How Rakhi Purnima Helped Me to Re-Think Sibling Relations

How Rakhi Purnima Helped Me to Re-Think Sibling Relations

My Experience at Rakhi Purnima

Last year, when I was on a trip to India, I happened to be there at the end of August, just in time to witness Rakhi Purnima (also sometimes called Raksha Bandhan or simply Rakhi) — a traditional festival celebrating sibling relationships. Now, it would be an exaggeration to say that this event turned my worldview upside down, but it certainly gave me much food for thought — even more so because it was the first time I heard about such festival.

Siblings Relationships in the West and in the East: Something to Compare

In the West, we rarely pay any special attention to the relationships between siblings — usually brothers and sisters are just people who happen to have the same parents. They tend to spend their early years together, while they still live under their parents’ roof, and then go their separate ways, rarely maintaining any kind of close, meaningful relationships except for occasional family get-togethers and Christmas cards.


The same goes for the relationships between children and parents — with the nuclear family being a standard, with high mobility being a necessary thing to get ahead in life, children and parents get more and more distant from each other in all senses. But in this case we at least recognize parent-children relationships as something special — we do have Father’s and Mother’s day, so we feel obliged to get in touch with our parents at least occasionally — which is not the case when it comes to siblings.

After drifting apart, brothers and sisters often don’t see or hear each other for years on end, nor do they feel obliged or willing to do so. Sibling relationships just aren’t regarded as all that important. There is a Siblings Day, of course, but it is a purely artificial holiday without deep-rooted cultural significance.


Not so Rakhi Purnima. On that day, sisters tie a sacred thread called rakhi on their brothers’ wrists — a gesture signifying the sister’s love and wish for the brother’s health and well-being and, conversely, brother’s vow and duty to protect and support the sister. Other ceremonies are involved: brother usually presents special rakhi gifts to the sister, they hug, feed each other, and sisters read prayers for the brother’s well-being and so on, but these details do vary depending on local customs.

For a Westerner, the entire procedure looks quite weird, even unnatural — yet the participants’ sentiments do seem to be genuine and not just a tribute to tradition. Although we are not, of course, taught to treat our siblings with a degree of alienation, it is just a sort of relationship that doesn’t feel like it calls for that degree of warmth. Siblings are just siblings, right?


The Western family is normally connected vertically, if connected at all. We keep in touch with our parents and children, but not nearly as much with siblings, and cousins and suchlike are often kind of not family at all. There is no idea of a larger, overarching family in our culture. And while one may speak for or against such an arrangement in terms of efficiency, one cannot but feel a certain longing or envy when looking at brothers and sisters taking part in Rakhi Purnima, exchanging gifts and vows of protection and seeing it as something absolutely natural.

There is something in Rakhi Purnima that calls to everyone of us, irrespective of religious confession — the idea that family is something far less abstract than we are used to believing, that a different kind of relationships between family members is possible. That, perhaps, it is time to find the phone number of your brother or sister you haven’t talked to for years and finally make that call.


Hope you enjoyed my article!

Featured photo credit: FeistyTortilla/ via

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Melissa Burns


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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.


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.


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.


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.


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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