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Last Updated on February 27, 2018

Did You Know Millions Of Couples Have Come Out Stronger After Taking This Love Test

Did You Know Millions Of Couples Have Come Out Stronger After Taking This Love Test

Love isn’t always straight forward. Even when you seem to have found the perfect person for you, miscommunication and conflicting ways of expressing love can challenge any relationship.

Have you ever questioned whether your partner really loves you? Perhaps it annoys you that all they want is to be intimate yet never really tell you how they feel with words? Perhaps you go out of your way to find gifts to show you think about them but they seem unimpressed when they receive them? You may interpret them as being ungrateful but it could just be that they don’t value this as a particular sign of love.

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When it feels so right to be with someone but the flow of giving and receiving love seems difficult it could just be down to the mismatch of our love language.

What is Love Language?

Love languages are how we express and consider love in different ways. According to Gary Chapman, the author of the book “The 5 Love Languages”, there are 5 different love languages:

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  1. Words of Affirmation: This is when a person uses words more than anything else. They express love by articulating their feelings more than physical action like spending time with someone or giving gifts.
  2. Acts of Service: These are the people who believe actions speak louder than words. Showing someone love through an act is far more powerful than saying it to their face. This could come out in daily actions such as cooking their favourite dinner or running errands for them in order to show love.
  3. Receiving Gifts: Many think receiving gifts is a big sign of love. They feel it shows they’re thinking of someone, that they’ve gone out of their way to make them happy and brightened their day.
  4. Quality Time: Time is something we can’t get back so giving up your time to spend it with the one you love is one way of showing how much you love someone. For many it shows you’re making the other person a priority over anything else going on in your life at that moment.
  5. Physical Touch: Physical love is important in a relationship whether it’s sex, cuddling or holding hands. Many people see this as a strong way of expressing their love over words or any other actions.

You may agree with some of these ideas of showing love or strongly disagree and this is where the problem could lie. None of these are right or wrong but if you show love through telling someone on a regular basis, but your partner shows it more through physical touch, there’s a danger of interpreting these two languages as very different.

Take the Love Language Test to Find Out How You Communicate Love

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    Everyone can express love in a different way from their partner. We tend to express love to others how we want love to be expressed to us. If we then receive love in a different way, we can start to assume that they are not loving us to the same degree as we love them. This is when relationships can start breaking down.Instead we should take the time to understand each others’ love languages to be able to interpret the way we love and the different ways we are actually loved by others.

    Taking the love language assessment will give you insight into both you and your partner’s idea of expressing love. We’re all using different languages and the key is to interpret them correctly and translate them accordingly with no judgement.

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    The result will allow you both to understand each other and connect more fully in your relationship. But this doesn’t just apply to romantic love – our primary love language is most likely used in how we connect to friends and family.

    So make sure you take the love language assessment to find out which language you tend to use and value the most. Swap results with your loved ones and use it as a way to find out and understand how each of you show your love for each other.

    Featured photo credit: Stocksnap via stocksnap.io

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    Anna Chui

    Anna is a communication expert and a life enthusiast. She's the editor of Lifehack and loves to write about love, life, and passion.

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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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