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Role Play Scenario: Navigating Workplace Conflict with Thomas$-$Kilmann Conflict Handling Styles

Objective

To explore the five conflict handling styles $($competing$,$ collaborating, compromising, avoiding, and accommodating$)$ within a Canadian workplace setting.

Scenario Overview

The scene takes place in a Canadian marketing agency where a conflict arises during a team meeting about the direction of a new campaign. The goal is for participants to role$-$play using the Thomas$-$Kilmann styles to resolve the conflict while respecting workplace norms, including diversity, collaboration, and communication.

Characters

Alex $($Team Leader$)$:

Values efficiency and results.

Typically adopts a competing style but is open to other approaches.

Sam $($Graphic Designer$)$:

Creative and detail$-$oriented but dislikes conflict.

Naturally leans towards an avoiding style.

Taylor $($Content Specialist$)$:

A team player who values harmony.

Often uses an accommodating style to keep the peace.

Jordan $($Market Research Analyst$)$:

Analytical and values data$-$driven decisions.

Prefers a collaborating or compromising style.

The Conflict

The team is tasked with creating a marketing campaign for a new eco$-$friendly product line. A disagreement arises over the campaign's tone and focus:

Alex wants a bold and aggressive campaign to stand out in a competitive market.

Sam prefers a more subtle, artistic approach, reflecting the eco$-$friendly theme.

$1$

Taylor is concerned the conflict will harm team dynamics and suggests prioritizing team harmony.

Jordan argues for a data$-$driven approach based on consumer surveys.

Step $1$: Setting the Stage

The team gathers in a meeting room with a whiteboard and project outlines. Alex begins by presenting their idea for a bold campaign, leading to pushback from the team.

Step $2$: Role Play

Round $1$: Initial Reactions $($Conflict Emerges$)$

Alex: $"$We need a campaign that grabs attention immediately. Subtle won't cut it in this market!" $($competing$)$

Sam: "But bold might alienate the eco$-$conscious audience we're targeting." $($avoiding$)$

Taylor: "Can we just pick something that everyone agrees on$?$ We're wasting time." $($accommodating$)$

Jordan: "Let's look at the data. The surveys suggest consumers prefer campaigns with an authentic, subtle tone." $($collaborating$)$

Round $2$: Applying Conflict Styles

The facilitator prompts each participant to try a specific style:

Competing $($Alex$)$

Alex insists their idea is best, dismissing Jordan's data.

Outcome: The others push back harder, increasing tension.

Avoiding $($Sam$)$

Sam tries to change the topic, suggesting they revisit the discussion later.

Outcome: The conflict remains unresolved.

Accommodating $($Taylor$)$

Taylor agrees with Alex just to keep the peace.

Outcome: Sam and Jordan feel unheard, reducing morale.

Collaborating $($Jordan$)$

Jordan proposes combining Alex's boldness with Sam's artistic ideas, supported by Taylor's feedback and data insights.

Outcome: The team begins to work together on a balanced approach.

Round $3$: Resolution

The facilitator encourages the team to use a compromising or collaborating style to reach a consensus.

The team agrees on a bold yet authentic campaign that reflects eco$-$friendly values, incorporating data and creative visuals.

Alex feels their need for boldness is addressed.

Sam's artistic input is valued.

Taylor feels harmony is restored.

Jordan appreciates the data$-$driven compromise.

Debrief Questions

How did each conflict style affect the team dynamics?

Which style felt most effective in this scenario and why?

How can these styles be adapted to a multicultural workplace in Canada?

What lessons can you apply to real workplace conflicts?

Debrief and Facilitator and Observer Notes

Encourage participants to think about how cultural norms in Canada $($e$.$g$.,$ inclusivity, collaboration, and open communication$)$ impact their conflict resolution choices.

Highlight the importance of flexibility and adapting styles based on the context.