Conflict adverse bosses tend to avoid conflict at all costs, its caused by a deep routed fear of upsetting others.
Because of the lack of action and opportunity to have issues resolved sometimes an individual or members of the team take direct action which usually make matters worse.
When the boss refuses to deal with problems it weakens the contribution of the team to the results of the organisation
If the boss is reluctant to have a difficult conversation with a direct report the chances are they are less inclined to have similar conversations with their superiors.
A leader who is not fighting for the resources for their team or being an advocate for the skills within their team, will suffer absence and staff turnover and eventually will be identified as a weak leader.
Everyone avoids conflict at one time or another for different reasons. Facing conflict does not mean you have to be angry, or unappreciative of the work done by the team.
Usually if a conflict adverse leader is presented with enough objective evidence they will feel more confortable addressing the matter.
Unfortunately because these managers are unclear with their communication and if you feel they are unhappy with your performance because they may have made a comment to another manager and it got back to you, you have to turn into Sherlock Holmes to find out what’s really going on and get a strategy together to approach your leader because they are never going to bring it up.
Approaching your boss and advising you heard they were unhappy with your performance but providing some suggestions on how you can get back on track in accordance with the expectations.
These bosses are delighted when solutions are provided to them and they do not have to tackle the issue.
Having a conflict adverse boss is hard work and I wish you well with it.
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