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Signs Of Manipulators You Might Not Be Aware Of

Signs Of Manipulators You Might Not Be Aware Of

“If you are an approval addict, your behavior is as easy to control as that of any other junkie. All a manipulator needs to do is a simple two-step process: give you what you crave, and then threaten to take it away. Every drug dealer in the world plays this game.”

― Harriet B. Braiker

All of us have encountered a manipulator at some point in our lives. Remember that “something” you didn’t want to buy, but had to because someone convinced you? Yes, there is a good chance of that someone being a manipulator.

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Manipulation is a dirty game. You never know what is going on in a manipulator’s head, and you have no idea what they can make you believe. Psychology defines manipulation as an act of exercising unjustified control over someone by mental misrepresentation or emotional abuse with malice aforethought of taking power, advantages, and favors, all at the cost of the prey.

How does a manipulator succeed in doing what they do?

Manipulation is not like social influence. Social influence is a process of being inspired by those around us. It is the foundation of constructive relationships. It’s best to detect them and stay away from them!

What set manipulators apart from normal people are their modus operandi :

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Detect: It’s like a superpower. Manipulators can detect weakness, and they know exactly how to use it.

Advantage: Once they understand what makes you vulnerable, they will weaponize it against you.

Convince: They have amazing convincing abilities. They will have you at their feet because they’ve convinced you to give something up for their selfish interest.

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Repeat: Success reinforces the high spirits of manipulators, and they will repeat their actions until you identify and eliminate them.

How to spot a manipulator?

You can find manipulators on any page of your life: Work, Home or Love. The scary part is that they are very cunning. If you suspect that you are dealing with a manipulator, it’s time to be sure and get rid of them for the better.

Characteristics of a typical manipulator

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  1. Sympathy seeker: Manipulators are great at playing the “victim”, and they have no realization of responsibility. They live with the feeling that the world has done them wrong. They utilize the “sorry” feeling of people to get anything they want from them.
  2. Guilt tripper: They are excellent at making you feel guilty for crimes that you didn’t commit. You may even feel that you’re in the wrong after they’ve pressed your insecurities.
  3. Passive aggressive: Manipulators just don’t want to lose an argument. They will use anything and everything against you to win it. If you are unhappy about something, they will do their magic of word twist and convince you it is their reaction to what you previously did. With a manipulator, the fault will always be yours.
  4. Fake helper: They will try their best to help you when you are in need. In fact, they will go to great lengths to ensure that everybody knows about their favor. But don’t be fooled, they do this just to make sure that you have no choice but to help them when they need help. They can ask for anything, and they don’t care how valuable it may be to you or what you will have to do to get it.
  5. Always right: No matter how good you are at debating, you can’t win against a manipulator. They will never stop arguing because they are never wrong. If you are not a fan of argument, it’s a guarantee that you will never win with them.

How to stop a manipulator

Now that you know what you’re dealing with, it’s time to stop them. Getting rid of manipulators isn’t always easy, especially when the manipulator is someone close to you. But trust me, only your withdrawal is going to change them.

Realize that you don’t need to stay in a toxic friendship or relationship unwillingly. Understand your basic human rights and don’t let anybody convince you to go against them. Learn to be straightforward without being rude, and remember that you have the right to say “no”.

You deserve to be free from manipulation. There are numerous scientifically proven ways to handle a manipulator successfully, and they can save you from the personal violation that is manipulation.

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Shikha Prasoon

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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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