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This Is Why Some People Make Deeper Connections With Others

This Is Why Some People Make Deeper Connections With Others

Throughout your life, you’ve undoubtedly met a handful of people with whom you feel an unending, genuine attachment to. Some people are just able to connect on an entirely different level with their fellow man. But it’s all in the way they act each and every day of their lives. If you’ve ever found yourself attracted to someone on a much deeper level, it’s likely because:

They treat everyone with respect

When I say “everyone,” I mean that. Those who are emotionally inviting never look down on anybody, and are always willing to lend a helping hand to those in need. They give everyone “the time of day” regardless of how busy they are. Because they are so eager to give respect to everyone they come into contact with, they end up receiving it back wherever they go.

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They follow the “Platinum Rule”

You’ve likely heard of the Golden Rule, which states that you should treat others as you’d like to be treated. Those who seek a deeper connection with those around them follow the Platinum Rule: Treat others as they want to be treated. While the Golden Rule is a good start, it insinuates that everyone likes to be treated the same way you do. Living by the Platinum Rule allows you to empathize with your fellow man and see the world from their perspective. By doing so, you form a much deeper connection with them.

They have unique, personable interactions

You won’t catch this type of person asking “How about this weather?” Those who seek deeper connections do so at all times. If they strike up a conversation with someone while waiting for a bus, they’ll likely probe into that person’s interests, asking questions that show their genuine interest in what their new friend has to say. They don’t use communication as a way to pass time; they use it as a way to truly experience life.

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They have integrity

Like I mentioned in the last point, those who connect well with others are genuinely interested in other people. While some people might make polite conversation only to turn around and roll their eyes, these people actually want to be involved in communication and connection. They never feel “stuck” in a conversation. They’re not simply polite for the sake of being polite; it’s how they really are. When they leave a conversation, even if it’s with a perfect stranger, they never think “Thank God I got out of that!” Instead, they feel as if their lives have improved even the slightest bit due to having the experience they just had.

They exhibit inviting body language

Those looking for deeper connections and friendships present themselves in such a way that invites others to engage in conversation with them. They always have a friendly smile on their face, look others in the eye, and never shrug someone off. Since they know that each connection they make could potentially end up being a life-changing experience, they always appear ready to meet and greet anyone they come into contact with.

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They genuinely enjoy life

This sums up some of the other points I’ve already made, but it bears repeating. Like I said, those who thrive off of forming emotional attachments truly do enjoy even the smallest interactions between themselves and others. They live for these moments rather than seeing them as a waste of time. They never think of any moment as insignificant, and are always eager to get up and out to enjoy every single day of their life. Not only do they live to enjoy their life, but they also live to spread this joy to everyone they meet, no matter who that may be.

Featured photo credit: I’ve Got You / Toni Blay via farm1.staticflickr.com

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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