The following quiz will help you assess your emotional awareness. Answer the following questions with: almost never, occasionally, often, very often or almost always. There are no right or wrong answers, just an opportunity to familiarize yourself with your emotional reactions. CR Kit – Covers the causes of conflict, different conflict styles, and fair fighting guidelines to help you resolve disagreements in a positive way. (Conflict Resolution Network) Do you fear conflict or avoid them at all costs? If your perception of conflict stems from painful memories of early childhood or previous unhealthy relationships, you can expect all disagreements to end badly. You may view the conflict as demoralizing, degrading, or something to worry about. If you feel helpless or out of control in your first life experiences, the conflict can even be traumatic for you. Know when to let go. If you cannot accept, you agree not to accept. It takes two people for the argument to continue.
If a conflict leads nowhere, you can choose to withdraw and move on. Conflict exists in all relationships. By conflict, we mean in particular verbal disagreements and arguments. People sometimes disagree, and that`s not necessarily a bad thing – you have the right to have a different opinion than your partners. What`s important is that you communicate effectively and in a healthy way that allows you to better understand yourself and strengthen your relationship. Use a mediator. You may need someone else to help you resolve the disagreement. Asking another person to act as a mediator can help both of you get a different perspective on the disagreement. It`s important that this person is two-eye neutral (for example.B. if your friend arbitrates a conflict with your best friend, this may not be the best option).
Anyone can act as a mediator, including friends, counselors, supervisors or psychologists. Explain how you feel. When you talk to the person, tell them how you feel. Your feelings differ from your point of view or your point of view. Using « I feel ____ when you ____ » helps keep the conversation open without blaming the other person. Everyone is entitled to their feelings. You can try to explain how you feel based on their opinion, by .B. « I felt like you wouldn`t hear me » or « I felt like you were judging me. » Try not to blame them or make statements about their perception of the problem. It should be about how you felt. Give them the opportunity to tell you how they also felt. Being in touch with each other`s feelings can make both parties more empathetic to each other`s experience. Making friends with someone after a disagreement Think about the conflicting needs of a toddler and a parent.
The child`s need is to explore so that the cart leading to the road or the edge of the cliff meets this need. But the need of parents is to protect the safety of the child, a need that can only be satisfied by limiting the exploration of the toddler. Since these needs are in contradiction with each other, a conflict arises. In most workplace conflicts, people are not trying to cause problems. On the contrary, most conflicts often arise due to misunderstandings. Taking the time to listen and understand your colleagues can make it easier to resolve a disagreement. (Of course, there are cases when people are actively trying to provoke conflict. In these cases, HR may need to intervene sooner.) When people are in the middle of a conflict, the words they use rarely convey the problems that are at the heart of the problem. But by paying close attention to the other person`s non-verbal signals or « body language » such as facial expressions, posture, gestures, and tone of voice, you can better understand what the person is really saying.
This allows you to react in a way that builds trust and goes to the root of the problem. Emotional awareness – the awareness of your emotional experience from one moment to the next – and the ability to properly manage all your feelings is the basis of a communication process that can resolve conflicts. 2. Look beyond your own triggers. Many disagreements arise from the fact that someone is triggered by something that has been said. What is triggered is usually fear and awareness of one`s own limitations. Whatever happened in your past, you need to find a way to overcome your triggers and see that you`re in a new situation with someone who doesn`t mean you`re hurting. If the argument gets too heated, it may be best to interrupt the discussion. Tell them that you need some space to gather your thoughts and leave the room for a while.
Take a walk or a tour and let yourself be treated to what just happened. When you are both balanced again, you enter the conversation again. It can be easy to say things they didn`t want to say if you don`t allow yourself the space to refresh yourself. .