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Holiday Shopping List: Gift-Giving Made Easy for the Peace Lover in Your Life

shopping-565360_1920The holiday season is creeping into stores earlier, and earlier it would seem. By Thanksgiving, you almost feel like you are behind on your Christmas shopping. Well for this post we have compiled a list of our top gift choices for the peace in your life. Christmas shopping doesn’t have to be stressful, give a gift to bring peace and resolve conflict to your loved ones!

Holiday Shopping List

Books:

Minibük® Stop the Dreaded Drama: 55 Tips for Ending Destructive Conflict

Author: Pattie Porter

Peace Is Every Step: The Path of Mindfulness in Everyday Life

Author: Thich Nhat Hanh

Difficult Conversations: How to Discuss What Matters Most

Author: Douglas Stone, Bruce Patton, Sheila Heen, forward by Roger Fisher

Being Relational: The Seven Ways to Quality Interaction and Lasting Change

Author: Louise Senft and William Senft

Stories Mediators Tell

Author: Eric R. Galton and Lela P. Love

Games:

Conflict Resolution 6″ Thumball

Smart Sharks – Art of the Deal: Conflict Resolution Card Game

Wish Deck

Movies:

Endgame

Starring: William Hurt and Chiwetel Ejiofor

Freedom Writers

Starring: Hilary Swank and Patrick Dempsey

The Interrupters

Directed by Alex Kotlowitz and Steve James

Have a safe and happy holiday!

 

Abigail R. C. McManus M.S Negotiation and Conflict Management

Apprentice

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What sets you off? How to recognize your identity pinpoints that cause you to get defensive?

WhoAmIThe book Difficult Conversations: How to Discuss what Matters Most by Douglas Stone, Bruce Patton, and Shelia Heen is one of my favorites. I just re-read the chapter where the authors speak of identity, and they cite three identities that a person worries about in a tough conversation, “Am I competent? Am I a good person? Am I worthy of love?” Each question can provoke defensiveness that can instigate conflict.

These three points affect how you and I see ourselves as a people. I will admit if I am in a disagreement and I feel my intelligence, my feelings towards someone or something, or my choices and beliefs are in question, I feel a need to get defensive. I had an epiphany when I first started learning about conflict, and I realized most of the arguments I had with others escalated because of personal identity battles with which I was struggling.

My second-grade teacher called me stupid in front of my class and unfortunately, it was not a onetime occurrence. I spent most of my life believing I was stupid and using this experience as a crutch. I reflected on this experience, and I determined that I gave my second-grade teacher’s comment power by believing it and therefore, I did myself a disservice because I could have achieved a lot more. I began noticing that every time someone called something I said into question, I felt like they were inquiring my competency, and I would get defensive.

When you get defensive what happens?

  1. You stop listening. The moment you feel defensive you automatically jump into fight mode, thinking of your next comeback.
  2. You may say things you do not mean, make accusations, and draw conclusions about something that was not mentioned. I call this the groundhog effect. When Groundhogs feel trapped, they attack. Humans do the same thing in an argument when you feel stuck you get defensive, and you attack.
  3. You make a resolution more difficult. If you get defensive you stop listening, then the person you are disputing with does not feel heard or acknowledged. If you attack, say things you don’t mean, make accusations, or draw conclusions about the unsaid, you then have to work through the hurt feelings that arose between you and the other person.

Identity is something humans hold dear. Defensiveness occurs when we see ourselves a certain way, and it is called into question or criticized. There are some cases that call for defensiveness when people are outwardly mean and deliberately trying to hurt your feelings. I am not discussing these particular incidents; I am referring to our sensitive hot spots that provoke defensiveness when it is not necessary.

When someone critiques or questions something I say, I actively try to stop my conscience from thinking they are calling me incompetent. I also do the following things:

  1. Listen and hear out what the person is saying. In the past I would hear a critique and stop listening. Now I listen to the whole statement before I react.
  2. Recognize that what you hear i.e. tones, sarcasm, etc. may not be intentional, therefore you must also clarify. I have said to my fiancé on numerous occasions, “When you said [fill in the blank] did you mean it sarcastically?” Most of the time, what I am hearing is not what he intended, or he will admit frustration with something else and that is why he had a tone or was sarcastic.
  3. Acknowledge what provokes you to get defensive. You are the only person that can know your triggers and therefore, when pushed you are responsible for how those situations are handled.
  4. Learn to take constructive criticism. If you want to get better in life, you must be able to take criticism because that is the only way to get better. Recognize not everyone is out to get you and most want to see you succeed.

I challenge each person to look inward and find out what identity pinpoints provokes defensiveness; awareness is the first step towards constructive change.

Abigail Clark M.S Negotiation and Conflict Management

Apprentice

 

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Sharing the Blame Game- Take Ownership Now

blamegameIn my first semester at University of Baltimore we were assigned a book to read called Difficult Conversations: How to Discuss What Matters Most by Douglas Stone, Bruce Patton, and Sheila Heen. The book provides a step-by-step approach to working through difficult conversations. The entire book was fantastic, but one particular section was eye opening for me. The chapter discusses how people need to stop blaming others and instead assess how they have contributed to the conflict. Stone, Patton, and Heen urge readers to ask themselves, “how did I contribute to this problem?” At this time in my life I was involved in a conflict with a friend and I was not taking any responsibility for my actions. It was a huge breakthrough for me because I realized how often we blame others for the conflicts we face; we abandon ownership of our problems, but why? Perhaps because it is easier to throw up our hands and say, “I didn’t do anything wrong”, but this does not resolve conflicts, if anything it prolongs them.

In any conflict you face, whether with a significant other, boss, or friend begin by taking a step back and asking yourself “How did I contribute to this problem?” Dr. Patty Ann Tublin a contributor to Entrepreneurial Woman explains, “Conflict in our relationships cannot be created in a vacuum. At least two people are responsible for it when it enters our lives. Regardless of whether you started the conflict or you are allowing it to perpetuate, you have some personal responsibility for its presence in your relationship.” Maybe your husband forgot to stop and pick up the items you requested for dinner at the store, he gets home and this starts a fight because now you have nothing to make for dinner. Ask yourself what you could have done differently? Maybe you could have sent a reminder to him so he wouldn’t forget. Even small squabbles such as this can build resentment, if both parties do not take ownership.

Why do people avoid taking responsibility?

In an excerpt from Kenneth Cloke and Joan Goldsmith’s book, The Art of Waking People Up: Cultivating Awareness and Authenticity at Work found on Mediate.com they explain that, “everyone in conflict tells a story in which they are right and the other person is wrong.” Cloke and Goldsmith suggests that, “These accusatory, self-serving stories are designed to disguise and divert attention from the role they play in keeping the conflict going, and reinforce their defenses, justifications, countermeasures, and irreconcilable positions.” Stone, Patton and Sheen point out “The urge to blame is based, quite literally, on a misunderstanding of what has given rise to the issues between you and the other person, and on the fear of being blamed.” People are not fond of admitting to their shortcomings. But the fact of the matter is, we are all human and we all make mistakes. It is easier to point the finger at someone else when things go wrong. And it takes courage and strength to own up to your part in any given issue and in doing so, it assists you and the person your in conflict with move forward.

Why is taking ownership important?

Jeff Durham a contributor to Life Coach Expert points out, “ taking responsibility for our actions equals success. It also makes us feel good about ourselves and rids us of negative personality traits such as anger, fear, resentment, hostility and doubt.” It is essential to recognize your contribution to the conflict in order to move towards resolution. The other person in the conflict becomes more open to listening allowing both parties to see and understand why the conflict occurred, what improvements you need to make and how to prevent the problem from happening again. So, the next time you find yourself attacking or blaming others, stop, think and ask yourself “What did I do or say, however small, that contributed to the problem?” Refrain from justifications such as “I wouldn’t have done X, if they had not done Y.” And then, own it.

 

Abigail Clark

Graduate Student Intern

University of Baltimore

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