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Strong Women Don’t Mean To Intimidate, They Just Let Their True Colors Shine

Strong Women Don’t Mean To Intimidate, They Just Let Their True Colors Shine

Are you intimidated by strong women around you? What makes you feel intimidated and why?

Most of the time, your intimidation isn’t caused by who they are as a person, it’s caused by your perception towards yourself. You are afraid that you appear weak in front of these strong women, so you feel intimidated by them. However, if you take a closer look at their personality, you will realize that this intimidating image of strong women you hold is just an illusion from a lack of understanding.

Here are six traits about strong women to help you understand them better.

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1. They are confident.

Their self confidence can be deemed as aggressive, arrogant, and ambitious, especially at work by their colleagues; however, you need to know that they have overcome several challenges in their life to build up their confidence. Nobody is born confident. Everyone has fears and doubts. Strong women just don’t let their fears and doubts hold them back. They’d rather challenge themselves and grow.

It’s not that strong women are arrogant or want to be in the center of attraction, it’s their confidence that naturally attracts attention to them. People come to these strong women for help because they trust their capability. Instead of being intimidated by their confidence, you should learn from them and have more confidence in yourself.

2. They are independent.

Strong women build their own career and are good at making money. They don’t need men to provide for them. Even though they are not looking for someone to take care of them, it doesn’t mean that they don’t need love.

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You might feel threatened by women who are capable of doing everything by themselves because it feels like they don’t need your relationship and that hurts your ego. Strong women need support too. Sometimes they just want to do things on their own first. If they need support from you (which they will), they will ask for it. Support them in areas which they are weaker and remember that their independence is positive.

3. They are secure.

In a relationship, making them jealous doesn’t work. They are secure with themselves and they know what they are worth. They don’t buy the mind-games you play. Once they are committed to you, they are committed to you. They don’t spend time on worrying about the relationship. If you are going to disrespect her or try to make her feel insecure, she won’t hesitate to leave you.

You feel intimidated by a strong woman’s sense of self-worth because you are insecure about yourself. Instead of wasting time playing mind-games with them, work on your own self-worth. Be open with your insecurities, and they will respect you for that.

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4. They are smart.

Strong women love interesting and intellectual conversation. You can forget about small-talk. Talk about things that matter. Rather than talking about what to have for lunch, the latest TV program, or sport, ask them about their opinions on world issues. They have their own way of thinking and they would love to share them with you.

At work, they don’t gossip, so they are easy targets for gossipers. People are intimidated by strong women because they find them too distant and opinionated. You can’t blame them. It’s not that they don’t want to connect with their colleagues, it’s because they aren’t good at making small-talk. Plus, they don’t really care about trends. They aren’t easily swayed by media and other people’s opinions either.

5. They have purpose.

Strong women are bold. They embrace change and are not afraid to take risks or fail. They know what they want in life, with clear goals and purpose. This quality makes them very interesting and attractive, but at the same time, their ambition might seem intimidating.

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Don’t expect them to be the housewives and follow your every command. They won’t give up their dreams just to fit yours, but that doesn’t mean that they aren’t supportive. They still want you to do well. They still care about their family. It’s just that they need to challenge themselves. They want to reach their potential. They take action towards their goals. Consider giving them some space to pursue their goals and encourage them instead.

6. They are authentic.

Strong women are straightforward people. They never suppress their feelings and they don’t take things personally. They also expect you to be honest and straightforward with them too.

However, because they are so straightforward, you might feel that they are being rude and unconcerned with other people’s feelings. They actually do care about people, but they care more about solving the problem that people have than their feelings. They look for solutions. You’re better off just telling them what you think. Don’t sugarcoat or soften your opinions so that they can help you. Let their true colors shine.

Featured photo credit: Untitled / lauren rushing via flickr.com

More by this author

Yong Kang Chan

Self-Help Author (Writes about Self-Compassion and Mindfulness)

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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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