Advertising
Advertising

Stay Resilient: 4 Ways We Deal with the Blows that Life deals us

Stay Resilient: 4 Ways We Deal with the Blows that Life deals us

I love good surprises, but the bad surprises aren’t so much fun.

I wake in the morning. Get out of bed. Get dressed in my best suit. I head downstairs and turn on the Nespresso machine. I wait while it warms up. I place a blue capsule in the space. I push the button for a long coffee. It cranks up its pump motor and coffee begins to pour out into my cup.

I take the cup and as I turn, I bang into my girlfriend. Coffee covers my clean shirt, my suit pants. I’m drenched in coffee. How do I react?

There are crap things that can happen to us in a day: from the little things like spilt coffee, unexpected traffic, lost keys, forgetting stuff at home through the bigger blows like a car crash, the end of a relationship, loss of our job, loss of a loved one.

Advertising

The blows in life push me off-balance. It is hard to enjoy life when I am off-balance. I am not productive when I am in this place.

What can we do?

Martial Arts and Intentional Reaction

Martial arts are about dealing with blows. In the case of karate, judo or aikido these are real physical blows in the form of punches and kicks. A punch in the face hurts. A kick in the ass hurts. Martial arts are about practicing to handle these blows so that you don’t get hurt too much.

Karate is about blocking the blow. Judo is about using the energy of the blow against the attacker. Aikido is another level of response entirely.

Advertising

How Aikido Deals with Blows

George Leonard brought the Japanese martial art of Aikido to the USA back in the 1950s. He and 3 friends opened a dojo in California. He spent his whole life practicing Aikido. He was asked to write a short article for a local magazine on the art of mastery. The goal is discipline of daily work to improve towards excellence. His article was requested so often by readers, that he was asked to expand the material into a book. The book is called Mastery. The book explores the path towards excellence. It may be excellence in chess, excellence in tennis, excellence in piano, excellence in karate, or excellence in living.

We don’t have space in this short post to go into all the ingredients of mastery which George describes. There is only space to cover one idea. The idea is the decision to react intentionally.

Are You Practicing To Be Frustrated or Practicing To Be Productive?

Imagine Mr A and Mr B. They both had coffee spill on their fine clothes this morning. Mr A is pissed off. Mr B is fine. Why does the same occurrence cause two human beings to end in two different internal states?  Mr A is in a negative, disempowering state. Mr B is in a positive, empowering state.

It is not what happens to us that really shapes our lives. It is how we practice responding. It is a little bit of choice, but a lot of habit. If I am in the practice of getting angry and frustrated, I am getting better and better at turning any start point into a frustrated state. If I am in the practice of seeing the bigger picture, I am getting better and better at keeping myself in a productive, empowering state.

Advertising

George tells us that there are 4 ways that humans respond to the blows of life.

The 4 Responses to the Blows of Life

The four ways of responding that are demonstrated by George Leonard are:

  1. Defensive/Aggressive – respond to the blow with anger and a direct attack. My friend tells me that I have arrived late, so I tell him that he was late yesterday.
  2. Victim – respond to the blow as a victim “Poor me, this always happens to me”. My friend tells me that I have arrived late, so I break down in tears.
  3. Denial – respond to the blow as if nothing happened. “I feel nothing, I will go on as I am.” My friend tells me that I have arrived late, so I ignore it and dive into my donut.
  4. Leader – respond to the blow by centering myself, really feeling how the blow affects me, accepting the blow, accepting my feelings and then acting once I have blended the energy of the external blow with my own. My friend tells me that I have arrived late, so I notice that I feel attacked, I notice a surge in emotion, I notice an urge to respond. I pause accepting this energy and I say “It is 12:15. Do you still have time?”

The Practice of Resilience

This is a matter of practice, not choice. If I practice centering myself for the little blows, I am preparing myself to make good choices when the bigger blows hit. How do you choose to practice?

By the way I screw this up 8 out of 10 times but one highly empowering view from a Buddhist philosophy is this: if only once in your day you pulled yourself back from a knee-jerk reaction and made a conscious intentional decision – it has been a good day.

Advertising

Don’t put yourself in a guilty state because you reacted poorly this morning. The fact that you are now aware of that poor reaction is a good step forward. Get ready for life’s next blow. They come guaranteed.

Featured photo credit: alixroth via flickr.com

More by this author

Conor Neill

Professor of Leadership, President Vistage Spain

The Most Important Thing You Can Do in the Next 10 days to Improve Your Speaking The 5 Styles of Being a Leader How to Start a Speech using a Personal Story 11 Differences Between Busy People And Productive People 19 Ways To Move People To Action Like Gandhi Did

Trending in Communication

1 The Secret to Effective Conflict Resolution: The IBR Approach 2 How to Master Effective Communication Skills at Work and Home 3 Building Relationships: 11 Rules for Self-Promotion 4 18 Ways to Have Effective Communication in the Workplace 5 How to Make Changes in Life To Be The Very Best Version of You

Read Next

Advertising
Advertising
Advertising

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.

Advertising

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.

Advertising

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.

Advertising

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.

Advertising

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.

Read Next