in conflict situations and assesses which of the five modes of conflict (compete, accommodate, collaborate, avoid, and compromise) they may be using too much, or too little.
The TKI is used to safely open a discussion about conflict, to reveal patterns and examine instances when one conflict behaviour could have been replaced with something more effective. We use it to:
- give teams a pragmatic, situational approach to conflict resolution;
- demonstrate how and when to use the five conflict-handling styles effectively;
- help teams initiate safe and productive dialogue to deal with conflict situations.