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I Didn’t Mean it That Way

It seems statements that go like, “I didn’t mean it that way” are ones we use when something we said or how we said it is misinterpreted by another person and offends her or him. Or, it may be a gesture that is misread. In either case, as a consequence of the other person’s reaction to us and the realization that our words or actions are perceived in a way that is not intended, we attempt to defend ourselves and explain what we meant. This is when we may utter phrases like, “I didn’t mean it that way”.

Sometimes we know we are conveying a challenging message. We want it to be received as a constructive sentiment or observation and yet, we are aware – no matter how hard we try to come across in a well-meaning way – our intent may be perceived as undermining and hurtful. The thing is too, due to discomforts about giving feedback, pointing out a problem, or initiating other such conversations, not all of us always communicate as well and tactfully as we would like. We may sound blameful or demeaning due to nervousness and lack of skill.

On the receiving end, anything that smacks of criticism for some of us can be difficult to take in, regardless of the speaker’s motive. Or, guilt, sensitivities about making mistakes, needing or wanting to have approval, and being defensive by nature or when it comes to specific situations or persons, are other possible explanations for defensive reactions. It is an overstatement to say that these and variations of what may occur in our communications are complex and have the potential for leading to unnecessary conflict.

This week’s ConflictMastery™ Quest(ions) blog explores this statement –“I didn’t mean it that way” – for those who say it and those who hear it said to you.

  • If you recall using the statement “I didn’t mean it that way” (or something to that effect), what were the circumstances, i.e. what did you say or do to which the other person reacted?
  • What did you intend that was misinterpreted?
  • How did the other person hear what you said from what you can tell or from what she or he said or did in response?
  • What do you think the other person did not understand about what you meant, if applicable?
  • What could you have said or done differently that may not have resulted in the same reaction in that circumstance?
  • When someone has said “I didn’t mean it that way” (or something to that effect) to you in a specific situation, to what specifically were you responding? What was your reaction at that time?
  • What was the impact of the person’s statement on you?
  • What did you perceive as her or his intent? What do you know about her or his intent for sure? What do you not know?
  • Thinking about it now, what may you have misinterpreted in what the person said?
  • What lessons are there to be learned from interactions of the nature raised in this week’s blog.

What other ConflictMastery™ Quest(ions) may you add here?

Posted in Conflict Coaching, Reactions | 2 Comments

Seeing Red

The colour red is a symbol for many different things, such as blood, a signal to stop, heat, and a warning. In the conflict context we sometimes use the expression seeing red to describe our reaction to something another person did or said that offends us. This phrase reportedly “derives from the sport of bull-fighting and the toreador’s use of a red cape to deceive the bull”. The explanation goes though that apparently “bulls can’t actually see in colour and are attracted by the waving of the cloth rather than the redness.” However, that doesn’t detract from the red cape theory as the origin of this metaphor.

Another derivation referred to in the same source states that “the phrase may be an adaptation of an earlier American expression – ‘to see things red’. That is unconnected to bull-fighting and alludes to a state of heightened emotion when the blood rises and we become angry.” This is more consistent with the current use as I hear it.

This week’s ConflictMastery™ Quest(ions) blog asks readers to explore a situation in which you could say you saw red in reaction to a conflict, by answering the following questions.

  • When you saw red in that particular situation, what happened?
  • How does the expression seeing red apply to you?
  • What were you feeling at the time?
  • What were you expecting to happen in that situation that did not occur as you had hoped?
  • How may that expectation (your answer to the above question) contribute to you seeing red?
  • What specifically is it about the colour red that describes your experience?
  • What do you especially like about the expression seeing red as it applies to your reaction in this conflict? What does not resonate?
  • If you were to choose another colour to describe what you were experiencing, what would that be? Why that colour?
  • Instead of seeing red or other colour in the moments when you react in a conflict, what may you put in your mind’s eye to see?
  • How does this exploration change things, if at all, about the particular situation you considered for this series of questions?

What other ConflictMastery™ Quest(ions) may you add here?

Posted in Conflict Coaching, Emotions in Conflict, Metaphors | Leave a comment

Judging Others

When a judge in a court makes a decision on legal issues in dispute she or he considers many things depending on the situation. It may be the relevant case law, statutes, written and oral evidence provided, witness statements, and other information. Decisions judges make are not always straightforward, and sometimes we may be shocked at their determinations on cases.

When we, who are not judges, make judgments about other people, we do so with far less data. That is, we often do so as a consequence of our reaction to something the person says or does that insults, offends, and hurts us. At these times, we also rely on a range of other sorts of information to make our judgments. This may include our histories and emotional experience with the other person and possibly others who provoke us in the same or similar ways. Our biases, our self-esteem and self-confidence, our motives, a tendency to blame or to feel victimized, gossip, and so on all figure in how we reach our opinions.

The thing about making opinions about others is they can easily lead to unnecessary conflict and internal discord. They taint our interactions with the person we are judging and ultimately, reflect poorly on us. This is not to say that all judgments are incorrect. It does suggest though that they may be based on assumptions and perceptions that are not always based in reality.

This week’s ConflictMastery™ Quest(ions) blog explores judgments you are making about another person that has resulted in lack of harmony between you and unrest within yourself.

  • What opinion do you have about someone with whom you have a conflict and is annoying you?
  • What is the basis for your opinion?
  • What do you know is certain about your opinion of the other person?
  • About what are you not absolutely certain with respect to your view about this person?
  • How does your opinion of this person impact your relationship with her or him?
  • What information or actions, if any, may disabuse you of your current opinion?
  • What opinion do you have of yourself in this relationship?
  • How does your judgment of this person serve you? Not serve you?
  • If you did not have this particular judgment about her or him, how do you imagine things would be different between you two?
  • How would you be different with or around this person if you did not have this opinion?

What other ConflictMastery™ Quest(ions) may you add here?

Posted in Attributions, Conflict Coaching, Criticizing | 1 Comment

Stonewalling in Conflict

Similar in some ways to the idiom ‘beating around the bush’ described in a previous ConflictMastery™ Quest(ions) blog, the expression stonewalling refers to the tendency to avoid responding to a question or to be evasive. For me though, stonewalling seems to conjure up a stronger image of obstruction and uncooperativeness.

There are different opinions on where the term originated and according to one source, the first known use of stonewall was in 1880. The phrase generally means unyielding or immovable – like an actual stone wall or the famous Confederate General Stonewall Jackson. Reportedly, the most common use of the word means “to intentionally delay using specific tactics. Those gifted at the art of stonewalling avoid answering questions, halt a conversation, and even cause the other person to forget the subject altogether”.

This week’s ConflictMastery™ Quest(ions) blog invites you to consider when you are stonewalling, or have stonewalled – or someone has stonewalled or is stonewalling you within a conflict. Or possibly, doing so is leading to conflict.

  • When you have stonewalled or are stonewalling someone, what have you done or are you doing that fits with the meaning of this expression?
  • In general, under what circumstances do you find yourself stonewalling someone?
  • How may you describe what the stones are made of that build the wall you experience?
  • Considering a specific situation in which you are stonewalling or have stonewalled the other person, what have you achieved or are you achieving by stonewalling her or him?
  • By stonewalling, what possible things, if any, are you missing from knowing or happening? As you think about this, how else does the image of a stone wall impact you and the conflict?
  • When someone stonewalls you, how do you experience that?
  • What do you think the other person’s intentions were or are in a specific situation when she or he has stonewalled or is stonewalling you?
  • What image does her or his stonewalling conjure up for you?
  • What opportunity do you feel you are missing out on due to the other person’s stonewalling? What may she or he be missing out on?
  • Going forward, what may you build instead of a stone wall to accomplish the outcome you want in a conflict?

What other ConflictMastery™ Quest(ions) may you add here?

Posted in Conflict Coaching, Metaphors, Reactions | Leave a comment

Getting Bent Out of Shape

I have often heard this idiom – getting bent out of shape – when people talk about their reactions or the other person’s when in conflict. Several sources say this expression means to take offense, to become angry, agitated, or upset. For me though, the expression has more of a physical element. That is, it conjures up some interesting images – like an acrobat or pretzel.

In my work as a conflict management coach I am always mindful of how clients appear at the times they share their conflict stories and bent out of shape is apropos for some whose bodies and faces show the distress they are experiencing. However, I also hear the various distortions hearts and brains make out of things that have an adverse impact on them – emotionally and intellectually.

Focusing on the physical dimension and as discussed in previous ConflictMastery™ Quest(ions) blogs (i.e. Experiencing Your Conflict), there are times we become visibly changed in the way we and our bodies look when in conflict. We may not realize how we appear to others and if they describe us we may be shocked. However, by reflecting on how we appear, even requesting others we trust to let us know how we show up, we are better able to increase our self-awareness in this regard. This, in turn, helps us to consider more intentionally how we interact and the impact on others who observe us.

If you think your anger, upset, etc. leads you to appear bent out of shape, this week’s ConflictMastery™ Quest(ions) blog will resonate.

  • How do you describe the way you look when you are bent out of shape?
  • What does that feel like?
  • How would someone observing you describe your shape?
  • What shape would you prefer to be at these times?
  • What would be different in your conflict interactions if you were shaped the way you prefer?
  • In a specific situation in which you are or were bent out of shape, what specifically happened that led to that?
  • What is one thing you could have done differently to help yourself not become bent out of shape?
  • How may the other person have responded differently to you had you done that (your answer to the previous question)?
  • What are the signs you notice in or about yourself when you begin to become bent out of shape?
  • What may help preclude you from bending out of shape at these times that you may consider in future situations?

What other ConflictMastery™ Quest(ions) may you add here?

Posted in Conflict Coaching, Metaphors, Reactions | Leave a comment