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Why People Who Lie All the Times Are Mentally Sick

Why People Who Lie All the Times Are Mentally Sick

I went to college with a guy who was always saying things that seemed untruthful. He didn’t say anything remarkable – it wasn’t like he was talking about the time he went unicorn hunting or something, but he just didn’t seem sincere. There were even times I was almost certain he was recycling his roommate’s stories. It was incredibly frustrating for me and anyone who held a discussion with him, because there was a constant feeling of needing to chase down the truth to separate it from the fabrication. It was exhausting!

There’s a good chance you’ve met someone like that, too. I don’t know about you, but I finally went out of my way to avoid that person in order to get out of having to speak to him; I just didn’t have the energy to smile and nod and pretend he didn’t seem like a complete pathological liar. But I always wondered if it exhausted him, too.

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Pathological liars lie for the sake of lying.

Pathological lying is a medical condition in which a person lies all the time, seemingly for no reason at all.[1] This is different from someone who lies from time to time; that’s called being human. Even clinicians have to rule out other things, like delusions or false memories, before determining someone is a pathological liar.

Pathological lies differ from other lies.

There are white lies, or lies that are told in order to be helpful. There are pathological lies, or lies told constantly as if without thought. And there are compulsive lies. Though pathological lying is compulsive, most experts agree it shouldn’t be confused with compulsive lying.

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Compulsive lying is the habit of lying uncontrollably about anything, no matter how big or small. Both pathological liars and compulsive liars may lie habitually due to a history of abuse or other personal damage, but both may also lie for absolutely no reason! In fact, people who lie compulsively may continue to lie, even after being caught in a lie.

Even if you’re honest, you should care.

Some pathological lying can signal emotional disorders.[2] One example of this would be in the case of an individual who is abused lying to avoid more abuse. But sometimes pathological liars are dishonest for very different reasons.

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Some research suggests that pathological lying is associated with a specific neurological pattern involving minor memory deficit as well as impaired frontal lobes which can negatively effect the way an individual evaluates information. So even though speaking with a pathological liar can be tiring and annoying, it’s helpful to recognize whether something is actually mentally wrong with the individual, or if they simply lie so often they no longer recognize the truth.

Anyone can pick out a pathological liar.

If you’re trying to decide if someone you know is a pathological liar, here are some traits to look for:

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  • The lies are elaborate. Earlier when I said it was exhausting to pick apart what was fact and what was fiction, it’s mostly because of how elaborate the lies are. Typically, a pathological liar will weave truth into the lie.
  • The lies make the liar look good, or even like a victim. If a pathological liar is telling you a story involving multiple people, he will typically look like the hero, or as if he is being treated unfairly and doesn’t deserve it. This could be due to low self-esteem. Part of why a pathological liar lies is because they feel they deserve attention.[3] They’ll do whatever it takes to get to be in the spotlight. For this same reason, they’ll also get defensive if they get caught in a lie and blame someone else.
  • The lies aren’t original. Sometimes, pathological liars retell other peoples’ stories but change the narrative so it sounds like it happened to them! If a story sounds familiar, don’t dismiss it. There’s a good chance you truly have heard it before.
  • Liars avoid questions that might get them caught. When a pathological liar is confronted with questions, they tend to avoid them at all costs. They’re manipulative and may even convince you they already answered your question. They may also dodge your question entirely by feigning offense to the question. Liars will also manipulate you in whatever ways necessary to always stay one step ahead.
  • They over-compensate with eye contact. While most liars would avoid eye contact, pathological liars will go out of their way to maintain deep eye contact in order to appear more convincing. Sometimes, a pathological liar’s pupils will dilate as they lie.
  • They seem overly laid back. Generally when someone lies, they may be fidgety and anxious. But when a pathological liar speaks, even if repeating someone’s story you heard earlier that day, they seem laid back and not at all concerned about getting caught.
  • Their pitch changes and their smile is insincere. Depending on the person, a pathological liar’s voice may get higher or lower when they are being dishonest. They could also be overly thirsty and require water while lying, as the stress from lying causes adrenaline to constrict the vocal chords. A pathological liar also smiles differently from a truthful person. When someone is genuinely happy, a person smiles with their whole face; their eyes crinkle and the corners of their mouth stretch. But a liar only smiles with their mouth.
  • They may have a history of other problematic habits. A history of substance abuse, eating disorders, anger, etc. may be good indicators that a person has the capacity to be a pathological liar.
  • They’re delusional. Pathological liars live in their own world. They believe parts of their lies are true and tend to exaggerate the importance of basic occurrences.
  • They aren’t good at relationships. Not surprisingly, pathological liars have unstable relationships, both romantic and professional. Typically a pathological liar is estranged from their family, too.
  • They jump from job to job. Pathological liars tend to have lengthy resumes. Their jobs are short-term because they tend to burn bridges with employers and coworkers alike.

Handle a pathological liar properly for the better of you.

Once you’ve identified someone in your life as a pathological liar, you may want to confront them about it. It’s important to know how to do that properly to avoid any issues.

  1. First, be as empathetic as possible. As frustrating as it may be to deal with someone who lies nonstop, try to remember there may be a reason. More so, they believe what they’re saying, so there will definitely be backlash if you confront them.
  2. If you and the person lying are friends, be sure to remind them how much you care. Help them practice the truth bit by bit and remind them you are always willing to help.[4]
  3. You may want to suggest therapy, but expect them to be very defensive. Telling someone they might want to get help comes from compassion but can feel very hurtful. It may be smart to talk about your own insecurities and share how you’ve found help through talking to people in the past.
  4. Tell the person you don’t deserve to be lied to. Be kind but firm when reminding the person it makes you feel disrespected and hurt to be lied to.
  5. Determine if the person is too toxic to stay in your life.[5] It may make you feel bad for weeding someone out of your life, but sometimes it’s necessary. Pathological liars can overcome their lying ways, but it’s a long road. You don’t have to feel guilty if you choose you aren’t willing to wait out.

Featured photo credit: stocksnap.io via stocksnap.io

Reference

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Heather Poole

Technical writer

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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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