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5 Things 20-Year-Olds Don’t Get About Making Friends

5 Things 20-Year-Olds Don’t Get About Making Friends

Most 20-year-olds are busy navigating the transition from youth to adulthood. One thing that’s not on their to-do list? Learning the principles behind making friends. It seems to come so naturally in childhood that they don’t give it a second thought.

What they don’t know is that the way we make friends changes as we grow older. Suddenly, growing a social circle isn’t something that happens organically. It takes effort, just the same way romantic relationships and career developments do.

The good news is that making friends is a skill that can be learned and nurtured like any other. Here are five things any soon-to-be-grownup needs to understand to develop a rewarding and active social life.

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1. Small Talk Pays Big Dividends

Young adults who are used to earnest, soul-baring, all-night discussions in dorm rooms often believe small talk is a superficial means of communication. In fact, small talk is the quickest, most efficient way to gain insight into someone’s personality and find shared interests.

Small talk is more than a conversation about the weather that’s become the clichéd definition. Anything from movies and TV shows to vacation spots and hobbies is a potential topic. It’s all about finding common ground to form a base for prospective friendships.

2. Shared Interests Make Stronger Ties

Kids are able to make friends by just “hanging out,” but, for adults, that’s no longer an option. Cultivating an interest opens the door to involvement in activities, providing an opportunity to meet others with a built-in common bond.

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The key is in choosing a genuinely fulfilling interest. If you become a compulsive “joiner,” people will see through the pretense, and insincerity is one of the quickest ways to end friendships before they even begin.

3. Friends Should Inspire Admiration, Not Dismay

It’s a fact of life that teenagers are often most attached to the friends who draw the most objections from their parents. As we become adults, we discover another fact, which is that we’re judged by the company we keep.

We have a tendency to seek approval by mirroring the appearance and behavior of those we spend time with. Seek out others who have qualities that you want to develop in yourself. When you’ve outgrown the need to rebel, the best friends are ones who challenge you to improve and become your best self.

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4. Making Friends is a Long-Term Investment

Once you turn 30, the window of opportunity for making friends begins to close. This isn’t a negative development. Rather, it’s part of the natural cycle of life as we marry and start families that take most of our attention. At that age we also have more fully developed values, making us more selective about those with whom we spend our time.

It’s smart to make as many friends as possible while you’re in your 20s. As time goes on, it becomes easier to maintain close friendships than to make new ones, so the relationships you develop then will be a significant part of your future.

5. To Have a Friend, Be a Friend

Twenty-somethings often make the mistake of thinking they have to be the smartest or richest or most athletic or best anything for people to like them. They can end up exaggerating or even lying about their achievements in a desperate bid for popularity.

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Think about someone who’s always talking about his or her great vacation or expensive new car. Are they fun to be around? Instead of making yourself look important, make others feel important by taking a genuine interest in them and what they do.

Making friends as adults is no longer the happy accident it is when we’re young, but we all have the basic tools to develop relationships. Creating a social network should be part of the learning curve of all 20-year-olds.

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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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