When determining which management style to use in order to successfully navigate conflict, we need to be aware of our goal in the situation. Our perception of the situation leads to our (unconsciously) setting a goal for that situation….an outcome we want to achieve. Certain situations do call for certain styles of management. Our choice of style can be overused or underused, depending on our skills and history.
The style of avoidance can be used to reduce tensions, to buy time, and to leave unimportant issues alone. Overuse of this style can happen if people are uncomfortable with conflict in general, or if they are in a position where they can’t afford to take a risk. Results are that decisions are made by default, and issues are allowed to fester. Underuse of this style can occur when people like problem solving, or when they perceive this style as one of avoiding responsibility. Results are a lack of prioritization/delegation and potential hurt feelings.
The style of accommodation can be used to develop performance, create goodwill, and maintain perspective. Overuse of this style can happen when people have a strong desire to please others, or when they have difficulty identifying their own needs. Results are that ideas get overlooked, and the person creates an image of restricted influence. Underuse of this style can occur when people are just used to getting their way, or they don’t recognize opportunities to use this style. Results are a lack of rapport and potential low morale.
