Conflict & Collaboration


In graduate school, Sue Strong studied conflict management with Ken Thomas, co-author of the Thomas-Kilman Conflict Instrument (TKI). Our work and interest in this area has been continuous since the early 1970's.

We view conflict as a natural aspect of human relationships. Consequently, we don't judge it as "bad" or "wrong". In fact, we like to think of it as a form of problem-solving. With our ability to objectively help our clients, all parties are made to feel valued in the process as they work out acceptable solutions and build productive relationships.

Building collaboration is essential in today’s business world.

Our services are numerous and include:

• Team Development & Alignment - There are numerous opportunities to develop and align teams in today’s business world. Common situations include:
  
  • When there is conflict preventing a team from efficiently achieving goals.
  • When multiple departments need to cooperatively work together to achieve organizational goals.
  • When organizations must align cultures, goals, and work processes as in a merger, acquisition, or co-promote situation.
• Team of Two© - Strong Consulting has designed a unique process to address interpersonal conflict when two people are struggling with
  differences. This can be a manager and employee, two peers on the same team, or two people from different functions. We have a variety of tools and techniques that help people get to the real issue.
• Creating Innovative Solutions through Diverse Thinking
• Understanding & Managing Organizational Politics

"There are three ways of dealing with difference: domination, compromise, and integration. By domination only one side gets what it wants; by compromise neither side gets what it wants; by integration we find a way by which both sides may get what they wish." – Mary Parker Follett


Conflict Dynamics Profile®

The Conflict Dynamics Profile® (CDP), an assessment instrument dealing with conflict behaviors, provides a powerful way to improve self-awareness of what triggers conflict in individuals as well as how they respond to conflict in the workplace. It produces a complete "conflict profile" by providing feedback on:

• what provokes an individual
• how that individual perceives the way he or she responds to conflict
• how others view that individual responding to conflict
• how the individual responds before, during, and after conflict
• which behaviors harm one's position in a particular organization

Based on this information, the CDP then provides practical approaches for improving behaviors that promote more effective conflict management.

For more information on the CDP or any of our conflict management resources, please Contact Us.