WINSTON CHURCHILL
MORE IDEAS FROM THE ARTICLE
Complaining about a difficult work situation will not make it go away. Try to understand the situation, and find a way to understand and accept your colleagues.
People’s characters are a reflection of their own mental limitations; when people try to hinder us, it is usually a sign their mind is obstructed by their own negativity.
Sometimes it can help us identify weaknesses we didn’t know we had.
Analyze it and take what is helpful from it. If you find it is meaningless bitterness, disregard it immediately.
Minimize conversations with them. Only speak when it is necessary for work, or when you have something constructive to share.
A negative person will always find a reason to express negativity.
Don’t let anger overcome you. Nothing constructive results from anger. Anger only obstructs judgement and mental clarity.
If you train yourself to remain calm in stressful situations, you will grow strong and resilient.
Tolerating hurtful treatment weakens your self-esteem and self-confidence.
Letting others insult you and not doing anything about it sends your subconscious mind a message that you deserve what is happening to you.
... if all else fails.
Sometimes people get very competitive and there is no way to resolve situations without the intervention of a higher authority.
RELATED IDEAS
That’s the minimum required for a mini-mediation.
Just focus on your sense. You don’t need to close your eyes. You don’t even need to be sitting down.
- We can try and validate the anger felt by an individual by making them know that their anger is maybe justified while putting firm but respectful boundaries on their aggression.
- We then need to be clear about what type of aggression we are willing to tolerate, setting boundaries on the unacceptable.
- We may have to put our foot down and be ready to leave the conversation or escalate the issue, without falling into the trap of guilt and emotion.
- If possible, we need to restart the conversation when things have cooled down, and diffuse the issue in a calm way.
Accept them exactly as they are.
Accept that they are unable to change, at least at this point in time. Unless you see real change — proof that this person is making an effort to listen and meet you halfway — you can assume that their behavior is what it has always been.