According to my TKI-conflict profile, one of the methods of conflict handling I do not use often is collaborating. Collaborating, as defined by TKI, is working to understand our differences and seeing them as opportunities for joint gain, learning, and problem-solving. I feel that I do not use this mode as frequently as others because I often like to solve problems by addressing issues at the core rather than focusing too much on emotions or feelings. In order to solve a conflict at hand, at times, I think it is necessary to accept a mistake or wrong (whether that be myself or the other individual) and find a way to avoid such conflicts in the future. This approach to conflict resolution most likely makes it difficult to attribute conflict to our differences because to me, it seems like the conflict is not being solved.


Although I approach conflict resolution in this way, I do feel like at times seeking a more collaborative mode of conflict resolution, particularly in intercultural settings may be important. Sometimes it is difficult to understand that what may seem like common sense to me is not to someone else. This can be particularly apparent when our backgrounds begin to cross different cultures and traditions. Especially in such situations, where two individuals may have acted according to their culture, no one is at fault, and a problem-solving approach to conflict resolution may not work.


In such intercultural settings, I hope to first take a step back and think about how differences in the background may have resulted in conflict rather than immediately trying to think about a solution. As I look to develop my global competence and understanding, I think this will be extremely important to me, especially in different environments. I know that if I add collaboration to my conflict resolution toolbelt, I will better be able to understand those around me and work with them in times of conflict.