Conflict Resolution Assessment

Which of the following is NOT a conflict-handling mode in the Thomas-Kilmann Model?

• Competing
• Collaborating
• Persuading
• Avoiding

Emotional Intelligence in conflict resolution involves:

• Self-awareness, self-regulation, empathy, and social skills
• Dominating the conversation to establish authority
• Avoiding conflicts at all costs
• Using only rational logic without emotions

Which of the following is a key active listening technique in conflict resolution?

• Interrupting to make a stronger point
• Repeating back what was heard to ensure understanding
• Avoiding eye contact to remain neutral
• Responding immediately without reflection

What is the best initial step when mediating a workplace dispute?

• Decide who is right and who is wrong
• Assign blame and determine consequences
• Ask them to resolve it privately without guidance
• Encourage both parties to express their perspectives without interruption

Two team members are arguing about project responsibilities, and tension is rising. What is the best approach?

• Ignore the argument and let them resolve it on their own
• Immediately reassign tasks to avoid further conflict
• Take one person aside and ask for their version of events
• Facilitate a discussion to identify a resolution strategy

A colleague consistently interrupts you in meetings, making it hard to express your ideas. How should you handle this?

• Interrupt them back to make your point
• Privately discuss the impact of their interruptions and suggest a communication strategy
• Raise your voice in meetings to ensure you're heard
• Complain to your supervisor about their behavior

An employee you supervise becomes defensive when you provide feedback. What is the best way to handle this?

• Ignore their reaction and insist they follow your instructions
• Report their attitude to HR immediately
• Provide feedback in a way that highlights improvement opportunities
• Avoid giving them feedback in the future

Think of a past workplace conflict you were involved in. What conflict-handling style from the Thomas-Kilmann model did you use, and what was the outcome?

How comfortable do you feel mediating conflicts between colleagues? What challenges do you face?

After this training, what strategies will you implement to improve your conflict resolution, emotional intelligence, and communication skills?