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Who Cares?

Sometimes, when in conflict, we may react with a resounding “Who cares?” as a way to dismiss the interaction and make it sound unimportant. Such a response might seem to be somewhat of a defence rather than a true proclamation of our perspective on the dynamic and its impact. The question “Who cares?” is reminiscent to me, too, of that oft-used expression from a number of years ago that went something like, “Tell someone who cares”.

It occurs to me that often we care more than we show it or want to, and possibly, the degree to which we are experiencing emotions about the interaction and its effect on us is really quite significant. Maybe, we don’t want to admit how much the conflict hurts or our fear of being hurt trumps admitting it.

When thinking about the times you have asked “Who cares?” in response to a conflict or situation, consider these questions to check out whether it matters, or if you or someone else cares.

  • What was happening in the conflict when you said “Who cares?”
  • To whom did you say that (to the other person, to a friend, other)?
  • What prompted you to ask “Who cares?” at that moment in time?
  • What may you actually care about with respect to the dispute that is niggling at some level of consciousness?
  • How is your response having an impact on the outcome (that you haven’t referred to yet)?
  • What do you care about regarding the other person?
  • Who else may care about the outcome of the dispute? Why is that?
  • What do you think the other person cares about regarding the conflict between you?
  • What might you both care about that you are not mentioning?
  • How are you not caring about yourself?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
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Getting Defensive

So often when we’re in conflict one or both (all) people involved find themselves becoming defensive. This reaction is demonstrated in various ways. We may react with sarcasm or blame; we may justify our own words, actions or attitude; we may dismiss the other person’s comments; we may walk away; or we may verbally attack her or him. These and other ways of reacting depend on the person, the situation or both. How we react also depends on our conflict competence, sensibilities, learned behaviours and other variables.

When we get defensive it is helpful to consider what we are defending at those times. Often it is because we perceive a value, need or aspect of our identity is being undermined or challenged. We feel hurt, offended, betrayed and other emotions. Also, at some level of consciousness, we are questioning the other person’s motives and attributing ill will to her or his intent. It is a time our ability to reflect and problem solve is compromised.

If you became defensive in a recent dispute and/or saw the other person doing so in the same or a different conflict, you will have a chance to deconstruct the defensiveness with the following questions of this week’s Conflict Mastery Quest(ions) blog.

  • What was the dispute about?
  • What did the other person say or do that resulted in you becoming defensive?
  • Which of your values were you defending? What else do you think you were defending?
  • What did you need from the other person that she or he was not providing?
  • What aspect(s) of your identity did you perceive were being challenged?
  • How did you react when you became defensive? What would a non-defensive response have been?
  • If you observed a defensive reaction in the other person in this same dispute or a different one, what was that conflict about? To what did the other person react defensively about what you said or did?
  • How do you describe what her or his defensiveness looked like?
  • What value(s), need(s) or aspect(s) of her or his identity did she or he perceive was being undermined? What else might she or he have been defending?
  • What might you have said or done differently so that the other person would not have reacted defensively?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
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Regrets from Conflict

After an interpersonal conflict is over – or, ostensibly over – it is not unusual to carry around ongoing regrets. We may regret what we said or didn’t say; we may regret giving in; we may regret prolonging the conflict; we may regret how we acted; we may regret the loss of the relationship or resulting changes in how we relate now.

It isn’t always the case, though it often happens, that regrets linger long after our other emotions about the conflict dissipate. They remain as a heavy weight that holds us down – making it difficult to move on.

If you are carrying some regrets about a conflict, the following questions will hopefully help you unpack them.

  • What was the conflict about?
  • What do you regret about what you said or did, or didn’t say or do in that conflict?
  • What specifically lingers on for you?
  • How has that (your answer to the previous question) had an impact on the relationship with the other person?
  • What 3 words describe the lasting impact on you?
  • What 3 words do you want to replace the above 3 words (your answer to the previous question)?
  • What don’t you regret about the conflict?
  • If you didn’t carry around the regrets anymore, how would that change the relationship?
  • What other changes would there be if you stop carrying around the regrets anymore?
  • What did you learn about yourself in the conflict that will help you manage future interpersonal conflicts more effectively?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
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Feeling or Being Understood in Conflict

In the middle of an interpersonal conflict some of us do not feel we are understood, and that may be the case. However, it may also be that we are being understood. That is, the other person may understand our perspective but we don’t actually believe she or he emotionally relates to our experience, viewpoint and needs. This may be why there is a conflict in the first place. Or, such a dynamic might perpetuate the tension and negatively impact the relationship and the outcome.

If you are not feeling understood, check out the questions from this week’s Conflict Mastery Quest(ions) blog and see if anything shifts in your reflections on this topic.

  • What is the conflict about?
  • What do you think the other person understands about your perspective?
  • What do you think the other person doesn’t understand about your perspective?
  • What do you think she or he understands about your feelings regarding the situation?
  • What do you think she or he doesn’t understand about your feelings regarding the situation?
  • What is most important to you that you want the other person to understand about you?
  • What difference will it make if she or he understands that (your answer to the previous question)?
  • What would the other person need to say or do for you to feel you are understood?
  • If you asked the other person to understand what is most important to you about the conflict between you, what would that sound like?
  • If you asked her or him to understand the impact on you, what words would you use?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
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Blowing Your Top

The idiom “to blow your top” has been defined in various ways, such as “to become enraged; lose one’s temper”. One other source says this about the expression:

“‘Blow your top’ is a colorful idiomatic expression that is used to indicate that an individual is extremely upset and is about to or has already lost his or her temper. The imagery connected with losing the temper focuses on the vision of the top of someone’s head actually coming off, due to the buildup of the internal pressure caused by the anger. Typically, the term is reserved for use when a particular event or subject inspires very deep negative feelings, making it more difficult to remain composed and logical in terms of how the situation is approached.

Unlike some other idioms that are used in present tense only, it is not unusual for “blow your top” to be also used about something that may happen in the very near future. For example, someone may attempt to calm someone down who is obviously about to lose his or her temper by encouraging them to step away before ‘you blow your top.’ In this use of the saying, the idea is to prevent what would likely be a very negative event from taking place by urging some temporary distance from the issue that is causing so much distress.”

This week’s blog explores the phrase “blowing your top” by inviting you to answer the reflective questions if you tend to “blow your top” or would use this idiom to describe someone you have observed in a conflict with you.

  • When you consider a situation in which it could be said you “blew your top”, what was happening to incite you?
  • How might you describe your reaction that might be seen as “blowing your top”?
  • What did that feel like to you (your answer to the previous question)?
  • How did the other person react to you?
  • How would she or he describe you when you “blew your top”?
  • When your top blew off, what did you lose? What stayed on?
  • When you have been on the receiving end of someone blowing their top, what resulted in that, from what you know or observed? How did you experience the other person “blowing her or his top”?
  • What blew off? What stayed on?
  • What makes the imagery in the expression “blow your top” especially relevant to what happened for you? What makes it especially relevant to what happened to the other person in the situation you experienced or observed?
  • What has occurred to you about the idiom “blow your top” that you hadn’t considered before you answered these questions?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
Posted in Conflict Coaching, Conflict Management Coaching, Metaphors | Leave a comment