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We Don’t Need a Lot of Self-Help Books, We Need Resilience

We Don’t Need a Lot of Self-Help Books, We Need Resilience

Have you ever noticed that some people are just really good at bouncing back? They roll with the punches life throws them with almost effortless ease. For years, I wondered what their secret was.

I’ve gone to hypnotherapists, looked into Buddhism, read through a frankly weird amount of self-help books (I think the people at my local library are a little concerned), all to little avail. I wondered if these people were unusually tough? Perhaps even unusually uncaring?

No, in the end these people who stand against adversity have resilience, nothing more.

The good news is, resilience can be learned and developed.

Surprisingly, there is no single agreed definition for resilience; however, in general resilience is that X factor that makes people keep going through adversity. To some degree, resiliency is a product of biological factors, or was formed in childhood when the brain was in development.[1]

A thirty year study followed 698 children for the first three decades of their lives.[2] During the study, particular attention was paid to reactions to trauma and stress. Two thirds came from comfortable, stable homes, and functioned generally okay.

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The other third were considered “at risk,” and had been exposed to unusual stress or difficulties in their home life. Two thirds of this group unfortunately grew up developing learning and behavioral issues. The remaining third, like the ones from safe, comfortable homes, grew up to be good, caring adults. They developed resilience.

The reasons for this were twofold:

  • Some of the “at risk” had access to a supportive caregiver who helped make sure they didn’t go through their problems alone.
  • Others were fiercely independent from a young age and went through their lives on their own terms.

Interestingly, some who initially weren’t resilient, later developed resiliency.

To develop resilience, you don’t really need to do the tough stuff.

So, what does it take to actually get some extra resilience? Well, here are four ways to build some up, and all of them involve finding peace in yourself.

1. Always look on the bright side, especially in stressful situations.

This is a key, underlining aspect to it all. It makes a lot of sense, because, for example, if someone were to react to a stressful event by thinking it was the worst thing in the world, it will seem as such. But were they to somehow remain positive, to see the silver lining in it, then it will seem less overwhelming, and as such they will be more resilient.

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So it is important to remain positive about the past, present and future.

In some of my experiments with Buddhism, I have been told that the world appears to us as we imagine it to be, and the real trauma is not the event itself, but our emotional reaction to the trauma (if you want the point backed up by Eastern spirituality).

2. Stay connected with someone supportive.

One unifying factor of the most resilient children in the study mentioned earlier is that they had a support structure. They had parents, guardians, or a teacher that had their back. Other reports and studies have suggested the same.[3]

All you need is someone who wants to see you succeed and is willing to help you do so. To children it can be a parent, guardian, or teacher. But for you, having a group of good friends is just as effective.

3. Do good to make people feel good.

Studies have shown that doing good increases production of Serotonin, a neurotransmitter that regulates mood, in the body.[4] Low levels of serotonin are often found in people suffering from depression.

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So, doing good makes you feel good.

Doing good can also help put things in perspective if you are faced with people who are suffering tougher challenges in their lives.

Some have also suggested making an effort to note when kindness is done to you, perhaps by creating a gratitude journal or blog.[5] People are more likely to remember when they have been mistreated, so having a reminder of the many times you have been treated well may help cancel out negativity.

4. Take very good care of yourself.

With this I don’t just mean keeping active and eating well (which can’t hurt), but paying attention to your mind. Stress can accumulate, which by extension can have a lasting impact on your mood and make you react severely to stressful situations, ultimately exacerbating them.[6]

A setback you might easily be able to take might knock you down if you already have a lot of stress in your life. To counter the effects of this cumulative stress, you should make sure you’re getting plenty of sleep and rest.

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Even when you are just relaxing, parts of your brain are working on overdrive, especially when stressed. Rest and sleep can counteract this.

Practicing all of the above could greatly improve your resilience and ability to stand tough against setbacks and trauma, as well as be better equipped to handle stress and feel good while doing so.

I’ll leave you with the last stanza of a poem: “Invictus” by William Ernest Henley.[7]

This poem was one that proved a great benefit to Nelson Mandela during his 25 years in prison, as well as me during much less inspiring stuff. The poem summarizes resilience in a nice way.

“It matters not how straight the gate
How charged with punishment the scroll
I am the master of my fate
I am the captain of my soul.”

Reference

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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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