Now we need to present the cautions about the forcing style, which does damage to relationships if it is over-relied upon or used in the wrong situations.

The first issue is that Forcing can create damage to long-term relationships. If you overuse forcing, you may not be supporting psychological safety. You may create a “yes people” environment, where people are scared to speak up - this means that as a leader, you will be less aware of problems and issues and less able to support your people. 

To use the Forcing style wisely as a leader, you need to be careful. On the one hand you can be firm, and assert your position clearly and decisively. However, you also need to ensure that you listen actively to others’ perspectives and show empathy towards their concerns. If you do need to make an immediate decision, you could meet with those affected to allow them to give honest input and know how it affects them. Especially when there is power imbalance, that is, when you are dealing with individuals who are subordinate to you, you may have to work harder to include their voices.