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A 3-Step Process to Overcome Fear

A 3-Step Process to Overcome Fear

Pick the day. Enjoy it – to the hilt. The day as it comes. People as they come… The past, I think, has helped me appreciate the present – and I don’t want to spoil any of it by fretting about the future. ~Audrey Hepburn

Growing up, my culture made me feel that a little worrying was a good thing and that if you are never worried about things, you’re exhibiting a careless and casual attitude.

What I missed in the above theory is the word “little.” As a result, I worried a lot. Was I going to do well in my exams? Do my friends think I am cool to hang out with? Will I get my dream job? Will I be able to achieve my dream income in my business?

Those fears, needless to say, kept me from fully realizing my success in different areas of life.

In my work, I’ve found the fear of failure, fear of the unknown and the fear of not belonging as the three universal fears. I see people every day and at least one of them is stuck due to these three fears.

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If you dig deeper, you’ll realize that the fear of not being loved or the fear of not belonging is the root cause of all superficial fears. Let me explain.

The fear of the unknown is actually the fear of failure in itself. Think about it, what happens when you step into the unknown? You fear that you’ll fail.

For most people, failure is a permanent, impossible-to-turnaround phenomenon. Even a toddler knows that’s not true. Notice how they fall down and keep attempting to walk anyway? Imagine if, as a child, you considered failure permanent—you’d still be unable to walk!

And deep down, you fearing not being loved if you fail. Think about it. You’re afraid that your loved ones will abandon you, that you’ll be rejected and that people who love you will stop doing so.

No matter how much you try, fear will always be there. It is a natural part of being human. Of course, a lot of fears that things may not work out are just baseless. Yet, they can pretty much stall you.

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A Three-Step Process to Overcome Fear

This three-step process is what I learned first hand from fellow-entrepreneurs around me. Feel free to use it to beat your everyday fears and when you fear that things may not work out.

Apply the three steps to a situation in your life when you’re afraid:

Step 1. Write Your Fear Down

As simple as it sounds, writing down your worst fear in this situation will let you externalize it. A lot of times, we worry because we’re so entangled in the problem.

Have you noticed how getting an outside-perspective helps? This is why so many people go for coaching too. Getting someone else’s help allows you to see different perspectives.

By writing your fear down, you’re also fully acknowledging that it exists. This leads to awareness, which is the first step and 95 percent of your journey.

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Step 2. Ask: What’s the Worse that Could Happen?

Now that you’ve documented your fear, you realize it lies outside you, and you have a better grip on it. The next step is to get deeper. Be honest and paint the worst-case scenario. What is the absolute worst outcome that could happen from this situation?

I recall when I was about to speak in front of a audience for the first time. I was nervous and literally hoping that somehow the event would be canceled. I wrote down my fear—”I’ll stuff up”—and asked myself, “OK if I did stuff up completely, in a way I am not able to speak a word at the workshop due to nervousness, what would happen then?”

Soon, I caught how unrealistic this scenario was. Surely, I would babble, mumble, mix up examples, appear unconfident, but wouldn’t completely go quiet, right? So I changed the outcome to a more realistic: “I will appear unconfident.”

There it was. My realistic, worst-case scenario: I would fail to impress my audience by appearing not confident.

Step 3. Ask: Can I Handle It?

This is the last leg of the exercise. Once you acknowledge the worst, you ask yourself if you can handle it. Human beings are incredibly powerful at handling stuff.

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Think about all the people in this world who have handled death, bankruptcy, loss, and separation. Perhaps they never realized they could handle it until the time came. In despair, we find strength from an unknown source within. We’re wired beautifully that way.

For me, I could lose those potential clients at the workshop. So what? I could always take feedback and start over. When I looked at it squarely, it wasn’t that bad. I could handle it.

Answering the last question gave me strength to move ahead. When you get real with yourself, you’ll know that you can handle this OK and soon there will be a time when you’ll wonder what were you so afraid of. I promise.

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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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