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Sometimes You Have to be Social Even When You Don’t Feel Like It: Here’s How

Sometimes You Have to be Social Even When You Don’t Feel Like It: Here’s How

Some of us are just naturally introverted and dread social situations, others may enjoy being social, but just don’t feel like it sometimes. Unfortunately, there are times, both in our personal and professional lives when we have to do it whether we like it or not. It’s not that easy to simply tell yourself that you have to do it when your mind and your body don’t want to hear it. It’s far more effective (and usually more enjoyable,) to figure out what the true reason is.

Are you tired, avoiding someone, or shy? Maybe you lack solid social or conversational skills. Perhaps you don’t know anyone who’ll be at the gathering or you’re wary of conflict. Whatever the reason, it’s much easier to overcome once you know what it is.

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Be Social: Some “Get in the Social Mood” Strategies

Energy fixes – You’re tired. That’s completely understandable. Most of us can relate to that “feeling so tired, you just want to go home and be left alone” state. But sometimes that’s just not an option. So what can you do?

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  • The obvious solution is to take a quick nap.
  • The tried and true fix would be a jolt of caffeine…I would recommend something with moderate caffeine content, (not Red Bull or a triple espresso) otherwise you’ll be bouncing all over the place and talking so fast no one will be able to follow your conversation anyway.
  • Maybe your tiredness is caused by dehydration (most of us are at least mildly dehydrated.) Drink a glass of water and then keep drinking throughout your social event to stay hydrated.
  • Are you hungry? Often lack of energy is caused by going too long without food. When did you last eat? Even if you did eat recently, was it healthy? A healthy meal or snack with a good mix of protein and carbs with a little bit of fat (A LITTLE BIT) thrown in will help to keep your energy up and even.

People problems – Sometimes we don’t feel like being sociable because of the other people involved. That’s a bit harder to fix, but there are some things you can do.

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  • Are you trying to avoid a particular person or group of people? Maybe you can go with a friend or enlist a colleague to act as a buffer. If you want to avoid or minimize conversation or contact with someone, the easiest way to do it is by choosing to converse with someone else. Keep some distance and keep busy. You might try offering to help the organizer so that you have an excuse not to engage. Also, have an exit plan ready. If you get in an uncomfortable situation, you can pull out your “exit excuse” and make for the door.
  • Maybe it’s not a person, but a conflict that you dread. Again having another person or group as a social buffer is a great solution. If a conflict arises having someone else to run interference or help diffuse a tense situation is very handy. When you are in the social situation, stay calm, remind yourself that while you cannot control what other people say, you can control how you respond. Remain polite and remove yourself if an unpleasant situation arises.
  • If must socialize at an event or some other type of gathering where you don’t know (or don’t know well) anyone else there, it can be very uncomfortable. The first thing you can do is to try to reframe it as an opportunity to expand your social sphere. You’ll get a chance to meet new people, add some names to your contact list, and widen your social network. Choose someone who looks interesting, sounds interesting or acts in a friendly manner and introduce yourself. That’s usually all it takes. Be honest. Don’t be afraid to admit that you don’t know anyone. Your new “contact” may be able to introduce you to others, and if not, at least you can bond over being fellow loners.

Personality– If you’re an introvert, you’re an introvert. Nothing you can do is going to make you an extrovert, but you can increase your comfort level in social situations. As an introvert, socializing may cause a great deal of anxiety or simply be draining. Chaos, large groups, noise, and too much activity can be very stressful for someone with introverted tendencies.

  • Choose your atmosphere if you can. Try to socialize in quieter environments, without so much noise and activity.
  • Choose someplace you are familiar with. If you’re already comfortable with the setting, the actual conversation and interaction won’t feel so intimidating.
  • Enlist a partner. Once again, this is a great strategy. You’ll feel more comfortable if you’re not alone, especially if you choose someone who tends to be more extroverted. They’ll carry much of the social burden, and most likely, they won’t feel that it’s a burden at all, because they enjoy and feel energized by the interaction.
  • Work on improving your social or conversational skills. Not knowing what to say or how to act would make anyone not want to be sociable. Try practicing your introduction. Have some conversation ideas memorized. Think of a few questions you can ask if you don’t know what to say. “How long have you known…or worked at…lived here…” is a basic conversation starter.

When you don’t feel like socializing, you can often shift your mood by figuring out what the reason is and then taking steps to mitigate it. You still might not enjoy being sociable, but you can make it a bit less uncomfortable.

Featured photo credit:  Curious striped Scottish fold kitten via Shutterstock

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Royale Scuderi

A creative strategist, consultant and writer who specializes in cultivating human potential for happiness, health and fulfillment.

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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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