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How to Build a Social Circle: A Two Step Formula

How to Build a Social Circle: A Two Step Formula

Why do some people lose friends faster than they’re making new ones… while others get more and more friends, without seeming to make any effort at it? For starters, people in the second category have learned to build a social circle, the right way…

By knowing the critical parts of a social life, some people get more friends than they know what to do with. They always seem to be having fun, going out, and sharing their lives with interesting people. Others seem to run in vicious circles, making a huge effort to meet people, make almost no progress, and find it hard for them to actually keep the friendships. Some of them just give up and get used to being alone, frustrated, and unhappy.

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But that’s not a way to live. And it’s definitely not for you. This article will make sure that you “start right” at having a great social life, filled with the fun, and the energy you need.

The Two-Step Formula for Building a Social Circle

This is what I call “Explore the New – Nurture the Old”, and it’s a key part of the “Get The Friends You Want” methodology. The two parts work like a cycle, you need BOTH… let’s dive into them and if it seems too simple at first, it’s fine. Just stay with me.

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explore the new

    Step One – Explore the New (constantly be meeting new friends)

    I always say that “If you’re not making new friends, you’re actually making LESS!”. It’s because people change, move to other cities, develop new interests, or get into new relationships, and that results in changes in their friendships. If you’re not constantly making new friends, then you’re going to have less and less people to hang out. It doesn’t mean they’ll stop liking you or reject you, they’ll just be doing something else, somewhere else, with someone else.

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    • To make this easy, make the new friendships ABOUT something (a hobby, an interest, a cause, or an activity)
    • To make it extra-easy, pick an interest or hobby you ALREADY love.
    • To make it extra-extra-easy, join a group that meets regularly, so you don’t have to think about it. The meetings take place once or twice a month, and all you have to do is show up!
    • To make it extra-extra-extra-easy, join the ORGANIZING team. Whoa! When you give some of your time to help the team, everyone is grateful to have you. Meeting people, in this position, is as easy as it was when you were four years old.
    • To motivate yourself to do this, think of someone you know that is involved in a team that holds regular events… recall how many people they got to know throughout that process, how much fun they got to have… now imagine if YOU were in that position… would you like to be there? ;-)

    Step Two – Nurture the Old (meet existing friends, and introduce them to new ones)

    This is critical. It consists of regularly meeting the friends you want to keep, and introducing them to the new ones you meet.

    Why? Because…

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    • Friendships are FRAGILE… you need to keep meeting the people regularly. Once a week is ideal.
    • By introducing people to each other, you make them STICK. It gets easier for them to keep in touch with you, because by doing so, they’re also staying in touch with a whole bunch of people. It’s often, the best use of their social time.
    • Because by doing so you prove that you’re CONFIDENT. You’re not afraid of losing anyone. And you can make new friends at any point of your life, and that’s attractive and respectable.
    • Because it gives everyone the opportunity to grow, have more fun, and be happier within a group.

    Now, how many friends you need in a group? It really depends on you. 4 to 5 is great if you’re an introvert, 10 or more if you’re an extrovert.

    Of course, you can build one or two social circles, that have different interests that you share with them. You’ll be amazed on the good influence it’ll have on your life. you’ll never feel all alone again, you’ll have people to go out with, celebrate holidays, celebrate birthdays, go to summer vacations with, and so on.

    Now, always keep in your mind the simple formula: explore the new – nurture the old.

    More by this author

    Paul Sanders

    A communication expert who tries to help people improve their social skills and make friends anywhere.

    How to Keep a Conversation Going and Never Run Out of Things to Say What to Do When You Have No Friends and Feel Lonely 7 Tips How to Make Friends During College 5 Reasons Why Your Social Life Isn’t Improving, And What To Do About It How To Quietly Build A Social Life

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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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