art work by John Ceprano
CINERGY (tm) - Peacebuilding... one person at a time

Go Jump in the Lake

When some of us are annoyed with other people and negativity begins to escalate, we may use various phrases in an attempt to get them to leave us alone. A few common water-related expressions are “go jump in the lake”, or do you remember the childhood taunt “take a long walk off a short pier”? The images such idioms conjure up are usually experienced as destructive, mean-spirited and hurtful. They frequently lead to increased conflict as people on the receiving end feel dismissed and as though what is important to them is of little interest to the other.

Before saying something that essentially directs the other person to “go away – and don’t come back” – it helps to step back from the dynamic unfolding and take stock. That is, as soon as we have the inclination to say something of this nature or with this implication, it is a good time to consider what is going on and what will help us gain distance from the dissension to prevent unnecessary conflict.

The following self-reflective questions will be helpful if you tend to use comments such as “go jump in the lake” to people who provoke you. To contextualize the questions and your answers, it helps to bring to mind a situation when you have made such statements, or you are on the brink of making a remark, with the same intent, in a current situation. Though these questions are framed in the present tense, feel free to apply the past tense, too.

  • What is happening between you and another person that is leading you to want to tell her or him to “go jump in the lake” (or make another such demand, the essence of which is to leave you alone)?
  • What emotions are driving your reaction?
  • If someone has expressed sentiments to you, such as “go jump in the lake”, how have you experienced that?
  • What do you expect to achieve in your situation if the other person does go away when you essentially make a comment telling her or him to do so?
  • How will that (your answer to the previous question) be a positive outcome for you? How will it be positive for the other person?
  • In what way or ways might it (what you achieve) be a negative outcome for you? What negative outcome might there be for the other person?
  • What do you think may be important to the other person that you are not hearing or wanting to hear? What might she or he not hear that is important to you?
  • What might the other person not know about you or your reasons for not wanting to discuss the situation, issues, your differences, etc.?
  • What do you want to have happen – that is not likely to – if the other person goes away?
  • What request might you ask of the other person, i.e. instead of “go jump in the lake” or other such phrase, that would better achieve what you want to have happen between you?
  • 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

People-Pleasers in Conflict

Some of us have a pattern known as people-pleasing. When it comes to conflict this may refer to a tendency to avoid expressing ideas, thoughts and feelings when they differ from another’s for fear of offending them. Afraid to say no, or to defend ourselves, or having a tendency to comply rather than assert a different idea or suggestion, are other examples of behaviours that reflect people-pleasing.

This way of being often means living our lives according to other’s values and beliefs and, as a consequence, acting in ways that are continually out of alignment with ourselves. Having low self-esteem and trouble envisioning ways to manage dissension that will serve us better are commonly prevalent. This makes engaging in conflict a huge challenge.

Not all people are fully aware of how our people-pleasing patterns adversely affect conflict engagement. Others of us are fully aware, but prefer to accommodate others or give in so as not to be part of a conflict. In any case, we may experience self-anger, feelings of inauthenticity and dishonesty about the conflict and its impact.

It’s not a straightforward and easy process to change people-pleasing patterns. However, the following questions may help to open up an internal conversation to be able to gain some sense of who you prefer to be if you tend to be a people-pleaser in some or all conflicts – and don’t want to be.

  • Consider a conflict in which you know you behaved as a people-pleaser. What was that situation?
  • In what ways did you interact as a people-pleaser?
  • How did being a people-pleaser help you? How did it not help you?
  • What need (or needs) remains unmet for you due to being a people-pleaser in that situation?
  • If you were good to yourself rather than the other person, what would you have said or done differently in that situation?
  • How would it feel if you said or did that (your answer to the previous question)?
  • What different outcome might have resulted if you said or did what would have pleased you rather than the other person?
  • If you are a people-pleaser and, for instance, have trouble disagreeing, expressing the impact of the conflict, asserting your views or saying no, what messages might that convey?
  • What messages do you prefer to convey (if you don’t like the ones you referred to in the previous question for you)? How are those messages more aligned with your values and beliefs?
  • What will it take to interact in ways that are more aligned with your values and beliefs?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
Posted in Conflict Coaching, Conflict Management Coaching | Leave a comment

Calling a Truce

As a starting point to the subject of this week’s blog, the Oxford Dictionary (online) defines the expression “calling a truce” as “an agreement between enemies or opponents to stop fighting or arguing for a certain time”. In the middle of an interpersonal dispute this phrase may be used when we sense the timing is right to put a stop to the negative dynamics between us, and we hope that the other person may accept it is time for her or him, too. At these times, we may seek to make amends, or acknowledge things seem irreconcilable. Or, maybe we “call a truce” because of feelings of helplessness, despair and being fed up – no longer seeing any benefit in continuing the dispute and just wanting to retreat from the interaction.

Whether we or the other person call a truce, one of the questions we might ask ourselves is “What will things be like now?” That is, if one or the other of us is not ready something is likely to remain unreconciled. We may wonder if we will pick up where we left off at some unknown point in time, or whether things will be buried somewhere to resurface in some other context with another person.

This set of questions is for you if you have called a truce with someone about a conflict and you are not settled in yourself about having done so.

  • What compelled you to call a truce when you did? What did you specifically say when you called a truce?
  • What was the dispute about?
  • What did you hope to achieve by calling a truce?
  • What part or parts of that was accomplished (your answer to the previous question)? What wasn’t accomplished that you hoped would be?
  • How did the other person respond to you calling a truce?
  • What specifically remains unresolved for you? What might remain unresolved for the other person?
  • If you frame your call for a truce as something you need from the other person to be able to move on, what would that sound like? What might the other person state as something she or he needs from you?
  • What conflict masterful actions might you take to manage your lingering unresolved feelings relating to the dispute?
  • Going forward, how might you prevent unnecessary conflict emerging again on this matter?
  • What have you learned about calling a truce – whether it is you or the other person who does so?
  • What else occurs to you as you consider these questions?
  • What insights do you have?
Posted in Conflict Coaching, Conflict Management Coaching, Metaphors, Peace | Leave a comment

Conflict Resolutions for 2016

If you make New Year’s resolutions, won’t you also consider the “conflict resolutions” below?

  1. This year, I will be kinder to others and to myself, too.
  2. This year, I will accept the inevitability of interpersonal conflicts and see them as a healthy sign that there is something to be learned about the other person and myself.
  3. This year, I will try harder to listen humbly and deeply.
  4. This year, I will let go of hurts with grace and with compassion for the other person and myself.
  5. This year, I will be grateful for the lessons learned from the conflicts I experience and continue to apply them.
  6. This year, I won’t judge.
  7. This year, I will be more careful with others’ feelings.
  8. This year, I will do a better job of acknowledging and accepting our individual and collective humanness.
  9. This year, I will cherish my relationships even more.
  10. This year, I will do my best to bring peace to the world in whatever ways I can.

Warmest regards to you and yours, and may your 2016 be peaceful and wonderful in every way.

 

Posted in Conflict Coaching, Conflict Management Coaching | 3 Comments

Say What You Mean

Picking up on the last Conflict Mastery Quest(ions) blog “Conveying Conflict Messages Passively”, tendencies to communicate indirectly when it comes to difficult messages are not always heard with the meaning intended. This conflict-causing situation can set up a bit of a game that leaves the receiver guessing and assuming, and the speaker frustrated with themselves.

If you do not always say what you mean, what are you preventing from happening?

Posted in Conflict Coaching, Conflict Management Coaching | Leave a comment