Can you love humans AND cut people off?

How do you feel about these two “truths?”

  • Deep down, everyone is just human, with their insecurities and feelings, needing love and, as a human, no matter how broken, worthy of love.
  • Some people are toxic, narcissistic, cruel, and unloving, and permanently ending your relationship with them is the healthiest choice.

I bet most of us would agree at least in some sense with each of these statements taken separately.

But. When we put them side by side–these two ideas feel like they don’t fit together: If So-and-so is so toxic and hurts me so much, how come other people can love them? And if I admit that, deep down, they’re still lovable–how can I cut them off?

So which truth will you hang on to, and which one will you let go of?

 

Think about what happens when you hold onto just one of these truths, and let go of the other.

 

Rejecting the first truth–that everyone is lovable:

We learn to set boundaries. Some of us have to learn to set pretty big boundaries–tough ones. My own long story very short, I no longer have a relationship with my parents. It took years of therapy and soul-searching and trying and crying. And it wasn’t a clean break–for years and years, I walked away to varying degrees, a number of times, from the family and friends I grew up around. Honestly, it was the way I could be healthy. I was surviving. In the end, walking away brought freedom. But it also taught me a dangerous lesson. See, if the trauma is bad enough to permanently end a family relationship, it probably hurt you more than words can describe. That probably results in extreme emotional reactions when you think about those people who hurt you so badly. It probably means you have a hard time thinking clearly or calmly or kindly about them. Out of self-protection, I learned to label those people in my life “monsters,” totally “bad.” “Toxic.” Never to be trusted, absolutely the worst. And, depending on what you mean by those labels, I wasn’t wrong. So I left that relationship. And it has been incredibly freeing. It feels healthy. My life has become livable and full of hope. But in the end, through this deeply emotional and significant, drawn-out experience, I learned a really loud lesson: People who hurt you badly ARE NOT SAFE and must be cut off. They’re Bad.

So what do you think that did to me? I began to see the world as totally black and white. In his novel, The Alchemist, Paulo Coelho wrote, “Most people see the world as a threatening place, and, because they do, the world turns out, indeed, to be a threatening place.” And that’s what happened to me. When I felt the sort of deep hurt, rejection, or betrayal that I had learned to walk away from once or twice, I began having to walk away from it every time. I began to assume that anyone who hurt me deeply must not be a safe person. And as I discovered that deep hurt is a pretty common and inescapable part of relationships–intimate, personal, professional, all kinds–I found myself walking away from relationships every time the hurt showed up, or even threatened to show up. If people that deeply hurt me are unlovable “monsters,” then I need to watch out for those people. I need to protect myself. When I see “toxic,” I need to turn and run. It hurts me too badly. Since I rejected the truth that even the hurtful people are lovable, I learned to walk away quickly from any hint of “toxic.” Problem is, of course, just about everyone in my life will feel a little “toxic” from time to time. I developed a protective habit of immediately giving up on anyone that hurt me. I couldn’t see that everyone is on a spectrum of kindness and unkindness. And that unless I accepted that people who have “bad” in them also have “good” and “humanity” somewhere inside them, I was going to live a pretty lonely life. (Oh, and–I hurt people, too–so . . . what do I do with that?)

So rejecting the truth that deep down, everyone is human and lovable, left me very much alone. But where does it leave others when we reject their humanity? Well, imagine that you’re the abuser-character. You’re the one that’s been labeled “toxic.” And maybe you really did do a number on someone. Maybe you were an absolutely terrible parent. Maybe you are really arrogant or really disagreeable. Maybe you rub a lot of people the wrong way. But when you wake up in the morning, you don’t think, “Muahahaha, let’s be an asshole today!” You think, “Oh man . . . I hope this day goes better.” Somewhere inside, you’re trying. You want good. You wish you weren’t mean, that you could control your words. You need another chance. Maybe it took you fifty years to see your immaturity for what it is. Maybe it took losing a bunch of relationships. So what will it take to change? To recover? To grow? Well, among other things, you need support. You need friendship. You need someone to give you a chance to do humanness the right way. You need hope. You need good examples. You need people to practice with. You need a shoulder to cry on when you have to face the damage you’ve done in the past. But–we’ve already decided you are “toxic.” So if everyone else rejects that first truth–that everyone is human and lovable–and clings to the idea that every hurtful or bad person must be written off, shunned, shamed, and “cancelled” into oblivion . . . you will never have a chance. Let’s be honest–we all know what regret feels like. We all know the feeling of hoping for another chance, because we screwed up with someone–maybe with a lot of people. We’ve had ours lows. So when you feel tempted to sentence every “toxic,” mean, negative, obnoxious, or immature person to a permanent identity as a hopeless “Bad” person–remember your lows. Remember when you needed people to give you another chance and show you a “love” that they could have said you didn’t deserve. It is wonderful to show up for broken people.

So keep this truth. Live by it: Deep down, everyone is just human, with their insecurities and feelings, needing love and, as a human, no matter how broken, worthy of love.

 

Rejecting the second truth–that you need to completely walk away from some relationships:

We also learn not to set boundaries. We learn to accept bullying or abuse or mistreatment or disrespect. Some of us learn to accept it from many people, always afraid to stick up for ourselves. Some of us learn to accept it from just a few special people. Case in point, “but they’re still your family” is one of the most dangerous phrases that we’ve all heard a thousand times. Cultural expectations pressure us to patiently, silently accept behavior from family members that we’d never accept from non-family. A parent’s passive aggressive commentary on every single one of our life choices or preferences. A sibling repeatedly guilting us into “lending” money we’ll never get back. A spouse’s constant berating. Sticking up for yourself in the face of abusive treatment from family is not a life skill we talk about. When we do finally stick up for ourselves, we discover whether or not they’re going to listen and accept our boundaries. If they won’t, maybe the relationship is too unhealthy. Maybe it’s too damaging. Maybe it was never really a relationship at all. So can you take care of yourself by walking away? The general cultural expectation is: No. “They’re still your family.” “You only have one set of parents.” Etc. Families aren’t the only area where we can learn not to set boundaries. We can feel too guilty to stick up for ourselves when a friend starts taking advantage of us or hurting us–we don’t want to hurt them. We learn to grin and bear it when co-workers make mean jokes or take their mood out on us–need to be a “team player.” I think deep down we each know that some relationships need to end, but we can’t do it. We’re afraid. We don’t know what others will think. We care about the person we need to walk away from. We worry for them. We want to “be the bigger person,” and give them another chance, and another, and another. So we tell ourselves and each other that Love says that you shouldn’t cut someone off, that you should be there for them, no matter how yucky it gets–after all, maybe one day they’ll hit rock bottom, and if you’re not there for them, who knows what might happen. So “cutting off” a family member, a friend, even a co-worker–establishing such a final boundary–is not cool.

So where does this leave you? It leaves you being abused, mistreated, disrespected, bullied, hurt, taken advantage of, pushed around, made fun of. It leaves you exhausted, crying, fragile, insecure, powerless, hopeless, lifeless, stuck. It leaves you, year after year after year, holding your breath when you show up for a family reunion, and then flying back home in tears, disappointed and crushed and re-traumatized again and again and again. It leaves you stripped bare of energy. Maybe stripped bare financially. It makes your life a living hell. This is not the life you want. This is not a life of love or of purpose or of hope or of beauty or of peace. This is miserable. . . . Please, please, please, please, please hear this: You are worth more than that. . . . You do NOT matter LESS than the people who are systematically hurting you. . . . You are a precious human being. Pretend like you’re your friend–looking at mistreated-You from the outside. You know that the You you’re looking at through a friend’s eyes MATTERS. You matter. You matter. You matter. Your heart matters. Your life matters. Your happiness matters. Your peace matters. Your human dignity matters. Your dreams matter. You absolutely, 100% do not have to put up with abuse. So if someone refuses to have a healthy, functional relationship with you–you absolutely can walk away. Yes, even from your parents. As someone who’s lived this, I can tell you, despite what 99% of the voices around you are saying, it IS better when you end the relationships that are too far broken and damaging to you. Whether it’s because the person you love refuses to stop mistreating you, or because even if they would try there has already been too much trauma–or both or either or–who knows, honestly? If any relationship is suffocating your heart and is not able or willing to be fixed–you can let it go. Rejecting boundaries–really big, final boundaries–can keep you a prisoner of abuse and bullying for your entire life.

Rejecting the idea that some relationships need to be ended doesn’t just hurt you. It’s also not good for anyone around you. There’s a reason on the plane they say you have to put your own oxygen mask on before you put the mask on your kid. A stuck, abused, lifeless, hopeless you isn’t going to be any help to anyone else. A drained, bullied, broken you won’t have much left over to offer your friends, your job, your hobbies, your life, your loved ones. And it actually, really, truly, honestly, for real won’t be any help to the abusers you love too much to walk away from. My therapist put it this way when I was wrestling with whether to travel down to my family’s Thanksgiving–to be there for my siblings in their own stressed and disappointed and anxious journey with what it means to be in our family–to be there for my parents, to spare them some sadness and feelings of rejection–my therapist put it this way, and it’s stuck with me: When you see someone thrashing around, drowning in a raging river, jumping in next to them won’t help. You’ll just get pulled down with them, in their thrashing panic, and besides, you can’t beat the river’s current either. Instead, you throw them the life saver tied onto the dock, and tell them that if they’ll grab on you can help pull them out of the river. The tough part is, your unwillingness to jump back into a toxic river you once lived in and drown right next to them will absolutely feel like a betrayal to them. But jumping back into a place where you’re going to get knocked in the head by the flailing limbs and pulled away in the dangerous current is NOT going to help them. It will only cause you to drown. The only chance at helping those people that have hurt you so deeply and traumatically, or insist on living in that world, might be by standing on the shore, ready to help when they finally decide to hop out of the raging river into a healthy, functional world of freedom. Being, if nothing else, an example–proof for them–that if they want to find love and freedom, it’s out there. A drowning you helps nobody. Let’s be real about this urge to stick around and rescue our abusers: Has our sticking around, trying to please, them, ever made them happy and fulfilled? Nope. And it won’t, as long as we’re in their toxic world. The only chance you have at being there for the world is putting your own mask on first. No matter how “selfish” it feels. It’s just the way it works.

So keep this truth. Live by it: Some people are toxic, narcissistic, cruel, and unloving, and permanently ending your relationship with them is the healthiest choice.

 

So how do you hold these truths together?

Well, first, don’t go crazy with either one of them. Don’t take either one to a mindless extreme. Don’t be in a rush to throw a salvageable relationship of love away. But also don’t cling to a relationship that’s not there and drown yourself in the process.

Second, notice that we probably have a tendency to reject each one of these truths in different contexts. In what parts of your world do you champion love and acceptance, but forget to set boundaries? Maybe with family? Work? Politics? And in what parts of your world do you champion boundary-setting and forget that people are all still lovable humans deep down? Social settings? Friends? Social media? See, I think we know each of these truths, and forget each of these truths, and it may all just be an arbitrary tangle. Can we hold them, balance them, mindfully?

Third–and I think this is sort of the kicker: Who you LOVINGLY ACCEPT vs who you HEALTHILY WALK AWAY FROM has EVERYTHING to do with that specific relationship, its dynamic, what it is for, what needs it is fulfilling, and what it is intended to be. I can very healthily and compassionately put up with a kind of immature negativity and judgmentalism from a co-worker that would be devastating coming from a parent. I can put up with some hardcore manipulation from a friend who has very little control over me, whereas if this person were my significant other, I’d have to walk away. What is your relationship with this person who’s showing their “toxic” edges? As my friend Luke suggests asking, “Is your putting up with the mistreatment actually truly helping the other person or the situation, and therefore maybe worth it?” You can also ask, is the level of their immaturity one that you can deal with healthily? Or are they harming your well-being? Can I handle it when a high school friend expects me to solve all their emotional distress for them? Maybe. Can I handle it when my mom expects me to solve all her emotional distress for her? No. One size does not fit all. Re-framing the hurtful behavior around the dynamics and purpose of the specific relationship really helps. What is a parent? What is a child? What is a sibling? What is a friend? What is a co-worker? What is a random stranger? Each relationship has different needs when it comes to support, fulfillment, love, and boundaries.

Fourth, it helps to just acknowledge what is going to be, I think, the hardest part of all this, emotionally: Trusting that there will be other people there to give the “love” your parent or spouse or sibling or friend or co-worker needs to experience–the person you had to call it quits with. In holding that first truth–that every human is lovable–it is so hard to let go of people that are hurting us, because we may truly love them and wish them the best and hope hope hope that they will find and feel some love. It is so hard to trust this, but we have to trust, to remind ourselves, that there are 7.8 billion people in the world who they have not abused and traumatized, and among those 7.8 billion people they will absolutely find the love they need when they are ready. They will have other people there to help them change, other people there to give them hugs and a shoulder to cry on if and when they change and regret their abusive behavior. You do NOT have to stick around to help your abusers recover and grow. So let them be lovable humans that others will show up for. You can’t help them anymore. Let them go, and then trust that there is still a world there to love them when they need it.

And fifth, focus on the flip side. There are far, far, far more people who are still safe for you to show up in love for, to be there for, to make a difference for. Who do you get to show up for? Let your energy live THERE.

 

A few words to meditate on:

~

“Man is not fully conditioned and determined but rather determines himself whether he gives in to conditions or stands up to them. In other words, man is ultimately self-determining. Man does not simply exist but always decides what his existence will be, what he will become in the next moment. By the same token, every human being has the freedom to change at any instant. . . . one of the main features of human existence is the capacity to rise above such conditions, to grow beyond them. Man is capable of changing the world for the better if possible, and of changing himself for the better if necessary.” ~ Viktor Frankl

Truth: Deep down, everyone is just human, with their insecurities and feelings, needing love and, as a human, no matter how broken, worthy of love.

~

“You, yourself, as much as anybody in the entire universe, deserve your love and affection.” ~ attributed to Buddha

Truth: Some people are toxic, narcissistic, cruel, and unloving, and permanently ending your relationship with them is the healthiest choice.

~

Good luck, my friends. I know that trying to live a life of love for others and love for self, holding these two truths together, can be hard and can include lots of tears shed. Hang in there. You’ve got this. Sending you love and energy.

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5 Game-Changing Steps for Effective Conflict Resolution

Thomas Crum - how we handle conflicts

Conflict. Here’s a topic for everybody!

“I hate confrontation.” If I had a nickel for every time I’ve heard this sentence. Or better yet, a dime for every conflict I’ve watched NOT happen because it’s too difficult.

Conflict in itself isn’t bad. It can actually lead to all kinds of creative ideas, breakthroughs, growth, and trust. Bad conflict is bad. And we’re all so nervous about conflicts going south that we avoid them like the plague.

We’ve learned to avoid them. When we’ve been in conflicts, a lot of hurtful things have been said. We’ve come away from past conflicts feeling misunderstood, controlled, disrespected, and hopeless.

Here’s the thing, though: Conflict needs to happen. Even–and maybe especially–on a team. We’re all in this together, but we bring different focuses, different experiences, different strengths, and different priorities to the table. And fitting those together can be a confusing task. Unfortunately, we tend to get emotional and do a really bad job at meshing all our great ideas.

So we’ve learned to hate conflict.

 

“Conflict can destroy a team which hasn’t spent time learning to deal with it.” – Thomas Isgar

I’d bet all those nickels and dimes that all these conflicts that we just can’t seem to get away from would go a lot better if we’d do some preparation ahead of time (like right now)–learn how to navigate them effectively, so that we have a program to follow in the heat of the moment.

Like any manager (or team member), I’ve experienced a lot of conflicts at work and have gotten to pick up some great tips. I’ve learned some really bad ways to deal with conflict, and I’ve learned a few really helpful strategies, too. I’ve also discovered that the lessons about conflict I’ve learned from work cross-apply to every other area of life.

I’ve got 5 ideas about conflict I’d like to share with you. These are 5 steps I now ask my team to take whenever I’m playing the role of mediator. And 5 steps I TRY to remember to take when I find myself in conflict, too.

They REALLY help me. I hope they help you, too!

 

(Before we get started, one little note about formality. Like awkwardly following this really structured formula when discussing bad feelings or difficult things–a note about that kind of formality: It’s really good.)

 

Step 1: Take turns saying what you want each other to know about your conflict styles.

“When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion.” – Dale Carnegie

Person A gets really nervous in conflict and has a really hard time coming up with words to say or specific examples to give. If I don’t know this, I’ll think Person A clearly doesn’t have a good point or thoughtful argument to make.

Person B has a really hard time controlling their emotions and their tone in an argument, because a lot of unfair conflicts have let them feeling really unsafe. They get that some of what they say is overkill, disrespectful, or too combative, and they’re sorry about that. If I don’t know this, I’ll just be offended when Person B gets heated and I’ll just write them off as being kind of a jerk.

Person C feels really uncomfortable when discussing feelings. If I don’t know that, when I tell Person C how crappy they’ve made me feel, and their face looks like a stone wall, I’ll assume they really don’t care.

What about your conflict style gets you into trouble? What if you started by explaining and owning that. If we can accept each other’s very human weaknesses, we may listen and understand much better, and the conflict may feel much less combative. It’s important to know that we’re all just human people trying our best.

“I don’t like that man, I must get to know him better.” – Abraham Lincoln

 

Step 2: Take turns saying exactly what you want out of this situation.

Strangely enough, we tend to get so emotional when in conflict that we often forget what we REALLY want! (Oh hey! I just wrote about that!) And just as often we just choose not to tell each other simply, clearly, and honestly what it is we want. We get so caught up in our feelings and hurt and annoyance and pride that all we want is to throw (or dodge) that next punch.

But remember that behind every conflict is a need or desire that someone believes is legitimate and important.

“Every conflict we face in life is rich with positive and negative potential. It can be a source of inspiration, enlightenment, learning, transformation, and growth–or rage, fear, shame, entrapment, and resistance. The choice is not up to our opponents, but to us, and our willingness to face and work through them.” – Kenneth Cloke and Joan Goldsmith

If we can uncover and share what it is we really want, we can move the conflict away from generally hating on each other, away from slinging random and unrelated criticisms, and away from pushing all kinds of grand agendas and changes that may actually be of no concern to us.

For example, maybe my problem is a really simple one: I feel like you think I’m stupid because you include everyone but me in your planning process. I also think it’s embarrassing that I have feelings about your opinion of me. I think you’ll just see that as being sensitive. So instead of telling you what I really want–for you to demonstrate that you value my contribution and to stop excluding me–I attack from other angles: “You’re a poor planner! You forgot to consider A, B, and C last time! You have an inappropriate cliquey relationship with others on the team! You always act like you know best!” But NONE of those were my problem, so asking you to address any of those won’t fix a thing.

I need to get really honest with myself about exactly what it is that I want out of this conflict. And then I need to be really honest, direct, and clear with you about it, too. If we can both start with saying exactly where we’re going with all this conflict stuff, exactly what we’re asking for, the rest of the conflict will be much more clear and simple–much less tangled and confusing and rabbit-traily.

 

Step 3: Take uninterrupted turns sharing what this situation has made you FEEL.

“Courage is what it takes to stand up and speak. Courage is also what it takes to sit down and listen.” – Winston Churchill

Time to share our FEELINGS. But first, why would you say exactly what you want (step 2) BEFORE sharing your feelings (step 3)? Doesn’t that seem backwards? Here’s why: Feelings are really awkward and subjective and can be hard to listen to. Feelings can have a million reasons behind them. And if you start with your feelings, there’s a good chance I’m not really listening: I’m trying to figure out what you’re trying to get out of me. Instead, let’s make really clear what we want first, come to terms with exactly what is being asked of each other, and then we can just listen in the context of the real issues at hand, instead of guessing and worrying and interpreting the feelings we hear.

Notice, too, that we’re NOT sharing what we think the other person MEANT by their actions in the situation! We’re sharing how it is making us FEEL: “This feels to me a lot like you don’t think I have valuable ideas.” That’s a crappy feeling that you can probably identify with. On the other hand: “You’re trying to keep me from having a say.” Sure, that may be how I “FEEL” about your actions, but that is just my interpretation and you are probably incredibly uninterested in my judgment of you. So we’re not sharing our assessments of the other and their motives and behavior. We’re sharing a feeling we don’t want to live with that we’re getting from this situation. That’s a much more likely place for us to understand and appreciate each other’s point of view.

Finally, we need to do each other the respect in this part (every part really, but it’s especially important and hard during this step) of NOT INTERRUPTING. Feelings are the yuckiest part of it all, and they’re incredibly easy to misread, they can take a while to explain, and they’re coming from a very vulnerable place inside of us–if we’re being honest. So cutting you off so I can explain away your feeling before you’ve even finished it or felt heard–that’s about the surest way I can prove to you that I’m not interested in your point of view. It’s disrespectful and hurtful. So we’ve got to listen–truly listen–to what each of us is feeling in this situation.

“When people respond too quickly, they often respond to the wrong issue. Listening helps us focus on the heart of the conflict. When we listen, understand, and respect each other’s ideas, we can then find a solution in which both of us are winners.” – Dr. Gary Chapman

These feelings we’re sharing are the fleshed out explanation behind why we need what we’re asking for in this situation. In step 2 I say what I want. In step 3 I tell you why this is so important to me. You need to hear both.

And we may be surprised at just how much we appreciate each other’s point of view and how crappy this situation is for each other if we truly listen in this step.

“An enemy is one whose story we have not heard.” – Gene Knudsen Hoffman

 

Step 4: Take turns genuinely acknowledging that each other’s experience is REAL.

“Listen first. Give your opponents a chance to talk. Let them finish. Do not resist, defend or debate. This only raises barriers. Try to build bridges of understanding.” – Dale Carnegie

If you followed the part about truly listening in step 3, this next step shouldn’t be too hard. But it’ll still be hard. In fact, I think the hardest part of conflict may be listening, and the hardest part of listening may be respectfully acknowledging that what you’ve just listened to is a real and valid experience or concern in the other’s mind.

“When we aren’t curious in conversations we judge, tell, blame and even shame, often without even knowing it, which leads to conflict.” – Kirsten Siggins

As long as we insist that the other is unreasonable, dramatic, crazy, stubborn, over-sensitive, stupid, or just completely wrong–we’re not going to reach a place of agreement with them. You may not be interpreting the situation the same way they are, but until you can accept and appreciate that their experience of the situation is a genuine and important one, there will be no bridge for each other to cross, no path to come to agreement.

On the flip side, sometimes being heard and understood is honestly all we really need or want in a situation. Maybe at the end of the day, I really don’t need you to include me in your planning process next time, but I just desperately needed you to understand that this is how it feels to me and that it hurts, and I just want some assurance that you respect me.

And honestly, appreciating each other’s point of view is not that complicated, and no, you don’t get to just say they’re crazy. If we got to just say they’re crazy and wrong about their experience, that’s what we’d say every time. If a situation leaves you feeling something, that is a real feeling to you, and that is important. It’s how you see things. That matters. I don’t have to agree with your assessment. I don’t have to see it your way. I don’t even have to agree to what you’re asking. But at very least, I need to acknowledge that your position is a real position and that I care about your experience. Because until I do, we are not on the same team.

It is key to remember here that what matters is the extending of a caring hand. This step is not about whether you agree with the change they want to see. This step is simply about choosing to be on a team together. We’re all in this together, and until we treat each other like we are, whatever resolution we try to come up with won’t be good enough.

“Respect is essentially a yes to others, not to their demands, but rather to their basic humanity.” – William Ury

 

Step 5: Take turns saying what you need and asking for agreement and commitment.

So here’s the bad news: When you get to step 5, you might still not come to an agreement. And if you can’t come to a resolution at this point, other options may need to be explored–ending your working relationship, asking for management intervention, etc.

But–if you don’t do all that stuff in steps 1 through 4, you will almost definitely NOT agree when you get to step 5!

In other words, no matter how you handle the conflict, there’s no guarantee that it will end in agreement. There’s no magic elixir for conflict. But laying the groundwork of learning how to communicate with each other, being clear about your needs and intentions, being honest about how you feel, listening to and appreciating each other’s points of view, acknowledging each other’s value and each other’s needs–laying this groundwork just makes agreement much more likely and palatable.

So now that we’ve hashed it all out and agreed to be on a team: Given each other’s experiences and needs, what exactly would we each like to ask of the other one? And can each of us agree to these requests? Or come up with another satisfactory version? By now we should both be helping each other look for ways to make this work well for both of us, and if we put our heads together as teammates, we can definitely come up with a solution or two.

And then what it all ultimately comes down to: Are we willing to agree to each other’s requests? And can we commit to follow through with these new solutions? We’re on a team, so we’re going to have to–if we want to be on a team.

Compromising, helping, acknowledging, making room, being respectful, going the extra mile, including each other, accepting needs, finding solutions acceptable to everyone–that’s the tough stuff that makes or breaks a team.

So take turns: Say what you need. Get specific. Ask for agreement. Commit. We’re in this together now.

And if you can’t agree–and maybe you really can’t–you’d better be really careful that it’s not just you being unable to be on a team with other humans. Because if you refuse to resolve a conflict, there’s a good chance (sure, not a guarantee, but a really good chance) that the problem is you.

“I have come to the conclusion that the greatest obstacle to getting what we really want in life is not the other party, as difficult as he or she can be. The biggest obstacle is actually ourselves.” – William Ury

 

What do you think? Would these steps help you next time you’re in a conflict? Could you walk your team members through this formula?

I’d love to know what else works for you when it comes to mediating or resolving conflicts, too, if you’ll comment below. I know these 5 steps aren’t the only good strategies out there!

Here’s to being on a team with the people in your life!

When in conflict: 1 question you HAVE to answer

Fight or flight. Adrenaline’s pumping. You’ve been pushed and you’re ready to push back.

STOP!

Remember to ask yourself one question!

It’s a question we forget about all the time, but it’s what really matters to you in a conflict. We have a tendency to make knee jerk decisions before we stop and think. And even if we do take time to think, we tend to base our decisions on what would feel good. Running away, lashing back out, proving a point, putting someone in their place, taking a stand, not backing down. Sometimes when we make decisions that feel good–that our fight or flight instincts tell us to make–we later regret those decisions. We didn’t stop to really think about the one thing that mattered:

What do you want out of this situation?

It seems so simple. And it is. But we get stubborn. We get scared. We get angry. We get vindictive. We get tired. We get embarrassed.

Especially we get stubborn. A lot of the moves we make in conflict tend to be moves we don’t really want to make, that will get us to a place we don’t really want to be, just because we’ve been pushed and we don’t like it. . . . “Don’t cling to a mistake just because you spent a lot of time making it.” – Aubrey de Grey

So before you burn a bridge, turn tail and run, or stubbornly refuse to compromise–ask yourself: What do you ACTUALLY want out of this situation?

Sometimes the way to get the thing you actually want is through boring, unimpressive, unflashy communication. Sometimes getting what you want will mean not doing conflict the fun way, the feel good way, or the badass way.

So when in conflict, STOP–before you do something you’ll regret–and ask yourself: What outcome do I ACTUALLY hope to arrive at? What do I really want out of this situation?

And then focus on that. Not winning. Not proving a point. Not defending yourself. Just on thatthe outcome you want.

Howard Baker - take emotion out of conflict

“Come See Me in My Office”

The dreaded invitation.

“Come see me in my office.”

When you’re the one inviting, here are a few truths to remember…

  • Your employee didn’t wake up this morning intending to make life miserable for you or anyone else.
  • Your employee is trying. If not, there’s a much deeper problem that’s been simmering for a long time.
  • Your employee is probably very nervous or afraid.
  • Your employee will definitely feel misunderstood and possibly bullied.
  • Your employee almost certainly will not say most of what he’s really thinking.
  • Your employee really wants some encouragement after a tough conversation.

And here are a few things to try…

  • Start things off with a less scary invitation: “Do you have a few minutes? I’d like to go over some stuff with you.”
  • Visit your employee in their own office where they’re comfortable.
  • If you need to close the door, tell them it’s because you want both of you to be able to speak freely with each other without having to worry about what anyone else thinks.
  • Show your employee honor by genuinely allowing that their motivations could be very good. Honestly try to understand your employee (they’ll know).
  • Make it a two way conversation. Ask them what their take on the issue is, what factors are causing it, and how you can help.
  • Tell them how much you appreciate them.
  • Ask them for feedback.
  • End on a positive note. Smile. Be truly excited to help each other make things even better!

Unless, of course, you really are just trying to kick them rudely out the door. In which case, you may be the problem…