Management Blog by Cinnie Noble
One of the many attitudes to conflict that derails interpersonal conflicts (and most conflicts, really) is a need to be right. Having to “win”, to assert our perspective as the best one, and be “better than”, “smarter than” and so on, all seem to fall under this need. I’ve been thinking about why it is so important to some of us to be right such that conflicts focus on these polarized dimensions – right and wrong.
Considering this, I found myself asking a lot of questions. For instance, does the need to be right also mean there’s a need to humiliate the other person, or to make them feel foolish? Is it about an inflated ego or a deflated one? Is there a reason why we cannot understand that the other person is right as far as they are concerned? How come solutions and positions can only be right or wrong?
As you can tell, I have questions, but I don’t know the answers. It seems to me though we close off open mindedness, creativity and flexibility as core values when we have to be right and make the other person wrong. It also seems we lose dignity and kindness when we do so.
This week’s Conflict Mastery Quest(ions) blog invites you to consider a time you strongly asserted that you were right on an issue and would not back down as you answer the following:
In 2007, after twenty-three, war-torn years of litigation, I just knew that there had to be a better way of resolving conflict in people’s lives. Thus began my quest –...By Marty Klein
[[Page 116 STAT. 566]] Public Law 107-174 107th Congress An Act To require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws; to require that each...By Managing Editor