Accommodating conflict management
Overuse of this style can lead to lack of feedback, reduced learning, and low empowerment.
This can result in being surrounded by Yes-Men.
Avoiding ought to be used when the relationship will mean little to the party using it.
Overuse of the avoidance style can result in a low level of input, decision-making by default, and allowing issues to fester, which can produce a breakdown in communication between team members.
We tend to shy away from conflict because we think it is the nice thing to do for the other person.
Yet in many instances avoiding conflict breeds contention, and does not respect the other person’s needs or interests. Is it kinder to not tell someone if they are doing bad and have them be fired, without knowing how they could have tried to improve?
It can be a useful tool to preserve the relationship.
But the drawback is that one’s true issues are not being met. And it can result in a loss in power or face over time, and it can be seen as the other person taking advantage of you.