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Signs That Your Emotions Can Override Your Rationality Sometimes (And That’s Not Too Bad)

Signs That Your Emotions Can Override Your Rationality Sometimes (And That’s Not Too Bad)

“Our culture tends to value logical, analytical thinking. That doesn’t make their way better. In fact, emotionally sensitive people are the ones who become passionate about causes and make changes in the world. They are artists and caregivers and those who contribute to humanity.” — Lori Deschene

Have you ever been described as hot headed or impetuous? You may also find that you cry easily and take things to heart. If this sounds familiar to you, then your emotions may often take charge and leave your rationality behind. The prominence and dominance of your emotional self may also make you emotionally sensitive. So, what does it mean to be emotionally sensitive? What causes it? And what are the positives of being emotionally sensitive?

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What is emotional sensitivity?

Psychologist and author of the book The Emotionally Sensitive Person, Karyn D. Hall, explained what emotional sensitivity is and how it manifests itself. When someone is emotionally sensitive, they tend to experience emotions more intensely than other people do. Common feeling such as love, happiness, anger, and fear are felt to a greater degree. As your emotions can sometimes get the better of you, you tend to be apprehensive about how you will react in different situations.

Emotionally sensitive people have a sensitive way of viewing the world around them. They are acutely aware of the emotions of others and can be overly tolerant or intolerant. Many emotionally sensitive people work on an intuitive level and thus do not know how to verbalize themselves and their thoughts with great accuracy. If they believe they have been rejected, emotionally sensitive people can take it very personally. Decision making can be a difficult process for these people.

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What is the cause of emotional sensitivity?

Lori Deschene, the founder of Tiny Buddha and Recreate Your Life Story explained the cause of emotional sensitivity as follows:

“Emotional sensitivity is biological. Research shows that some individuals are born with more intense emotions, meaning you react faster to emotional situations, your emotions are more intense, and your emotions take longer to fade. Events in a person’s life could also influence that emotional sensitivity.”

What are the two distinct types of emotional sensitivity?

Deschene identified two types of emotional sensitivity: reactive and avoidant. There are those who are reactive; these people tend to act on feelings before they undertake the process of thought. They are exposed to an emotional trigger and they react. They can be spontaneous and fun because they possess strong impulses.

People who are avoidant tend to shy away from uncomfortable emotions and situations that they believe will be unpleasant. If, for example, someone has offended them, they will move to the other side of the room to avoid talking to that specific individual.

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What are the positive aspects of being emotionally sensitive?

Emotionally sensitive people have a heightened awareness of what other people are feeling. They experience intense joy and tend to be very passionate about things that are dear to them. Because they’re passionate, they tend to strive to make a difference to their surroundings. Emotionally sensitive people also tend to care intensely about others and express themselves authentically.

People who fall under the category of being emotionally sensitive are often careful not to hurt people’s feelings. They value memories and tend to dwell on things that have happened in the past. For these people happiness is more important than success and mistakes are viewed as part of the process, rather than something to get upset about.

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Hall said, “Being emotionally sensitive can be a gift. It can also be very painful and more difficult than most can understand. If I could communicate one idea, it would be to accept your sensitivity rather than reject it or hate it, and learn to manage your emotions so you can find joy and peace. You may learn to cherish your emotional sensitivity—it can be done.”

Conclusion

If you are someone whose emotions tend to override their rationality, then do not view this as a negative trait. Being emotional and emotionally sensitive is a very positive thing. As Hall said, it is a gift.

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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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