Difficult-conversation compass
Not everything is urgent. You pick the kind of friction — from a priority clash to a formal 1:1 — paste the observable fact, and leave with an opening, questions, a plan B, and a close-out email. Free, no signup. It does not measure your personality.
Situational Dual Concern · not TKI
Build the kit for that conversation
Not everything is urgent. You pick the kind of friction — from a priority clash to a formal 1:1 — paste the observable fact, and leave with an opening, questions, a plan B if they get defensive, and a close-out email.
Educational guidance, not legal advice or a personality diagnosis. Not the TKI instrument. For harassment, fundamental-rights claims, or contract changes, talk to HR and employment counsel. In Chile the Labour Code and Law 21.643 apply.
Lo que más nos preguntan
What this compass does, what it is not, and when an organizational diagnosis is the next step.
- Is this the Thomas-Kilmann TKI test?
- No. TKI is a licensed 30-item psychometric instrument that estimates a person’s habitual style. This compass uses Dual Concern to map priorities in THIS friction: how much the goal matters versus the relationship. It does not infer personality and has no psychometric validity.
- Can I use the sentences at 9:00 a.m. tomorrow?
- You leave with a kit, not three loose sentences: an opening (fact + contrast + invitation), three questions to explore, what to do if they get defensive, a close, and a follow-up email. They follow Difficult Conversations (Stone, Patton, and Heen). Swap in real names and facts; don’t read them as a teleprompter. A first-time priority clash often fits in the hallway, not a formal 1:1.
- Does this replace HR or a lawyer?
- No. It is educational guidance. If there is harassment, humiliation, a unilateral change of duties, or pressure tied to medical leave, the tool stops on purpose: that is internal protocol and, in Chile, the Labour Code and Law 21.643. It does not draft reprimands or guess lawsuit probabilities.
- When should I move from a 1:1 to an organizational diagnosis?
- When the same symptom (deadlines, rework, tone, overload) shows up in more than one person. Then the job is not to “fix someone”: it is role design, flow, incentives, or climate. That is Obrii’s organizational diagnosis: evidence, not improvised intervention.
- Do you store my answers?
- No. Scoring runs in your browser and the result appears instantly. If you leave an email at the end, it is to talk about the next step — not to store the conflict.