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10 Things Happy People Don’t Believe

10 Things Happy People Don’t Believe

So you want to be happy? Well, there’s only one thing standing in your way. You. Happiness is a choice that only happy people make. Here are the 10 delusions happy people don’t subscribe to. These can help you understand how to be happy.

1. Life is fair.

Happiness isn’t about always getting what you want. Happy people understand that sometimes life doesn’t go their way; life isn’t fair. What they do know, is that you can only do your best, forgive yourself for what doesn’t work, and let go when you need to.

2. Suffering is bad.

Suffering is an inevitable condition of humanity. You cannot survive this world without at least a little suffering. Happy people know a deeper happiness comes through surviving a deep pain. We learn what we’re truly made of when faced with such hurt.

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3. I’m in control of things.

As hard as you work, and as much as you try to plan it all out, you’re just not in control. You cannot control the actions or thoughts of others. In order to reach happiness, happy people accept this inevitable truth and learn to be proactive rather than reactive to life’s surprises and mishaps.

4. People are obligated to love me a specific way.

If your happiness is dependent on how other people feel about you, you will never be happy. You can’t please everyone and you certainly can’t force anyone to love you in a specific way. Happy people accept the way their loved ones feel, and work at showing their affection and asking for what they need rather than expecting people to love them the way they want to be loved.

5. Everyone hates me.

This is a toxic belief and a delusion, yet sadly a great proportion of unhappy people fall prey to this, which is largely why they are unhappy. Happy people face the world with a healthy dose of curiosity and nonchalance. They are interested in others, yet not so dependent on being loved in a specific way. Making friends takes time, that’s all.

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6. I can’t.

If you believe you are incapable and let that belief keep you from happiness, then ultimately you give truth to a self-imposed fallacy. The only way to improve and succeed at anything is to try and try again. Consider this: who is your idol? Do you think he or she is so accomplished through a life void of failure? No! They simply do not let their doubts keep them from happiness.

7. I have something to prove.

Unhappy people seek happiness through approval. Unfortunately, that approval is impossible to achieve because it is caused by a inner lack, which keeps them constantly striving. Happiness can only be achieved through self-acceptance. Yours is the only approval you need.

8. It doesn’t matter.

“It doesn’t matter” is just an excuse. It’s what unhappy people tell themselves to avoid confrontation when they’ve been mistreated, or to endure a lack of courage when they don’t follow their dreams. Happiness matters. Respect matters. Don’t dismiss your needs to avoid responsibility of your own happiness.

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9. I’d be happier, if only I were [fill in the blank].

You know your routine. I’d be happier, if only I were skinnier, prettier, smarter, the CEO. Happy people know the secret to happiness is accepting themselves–flaws and all. It’s okay to work on improving yourself–we’re always in a state of learning–but it’s not okay to berate yourself for your flaws. Focus on your strengths.

10. I’m too old.

You are never too old. Yes, you may look silly. And, yes, it may be harder than you expect, but it’s never too late to choose happiness. Happy people keep choosing happiness every day, whether they felt it early on or discovered the secret later in life, it’s their choice. Life is unpredictable. The only sure thing is we’re all getting older one day at a time, so don’t let that keep you from happiness.

Want some more motivation to kick that happiness into gear? Check out these 20 Definitions Of Happiness You Need To Know.

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Featured photo credit: Alba Soler Photography via flickr.com

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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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