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Negotiation Style

This metric estimates the relative mix of five conflict-response tendencies from your personality scores. The five percentages add to 100 within your profile. They are not population percentiles or results from the Thomas-Kilmann instrument:

This page explains the metric and shows an example preview using demo data. Individual user results stay private.

How this metric connects to Big Five traits

Each metric translates Big Five/OCEAN trait and facet patterns into a practical reading. In the B5+ report, this public explanation becomes a personalized score with interpretation and applied next steps based on your answers.

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Trait articles

OpennessConscientiousnessExtraversionAgreeablenessNeuroticism

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Negotiation Style - TKI®

Primary style: Collaborating

8%
Competing
55%
Collaborating
11%
Accommodating
2%
Avoiding
24%
Compromising

This metric reveals your natural approach to negotiation and conflict management, based on the global Thomas-Kilmann model. It identifies your primary style from among five common strategies:

  • Competing:A "win-lose" approach where your primary focus is on achieving your personal goals, even at the other party's expense.
  • Accommodating:A style based on self-sacrifice where you set aside your own goals to satisfy the other party and preserve the relationship.
  • Avoiding:A strategy of withdrawing from the situation or postponing the confrontation, hoping the conflict will resolve itself or fade away.
  • Collaborating:A "win-win" approach where you work with the other party to find a solution that fully satisfies everyone's needs, which requires time and effort.
  • Compromising:Seeking a quick middle ground where each party gives up some of their demands to reach a mutually acceptable agreement.

What this means

This metric estimates the relative mix of five conflict-response tendencies from your personality scores. The five percentages add to 100 within your profile. They are not population percentiles or results from the Thomas-Kilmann instrument:

  • Competing:
    Giving greater priority to your own position and goals when interests conflict.
  • Accommodating:
    Giving greater priority to the other person’s concerns and the relationship.
  • Avoiding:
    Stepping back, delaying, or limiting engagement with the conflict.
  • Collaborating:
    Working through both sides’ concerns to seek a solution that addresses both.
  • Compromising:
    Seeking a middle ground where each side accepts part of what it wants.

More details

Shows five relative conflict-response tendencies. The percentages add to 100 within your profile. They are not population percentiles or scores from an administered Thomas-Kilmann assessment.

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