Archive for self control

Assume the positive

My anger was rising. Every time he spoke, I grew more frustrated and irritated. I could feel my blood pressure rising, my face flushing, my lips tightening, and my shoulders hunching forward. I knew that I was furrowing my brow and that my voice was growing flatter and more menacing with each verbal exchange.

While I did not physically fear for my safety, I did feel threatened. I felt ambushed, cornered, and criticized. I was not happy. My greatest desire was to make the conversation end — quickly.

And, I was falling prey to a common problem in conflict resolution.

I was responding to my fight-or-flight response rather than responding logically and rationally to what was happening. I was withdrawing into my own perspective without objectively hearing the other person’s.

I was assuming that he had the intention to verbally attack me. When I heard his words through the filter of intentional attack, I could not find the focus and ability to remain objective. I became almost totally self-protective, and I went on an attack of my own.

Was his voice volume elevated? Yes.

Was he leaning forward? Yes.

Was his face flushed? Yes.

Did his tone sound like aggression to me? Yes.

Did his body language look like aggression to me? Yes.

Did he intend to be aggressive? I didn’t know.

Assuming a person’s intention is a pretty dangerous thing to do. In reality, we don’t know the other person’s intention unless they tell us. In most cases, we only know what we assume to be true about their intention based on our past experiences and our own emotional filters.

The leverage point for better self-control lies in recognizing that we have the power to choose our assumptions.

In the example above, I could have assumed that the other person was passionate about the topic rather than angry with me. With that one shift in perspective, I would have changed my focus from self-preservation to problem solving. I could have listened better and kept my responses more controlled.

By making the assumption of benign intent, I could have moved the conflict from escalation to resolution.

In this case, sadly, I did not make the switch. I chose a negative interpretation, and I escalated right along with my partner. The conversation did not end well.

Fortunately, we spoke again on a different day, and we had a more positive outcome. It ended well, but it took far too long to get there. My contribution to the excessive time investment started when I assumed that he meant to attack me verbally.

It turns out that he did not intend to attack me. He was merely frustrated over the situation, and I saw it as an attack.

The fight-or-flight response that causes our bodies to respond under the influence of adrenaline is a wonderful thing when we face a physical threat. And few of us face a physical threat in most conversations.

Choosing to assume that the other person has benign intent can help you to control your response so that you can be the one to move towards resolution by showing empathy and understanding rather than anger and judgement.

Assuming benign intent could prove to be wrong. The other person might actually mean to verbally attack you. If that is the case, you can escalate if necessary. Even in many situations where the other person intends an attack, you can deescalate the conflict by making the positive assumption and responding kindly.

The assumption of intended threat almost always leads you to respond in ways that escalate even minor misunderstandings. The assumption of benign intent can give you the time and self-control you need to respond in a way that resolves the conflict.

If you want to do everything that you can do to move a conflict conversation towards resolution, remember to assume the other person has benign intent.

(Check this post on Why Conflicts Escalate for further insights on this topic.)

The video pretty much says it all for this post. It quickly gives you four steps for applying the DISC model for success with others.

In a nutshell, the four steps are…

  1. Understand the DISC model
  2. Understand your style (where you fit in the model).
  3. Understand the other person’s style (where they fit in the model).
  4. Adjust your words, behaviors, and tone to best fit how they receive information.

The video is about 7 minutes long.

If you would like insights for how to apply these four steps better, you can check out my Connecting With People and DISC Model FAQ’s post series. For even deeper insights, check out my products. If you really want to master these four steps, take a look at The Ultimate Communicator Workshop.

Nearly everyone irritates me to some extent. Even the people close to me — my wife, my kids, my friends, and my professional colleagues — irritate me from time to time.

All of them have body gestures, word choices, and tones that get under my skin because I see them as rude, impatient, inconsiderate or pushy. Everyone, and I do mean everyone, frustrates me some of the time.

And I’m okay with that.

The reality is that I probably frustrate, irritate, and aggravate them to some extent as well. As I think about it, probably is the wrong word. Let me rephrase that last sentence.

I definitely frustrate, irritate, and aggravate the people close to me.

I can say that I irritate them with a certainty because I am a human being, and people are a package deal.

A few months ago, I was speaking with my friend and colleague JJ Brun, and he said that he had come to the conclusion that when he was in any kind of relationship with a person, he had to accept the frustrating and challenging parts of their behaviors if he was going to enjoy the positive parts.

JJ said he realized that the good and the bad in a person are inseparable because people are a package deal. The phrase is pure JJ. And it’s brilliant.

I’m okay with the fact that people close to me sometimes irritate me because I choose to focus on the good things that they bring to the relationship rather than on their annoying behaviors. I realize that they are a package deal — just like me. I want them to accept me with all of my frustrating, irritating and aggravating habits. So, I have to accept them as well.

The next time you find yourself focusing on a negative attribute that another person brings to your relationship with them, shift your focus and look instead at the good they bring.

Remember, people are a package deal.

 

Stuck in the pastToday, as I sat in an airport business lounge waiting for a flight, I overheard bits and pieces of another traveler’s conversation. I wasn’t trying to overhear. I just couldn’t help but overhear because his volume kept getting progressively louder.

From what I could tell, he was engaged in a bit of a conflict conversation.

I could also tell that he was making a common mistake that rarely, if ever, leads to conflict resolution and almost always leads to conflict escalation. Based on the bits and pieces of conversation that I overheard, I think the person on the other end of the phone call was making this mistake as well.

The symptoms of the mistake manifested as:

  • Justifying behaviors
  • Explaining why he was right
  • Showing the other person why he was wrong
  • Rehashing what had already happened
  • No focus on what to do the next time this situation occurred to make it turn out better

The root cause of the problem stems from focusing on the past rather than the future. I wrote about this challenge previously in my post about the 7 Deadly Sins of Conflict Resolution.

If you want to guarantee conflict escalation, keep revisiting the past — past statements, past actions, past reasons, past thinking, etc.

Talking about the past is like throwing out an anchor. It stops forward progress and keeps the conversation stuck in problem discussion rather than problem solving.

Problem discussion becomes negative and accusatory, if it goes on too long.

Problem solving is about finding ways to set and meet mutual expectations and how to interact with and behave towards each other so that conflicts do not recur.

If you want to productively resolve conflicts, move quickly to a future focus. Only stay in the past long enough to understand how the miscommunication or misunderstanding happened, and then look for ways you can interact with the other person in the future to stop the problem from happening again.

I tend to notice how people respond to certain words. I guess that’s something of an “occupational hazard” for me.

As I watch how people respond, I look for patterns. And I see a strong pattern developing around three words (and some variations) that almost certainly guarantee that a conflict will start or escalate if you use them carelessly.

So that you can beware of them slipping into your communications (especially in conflict situations), I’ll share the three common conflict escalation words:

No

While I’m not suggesting that you never use the word no, I am suggesting that you be sensitive to how and when you use it. I have noticed that some people tend to start many statements with this word. And, I have carefully observed the body language of people who receive the “no” statement. It is almost universally negative.

But

I have written on the dangers of this word previously. Today, I’ll share three other words that have essentially the same impact: however, except, and yet. My friend and colleague, JJ Brun, says that these words are “polite buts,” and I agree with him.

Always

My real point here is to beware of using words with an absolute or final connotation. Another word that fits in this category is never.

The next time you find yourself in a conflict or confrontation situation, beware of these words and their common variations. Remember to use them intentionally — to make a specific point — rather than out of habit because they are the first words that come to mind.