Conflict Resolution (Thomas-Kilmann)

Crisis Coping Styles

Conflict in a team is not an accident, it is a natural consequence of passion and high demands.

To manage it, the coach uses theoretical frameworks such as the Thomas-Kilmann Conflict Modes Instrument.

This model identifies five reaction styles based on two axes: assertiveness (self-interest) and cooperation (interest in the other).

The styles are: Compete (I win, you lose), Collaborate (we seek a solution where we both win), Compromise (we both give something up), Avoid (ignore the problem) and Accommodate (give in to the other).

The coach helps players identify what their automatic tendency is under stress.

Often, conflicts become entrenched because one player systematically avoids confrontation until it explodes, or because another competes aggressively without listening.

The goal is to move the group toward collaboration, where problems are attacked, not individuals.

The distinction between task and relational conflict.

A critical distinction prior to any intervention is to separate task conflict from relational conflict.

Task conflict (disagreements over how to defend a corner or who should take a penalty kick) can be very healthy and constructive if managed well, as it encourages tactical innovation.

However, relational conflict (personal attacks, animosity, clash of egos) is toxic and destructive.

The coach must intervene surgically to prevent a tactical disagreement from degenerating into a personal war.

A "neutral space" is established where communication focuses on objective facts and not on value judgments about the partner's personality.

The Truth Table

For deep or latent group conflicts ("the elephant in the room"), the Table of Truth technique or dialogue circles are used.

In these facilitated sessions, hidden tensions are allowed to surface under strict rules of nonviolent communication (using "I feel" instead of "you are").

The coach facilitates the players to express their grievances in a structured but future solution-oriented way, not past reproach.

The process culminates in "Coexistence Contracts", explicit agreements on how they will treat each other from now on.

A team that learns to have difficult conversations without breaking down develops superior immunity to external pressure.

Summary

Conflict is a natural consequence of high demand in sports teams. The Thomas-Kilmann model identifies five reaction styles based on assertiveness and mutual cooperation.

It is essential to separate task conflict, which fosters innovation, from toxic relational conflict. The coach surgically intervenes to prevent tactical disagreements from degenerating into destructive personal wars.

The Truth Table technique facilitates structured dialogues through nonviolent communication. The process culminates in coexistence contracts that strengthen the group's immunity to crisis.