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8 Ways You Can Learn to Deal with Jealousy

8 Ways You Can Learn to Deal with Jealousy

Whether you envy someone because of his high metabolism, corner office, house on the lake, or latest solo travel to an exotic country, jealousy can throw you off your game, squander your energy, and generate angst for yourself.

Below are 8 surefire ways you can deal with jealousy to minimize its draining effects and harness its power:

1. Develop an Abundance Mindset

When you have a mindset of scarcity, it’s hard to appreciate others’ gains. If you believe there are limited pieces of the pie to go around, you’ll obsess over protecting your share and worry over what others have.

But with an abundance mindset, you can freely celebrate another person’s accomplishment and look for ways to make the pie bigger. Acting from a place of abundance heightens your level of satisfaction and adds to others’ sense of fulfillment.

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2. Learn From Those Who Have Made It

If someone else was able to obtain the thing you covet, chances are, so can you. Another person’s success usually means the goal is possible and the dream is attainable.

Study what they did to get where they are. Decide how you can tweak tactics, update strategies, improve the process, and make the journey easier for yourself.

3. Acknowledge That You Have Something Unique to Contribute

Being aware of your personal strengths and gifts encourages you to make your mark, irrespective of what others do and achieve.

No one else has the exact same combination of talents, skills and knowledge that you have. Share your unique ideas and apply your individual experiences to create what you want and optimize what you have.

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4. Stop Comparing Yourself to Others

Act like you have a lot going for you, even if you believe the next person has more. Reflect on your past success and future potential, and stop dwelling on how you stack up against those you envy.

Capitalize on what you already have instead of brood over what you’re missing. Strive to be at the top of your own game, rather than try to out-do others.

5. Get Your Act Together

Jealousy can be a reminder of a dream or goal that you placed on the back-burner, but still desire. If this is why you feel envy, start getting your act together.

Acknowledge that most people worked diligently toward what they have. Take small, doable steps to achieve what you want. Let go of what’s not working.

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6. Determine if What the Other Person Has is What You Really Want

Are you feeling jealous of others due to peer pressure, societal expectations or family obligations? Do you really need the big house, luxury car, fancy corner office, or rich and famous friends to have a fulfilling and purposeful life?

What seems to make one person happy might not have the same effects for you. Success doesn’t have to mean fitting in with the mainstream, standing out from the crowd, acquiring material possessions, or having external accomplishments.

7. Realize That Another Person’s Success Doesn’t Make You a Failure

Individuals make progress at different paces and reach milestones on their own time. Just because one person reached the finish line before you did in one race doesn’t mean you can’t or won’t win the next race.

Starting the race or crossing the finish line is an accomplishment in and of itself. Don’t make someone else’s success devalue your sense of personal progress and individual achievement.

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8. Understand That Jealousy is a Normal, Universal Emotion

People get jealous for all sorts of reasons, including fear and insecurity, the need to protect core interests, and the desire for a more joyful life.

Once you accept that jealousy is a natural emotion, you can consciously choose how to act on it. You don’t have to pout, stomp around, slam doors, throw a pity party, or withdraw from the world. Jealousy gets the better of you only if you let it.

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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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