Information How to behave in a conflict situation. How to behave in conflict? Fast Resolution Algorithm Disputes

The conflict is what may arise both in family and friendly relations and in the work environment. The behavior of people in determines the outcome of not only the quarrel itself, but also relations in general. That is why it is very important to be able to correctly resolve various disagreements or, even better, be able to get around them. So how to behave in conflict situations right? We find out!

What is conflict?

Types of disagreements and quarrels are diverse, but they all have one essence.

First of all, the conflict is a situation created to solve the contradiction of two people in the form of both parties necessary in order to achieve justice. It is extremely undesirable to avoid controversial situations, since in most cases misunderstandings occur due to the emergence of inactiveness, and this does not benefit any of the conflicting parties. Suternal suppression and disagreements are dangerous, because it may contribute to the adoption of rapid decisions.

• The first stage is the stage of the potential formation of contradictory values, interests, views, behavioral norms.
• The second stage - at this stage, the potential discord turns into real, or the participants in the conflict situation are aware of their faithful and false interests.
• The third stage is directly quarrel.
• The fourth stage is the removal or solution of conflicts.

What are the main causes of disagreement?

The solution of conflicts is based on the understanding of the causes of their occurrence. Often the causes of disputes are the lack of mutual understanding between people, as well as the presence of diametrically opposite interests and approaches to solving problems. Perhaps the reason for disagreement is revenge, envy, a feeling of resentment, or a low culture of communication. A quarrel can be based on such things as the usual incompatibility of characters or inability to find a common language. The reasons may be the behavior of "difficult" employees or simple troubles in the organization for example Avral.

What differences between people are able to generate conflict?

One of the leading causes of disagreements is the differences between the arguing. Despite the fact that people are born equal in rights and free in their dignity, most often in reality turn out to be more than unequal. Many factors are influenced by compatibility, for example, other than that of the opponent, understanding the meaning of work, differences in worldview, unidentification of interests, incompatibility of characters, is not a relation to work and responsibilities, as well as the different degree of preparedness for the performance and, most importantly available They are ways to resolve conflict situations.

Types of conflict

In most classifications, the collision is divided into constructive and destructive.

The characteristic feature is to affect the principle of the principle and the problems of the vital activity of the dispute participants. The resolution of this type of disagreement displays a quarrel participants to a new phase of personality development, while destructive disputes often have disappointing consequences. Destructive actions in conflict situations, such as glooms, gossip, or other negative phenomena, in most cases reduce the efficiency of the Group.

What are the types of conflict personalities?

First of all, it should be noted that there are several classifications of people involved in disputes. The type of your personality will help determine the test. The behavior in a conflict situation depends largely on this. Below is a list of possible lines of behavior.

Pedant. This type of personality is extremely accurate: it is punctual, jealous, picky, although executive. He tends to push away from himself.

As a rule, these people are choleric. They are inherent on constant turbulent activities, which is conducted in a wide variety of directions. For demonstrative type is vital. These people love to constantly be in sight and often have an overwhelmed self-esteem.

Conflict.This type of personality is trustingly conscious of conflict situations. In addition, he knows how to shift the problem of problems on others. Often unprincipled. And the conflict, in turn, is growing like a snowball and, bothering this type of person on his head, leaves unpleasant consequences.

Leech. This person does not have a nahamite, will not say nasty, will not insult. However, after communication, the mood deteriorates with it, and fatigue appears.

Bone or personality. People who do not know how to rebuild, or, in other words, not taking into account changes in circumstances and situations, as well as to take opinions and points of view of others. This type is able to show painful stem. They are ambitious and suspicious.

Tank.This type of personality is characteristic of such qualities as rudeness, pressure and unceremonia. Style of behavior: go across the end to the end. These people in most cases tend to despise all the subtleties of relationships, someone else's opinion and feelings.

Wool.At first glance, this type of personality gives the impression of a decent and stupid person. Often he is accepting and ready to make concessions. At the very beginning, communication does not occur. However, in the future, you will notice that this type of person does not fulfill the promises.

Prosecutor.A person belonging to this type of personality criticizes quite concrete people: neighbors, car owners, vendors and controllers. After he tells you who and how it should work, will lead the arguments and make conclusions, it will certainly be easier. This type of person is managing the desire to speak and be heard.

What will contribute to the cessation of disagreements?

Any types of conflict situations can be successfully settled if the following two circumstances are observed.

First factor: The participants of the quarrel understand the existing differences, and also recognize each other's right to their opinion.

The second factor: both parties agree to comply with certain rules of the game. This makes communication between them more efficient.

Possible styles of behavior when communicating with "harmful" people

Management is important in order not to exacerbate the quarrel.

One of the styles of behavior is to earn the love of the opponent and simply prevent the emergence of the conflict.

The second style of communication is the removal of voltage. Do you have openly provoke? Make a deep breath through the nose, type in light fresh air, imagine all the anger or irritation that is in you, and exhale it all. This technique will allow you to keep yourself in your hands and do not act "on emotions."

In order to make it easier to find a common language with people, collect anecdotes, funny pictures and stories. When communicating with the "harmful" person, they will help you.

Among other things, you can protest against rudeness openly.

If the "harmful" man still spoiled you the mood, then simply do not remember it. Either think about something good or about who is not considered to you. The choice is yours.

How to behave in conflict situations?

During a quarrel, each of the parties can choose one of the three possible strategies: 1) by all means available at the moment, to achieve victory; 2) get away from the scandal, not to come into opposition; 3) to negotiate in order to overcome disagreements in a peaceful way, or finding a compromise. So how to behave in conflict situations? What line behavior to choose?

Quarrel

If you get into a conflict situation, you just need to ignore the opponent and do not succumb to provocations. In this behavior strategy, one is alone: \u200b\u200bI absolutely do not care what decision will be accepted and what actions will follow. Naturally, you show neglect and your own interests.

Compulsion

There are such situations when it does not matter to get out of the conflict, but it is important to defend your views. Tactics "Forced" is to convince the opponent to agree with your point of view. This strategy is used when you think that your opinion is the most important and correct, and the opinion of others you absolutely indifferently. It makes people do the way you want, and fully fit your intentions.

Plugness

It is used when we have a high interest in the opinion of others and low to your own. You need to fully agree with the opinion of the opponent, while not expressing any of your desires and considerations. This tactic helps not to create conflict at all or quickly decide.

Compromise

The strategy is used when you have an average of interest in relation to the opinion of the opponent and there is a desire to solve the dispute or avoid it at all. The tactic is based on that you, and the opponent refuse to part of their desires in order to solve conflicts, seeking to find such a decision that will satisfy both.

This strategy is very effective, it is very useful, but its main minus is that you must refuse some part of your claims. As a result, the decision of the conflict situation does not bring satisfaction of all needs.

Cooperation

Immediately make a reservation that this is the most effective strategy of behavior. It is effective when you feel high interest in the opinion of the opponent, and to your interests. Strategy "Cooperation" is to fully satisfy the interests of both parties.

Possible obstacles to the completion of disagreements

In addition to the main question of how to behave in conflict situations, it is also important to know what can prevent quarrels to repay:

1. If the participants of the dispute see exclusively in their victory.
2. If there is an emotional aspects in the quarrel that impede concessions or compromises.
3. If the parties between the conflict have no compromise and negotiation skills.
4. If the parties use ineffective strategies when conducting a dispute.

What prevents the management of the conflict situation?

1. One or both sides wish to continue to quarrel.
2. Conflict participants believe that their interests are mutually exclusive, which is why they perceive the dispute as a struggle.
3. The emotional relations between the arguing are such that they cannot interact constructively.
4. If the sides perceive the essence of the quarrel in different ways. This may occur if the participants in the conflict situation, the initial discrepancy in values \u200b\u200bor they interpret it in different ways.
5. The fact that disagreements and dispute are only the top of the iceberg, and its permission does not matter much.

Quite often happens, we become involuntary hostages of a conflict situation. For example, a close or significant person for us is trying to call us on the arena of the conflict to touch for living, express the complaints or just to recoup for a bad mood. How to be? Answer the rudeness is stupid. Protractive, risks to sow in the shower destructive feeling of resentment. As and remember the partner, his guilt at the most inopportune moment is also not the best option.

In order not to bring an acute situation to a scandal with a beating of dishes, do not wind the already discharged nerves, we propose to use the following our advice. This conflict resolution algorithm will retain health and will help come to a profitable consensus.

10 rules in conflict that will help resolve dispute

1. Give a time to "release steam"

It is difficult to talk on an equal one who is extremely annoyed and even aggressive. In such a situation, it is better to give a partner to speak out, so that he splashed his "explosion" and calmed down a little. In the state of affects it is difficult to manage thoughts and emotions, try to simply wait for a storm, presenting an imaginary shield around yourself.

2. Ask the opponent to follow the logic of facts

Often a person who closes the conflict not only does not think about what he says, but appeals to his guess. Having heard his claims, ask a leading question about how badly the disconnect is justified? Is this a real fact or just an opinion taken from the head? Take into account only objective arguments.

3. Make an unexpected lunge to bring down the wave of aggression

If the endless thread of Brahi is difficult to stop, try to go from another move - make a partner an unexpected compliment, ask the Council or will start talking about something neutral that both binds you. The effect of surprise will help include in opponent awareness, will transfer from a negative wave to positive.

4. Try to focus on your feelings, and not estimates

Often we admit a mistake, trying to interpret the personality of the partner with the negative side, pointing to the misses. For example, "you are stupid" or "stop shouting, hysterical." Such comments only displeasure a quarrel. It will correctly indicate not to the disadvantages of the other, but on your own feelings: "This is upset by such a conversation manner", "I feel used."

5. Start looking for solving problems

Whatever strong emotions, do not allow them to distract you from the main thing - the search for the final decision. Find the apple of discord and offer the partner to search the outputs from the current situation together. No need to breed Balagan on the topic, who is right, and who is to blame. Concentrate efforts as a result, look for a solution that will arrange both sides.

6. Leave the partner the right to "save face"

If you are going with a combat sword and without the reverion of conscience, the most painful, not seemingly on provocations. The most stupid thing that can be done is to start aggression to respond to aggression, and even go to personal insults. Do not go to the level of monkeys, keep humanity in yourself. Do not hide the dignity of a partner neither by a rotten word or mindless act.

7. Use the "Mirror" tactics

To show the person that his claims were heard, and the words showed a proper portion of attention, try to completely cut the partner's speech. For example: "I understood you correctly? You want to make sure that ... "This paraphrase of claims from its own lips will clearly demonstrate that the opponent relate to respect, and the essence of the resentment is clear.

8. Do you feel guilty? Boldly admit it

Only a strong and psychologically mature person can recognize his guilt and immediately apologize to the opponent. Not only is such behavior, it is respectful, so also disarms the enemy, because there is no need to prove something anymore, you took the blame for yourself. It remains to admire your courage and still find a solution to the problem.

9. Try to silence first

It happens, it is hard to restrain yourself, we ourselves do not notice how to be involved in the emotional crossbow. But as soon as it is possible to realize that you were drawn into a conflict, stop and silence. Do not try to shut up the opponent, do not demand to silence it in response, start with yourself. Give a person to speak out, at the same time be the most polite, so that your view does not shout about the call or mockery.

10. Return to the conversation when the partner cools

No need to think that the winner is the one who said the last word. Victory is a skill in time to control their emotions, including awareness. Will your calm accepted the capitulation? Let it go. The main thing is not to give overclocking for a quarrel, not to feed the soil to the next portion of the Evil. You can find a solution later when the partner cools and will be able to argue logically.

So that neither occurred during the conflict, try not to destroy the relationship. Keep the distance, show your respect and do not hurt the weaknesses of the person, then come to the consensus it will be easier. Take care of relationships!

Due to different characters, temperaments and opinions, controversial and conflict situations often happen between people. The conflict may be between familiar people, relatives who loving each other or just colleagues. Psychologists note that conflicts are inherent in any person, there is nothing terrible. It is only important to know how to behave in a conflict situation to complete it painlessly and without loss.

The soil for the occurrence of conflicts is often small disagreements and the inability of people to solve such situations correctly. By virtue of emotionality, low awareness and wisdom Against the background of small discrepancies, people can inflate the conflict to large-scale sizes. There are also serious problems in which only a competent person can know how to get out of a conflict situation, while maintaining favorable relationships.

Before looking for ways and ways, how to behave during the conflict, to suppress it, it is worth familiar with the concept and reasons for its occurrence. In the literal translation, the word Conflictus is translated as facing where it can be concluded that the conflict is an acute way to solve confrontation of interests and opinions. There is always a conflict against the background of social interaction, which is inherent to all people.

Many specialists note that the conflict is always a speech impact on the part of several parties, which express their position, conviction, opinion. The object of the conflict is the subject of the dispute, the subjects are opponents, groups, organizations. The scale may be interpersonal or global, much in its solution depends on the conditions, tactics and strategies of the parties.

Opinion expert

Victor Brent

Psychologist and expert on self-development

Any conflict is a complex, dynamic process consisting of several phases. This is the formation of objective reasons, that is, the subject situation between opponents, the second phase is the development of the incident during the interaction, at the end of the conflict ends with an absolute or partial solution.

Causes of disagreements

It will be impossible to exit any opponent without consequences from the conflict, if not analyzing its causes and provoking factors. The nature of the conflict is actually the true purpose of participants in communication, then you mean the outcome of the collision. Psychologists note that the following circumstances may be predecessors:

• Objective reasons - they are usually associated with existing problems or disadvantages in a person.
• Subjective reasons are estimates from people actions, events, other people.

Conflict themselves can be destructive, that is, which actually affect the permit and favorable outcome, as well as constructive, which may provide for rational transformations of the circumstances. If we consider in more detail, the most frequent causes of conflicts - judgments and condemnation of other people, evaluating actions and people in general, etc.

How to behave in a conflict situation depending on its type?

On how to get out of conflict the winner, the psychologists argue first. Today it often uses 5 strategies for solving conflict, namely:

1. Evasion of dispute - If a person does not have time and effort to find out the controversial situation, you can postpone the process of finding out relationships, giving a chance to both parties to analyze the situation. Especially relevant such a technique in solving disputes with management at work, if a person does not see the decision, doubts its rightness if the interlocutor is persistent in proving his point of view, and it will agree with it to be a suitable solution.
2. Rivalry - Open upholding of its position is appropriate if its own is extremely important both opponents. In order not to lose in the dispute, it is important to behave correctly.
3. Cooperation - This is the longest process leading to the resolution of the conflict, if there is a desire to keep good relations with the opponent, the parties are equal, there is a time to resolve the dispute and mutual benefit in this.
4. Device - Give the opponent in the conflict. It is permissible if the dispute may otherwise take a more serious nature, the question is not fundamental for the one hand, the conflict has emerged with management.
5. Compromise - This situation provides an opportunity to prove its point of view, but under the condition of at least a partial adoption of the second party. This strategy is appropriate with the equality of the parties, as well as both parties to keep favorable relations.

After that, you can move to the second stage of the solution of the conflict. Psychologists advise adhere to several rules:

• to be open to the opponent, do not fold hands into the castle on the chest;
• try not to drill the interlocutor an evil and gaze;
• control intonation, facial expressions and a call manner;
• it is worthwhile to beware of sharp and premature estimates of the opinion of the opponent;
• it is important not to interrupt, but hear each other;
• when the opponent will express his point of view, it is important to show its attitude, and not an assessment of this;
• it is not necessary to show causing intellectual superiority;
• to reduce the degree of the dispute, you can take the conflict vector to the other side for a short time.

The allies of confident and wise man should be equilibrium and calm, psychologists even advise such a technique as a pause during a conversation to suppress emotional bursts. Arguments and clear wording of speech will simplify the process of mutual understanding between people.

How to get out of conflict at work?

As a rule, the desire to get out of the conflict without solving it is a tactic that is appropriate in the inequality of the parties, for example, at work with the leadership. In this regard, psychologists recommend adhere to simple rules, how to better suppress the conflict without consequences for both sides, namely:

• do not hurry to answer - before each spelled word, it is better to think well;
• you need to think not only about yourself, but also about the feelings of the opponent - this will reduce the degree of aggression;
• control over the speed of speech, intonation and volume - it is necessary to speak measurable, calm without unnecessary emotions;
• the passage is if during the conflict of conflict to take a timeout, it will help calm down both parties;
• refusal of risk - you should not go to the Waable weighty arguments, risking your position at work and relationship with the opponent;
• the result orientation - during the dispute it is worth remembering what goals are pursued by the parties, and not how much to offend and hurt the opponent.

Do you know how to avoid conflicts?

YesNot

Psychologists advise to pay attention to their emotional state, trying not to succumb to provoking "bait" and words that are aimed at eliminating a person from equilibrium. You should not answer a blow to a blow, it's better to simply lean the conflict so as not to exacerbate the position. After some time, passion will be fed, and the decision in itself will appear on the surface.

How to get out of conflict: memo

By summing up, experts offer a top list of the most simple ways to solve the conflict. The memo consists of only several points, namely:

• recognition of a conflict situation;
• agreement on negotiations with an eye or with an intermediary;
• determination of the subject of confrontation and points of contact;
• development of several optimal solutions to conflict without prejudice to both parties;
• written confirmation that the conflict will be voluntarily resolved in one way or another;
• implementation and implementation into reality mutual decisions.

Similar scenarios for solving conflicts are practiced in life not only against the background of household disputes, but also legally certified by the notary. Psychologists consider this method most appropriate between business partners, colleagues in work, leadership and subordinate, in interpersonal relationships.

Output

Everyone is so individual that can have his own and with no one similar opinion, point of view or views. In connection with a different warehouse of the mind, the type of character and temperament may arise disputes and conflicts. You can solve them competently without negative consequences, if you have skills and skills. Leading psychologists are divided into how to behave correctly in such situations.

First of all, you need to remember that we are all different and everyone has their own picture of the world of what is happening.. Many disputes are caused by disrespect for the picture of the world of another person.

Emotions

Emotions will only hurt and divide the flame. But how to control them?

You should learn them realize. Often the conflict arises due to the fact that the person is surprised and protests against the actions of another. His actions seem to be absolutely illogical and contradictory sensitory. Surprise or misunderstanding is expressed in a stormy emotional reaction.
The answer to emotions will provoke conflict development.

Imagine you are busy business. Your colleague all the time, not Creven, distracts you with questions. It seems to be granted that you need to respect and appreciate the time of other people. But he has another picture of the world - it is better to ask a question than to make it wrong, besides, so faster.
At such moments, conflicts flas out like fluff from spark. It is very easy to chase and say something like: "I'm busy! Do not bother me to work! "
Although it was possible to avoid conflict. It was enough to be restrained and concisely explained to the colleague, which is now important to focus and ask to ask questions later or all at once.

In cases where we turn out to be drawn into conflict against our will, for example, with loved ones, it is important to realize your emotions and not be involved in the emotional state of the partner.
In order to resolve the issue and maintaining nerve cells, it is best to keep quiet and confident in both cases. So both opponents will remain as part of a constructive dialogue.
In addition, a calm reaction to an excited opponent's attack can be surprising for him and soften. To communicate with customers, is one of the most suitable reaction options.

What if you still failed to avoid conflict?

1. Specify the picture of the world of your opponent. It happens that both participants have the same opinion on the same issue. And the dispute arises due to the fact that they look at the question at different angles, while they say as if the same thing.
   To clarify it is useful to ask questions:
   Specify, are you talking about + description of your vision?
   I understand correctly that + your understanding of the question?
   Help to figure out what exactly happened?
   Help me understand what prevents solving the problem?
2. In cases where the subject of the dispute is clear from the first words, tell the partner that you understand it. The desire to be understood is one of the causes of emotionality in conflict. To soften the opponent, use the following options.
   - I understand why you react so much ...
   - In your place, I would feel exactly the same ...
   - I agree, the situation is unpleasant ...
   Thereafter, ask to listen to your vision of the dispute subject. Offer to compare the picture of the world of your opponent with your understanding and sensations associated with the problem.
   After you clarified the vision of the question, offer to find a way out of the current situation.
   - How do you see the solution of this issue?
   - What we can do? How can we get out of the situation?
   - What can I do?
3. Show pluses in a situation.
   As a result of the dispute, one of its participants will have to abandon its opinion. But in everything there are two sides of the medal. To finally remove the controversial question, turn the angle of view of the interlocutor and show the pros.
4. Let me speak.
   In some situations, it is necessary to allow your opponent to release steam and listen to it. It is better to understand that it is better to spread very simple - if you tried to kill your interlocutor and, he responded acute or asked to hear, this is a signal to silence.
   Try not to close from the interlocutor, and really listen, and not wait with an ironic expression of the face when it finishes.
   After that, go back to the first or second item.
5. Refuse words and wording that provoke conflict and can hurt the interlocutor.
   For example, the words "You cheat me!" Carry accusation. For any accusations to your address, a normal person usually reacts to protection.
   The same thought will sound constructively in this version: "How can I know what you are telling the truth?" Or "I confuse that it does not coincide with what others say."
6. It happens that the subject of the conflict is completely not valuable for one of the parties. In this case, do not be afraid to give up. Someone may argue that then the interlocutor will think that it is possible to further enjoy your fasciance. In my experience is not the case.
7. "When you're angry, you're more attractive." Similar compliments You can use with close people in cases where it is appropriate. The compliment will be by the way if the interlocutor is configured to the dialogue, and not on the quarrel. It also plays the role of the importance of the problematic issue, established relations and other factors.
8. Postpone talk - This is a way to avoid emotional bursts. During the break, everyone will think about the situation and can happen that the reason will disappear, or someone admits to himself what really made a mistake in something.
   This method is appropriate to be used in situations when you are busy with other important tasks and the conversation can wait. Having understood with the affairs, go to a person and offer to discuss his question.
9. Allow the opportunity to save the dignity. Even if an explicit advantage on your side, no one has canceled sports respect for the enemy. Of course, there are exceptions, but these are rare cases.

It does not matter if it was possible to find a suitable solution or not, try to keep the relationship if they are worth it. Conflict with time will be forgotten, but the unpleasant emotions that both obtained as a result will remain in memory for a long time.
Pleasant interlocutors and productive conversations!

Conflicts are peculiar to any team. Someone they bring out of themselves, someone is inspired. Scenarios of behavior, tests, tips and recommendations, how to behave in a conflict situation - all this in the article.

From the article you will learn:

How to respond to a conflict situation in the team: we study at the examples

Employee sabotizes the disposal of the head

The department worker was seen in sabotage. At the same time, he sets up colleagues against the head. Before that there were no such situations. How to understand why he does it?

The causes of such behavior can be different. Often, employee drives personal offense. For example, it was not raised in office, they did not appreciate the results of the work, and he will take revenge on such behavior. But it happens so that the employee expresses non-indigration. For example, seeks to reach the leadership when I do not agree with the Company's policies. In this case, sabotage carries a structural component. After carefully listening to the employee, you can take action to improve the situation in the company.

We recommend talking to the sabota. Find out its motives. Try to negotiate with him to prevent a conflict situation. The frank conversation on the souls will allow the employee to "release steam" and begin to lead a constructive dialogue with the head. Optimally so that such a conversation is not in the office head, and in neutral territory. Talk to the rest of the team. Ask what they are unhappy and as they see ways to settling the situation.

Advise the manager to communicate regularly with subordinates. Conduct a survey to study the atmosphere in the team (sample below) or satisfaction with working conditions (sample below). Listen to each employee and correctly provide him feedback According to the results of labor. Conduct explanatory work on the policy of management and decisions taken in the company. This is the best way to prevent sabotage.

Colleagues are entrussed among themselves

Employees were very crowded. The immediate supervisor did not interfere. However, the situation has worsened. They pulled into a conflict of other department workers. As a result, two warring groups have developed, which constantly find out the relationship with each other. How to establish relationships in the department?

Conflict resolution methods:

Talk to each of the parties to the conflict separately. Try to convey to the warring employees that the quarrel creates a negative atmosphere in the team, which will affect the results of teamwork. Keep neutrality. Do not support one of the warring parties, do not appreciate the actions and words and do not teach.

Try to figure out the reasons spore And to understand why the parties behave like that, and not otherwise. Invite the parties to change roles, put ourselves to the place of the opponent. Finding out all the details, find possible ways to solve the conflict situation.

It may also be that the conflict is personally character. For example, it is due to the psychological incompatibility of employees or a collision of two informal leaders. In this case, help the parties to express claims to each other without emotional heat and transition to individuals. And develop a joint behavior strategy in a conflict situation.

How to protect against stress in a conflict situation

Learn to reduce the importance of what is happening.

Do not work where you are constantly experiencing psychological pressure, even if your financial situation is extremely difficult. Neglecting psychological health can lead to diseases. We have to be treated, and this will only aggravate your problems.

Choosing a job, every mentally evaluates its pros and cons. Do you think that pluses at work outweigh? Then make every effort so as not to react to stress unnecessarily emotionally.

Houses, in a relaxed atmosphere, practice in ... indifference.

There is such a psychological technique called "anchoring". Sit on the chair, relax. Remember those situations where you were something indifferent.

Indifference - the most suitable emotion for the situation. Indifference will give you control over your own body and thoughts. At the same time, it will not be very disharmoned with what is happening.

Imagine in those cases when you preserved indifference and not involved emotionally. You can consolidate your psychological state, for example, using a specific gesture. The gesture should be a natural and invisible sided observer. And at the same time, he must be "unique," otherwise the anchor will quickly "erase."

Train body relaxation and proper breathing.

During stress Muscles are involuntarily compressed. When you feel that a conflict situation arises, relax the body and follow the breath. Mentally go through your body from top to bottom, from the top of the fingertips on the legs. Relax as much as possible (and hold such a state). Watch the breath - it should be smooth and slow.

For example, you can breathe in 4 accounts - inhale 4 accounts, exhale 4 accounts. Between the breath and exhalation you can make additional pauses for 4 bills.

For example, you lailed to work. So what? It is usually not a reason for the scream, but different situations happen. You made a mistake. What time did she cost the company? Even if the amount is gigantic, the problem is not solved. We must think how to correct the situation. Often the screering of the manager during the conflict situation is disproported with your misdeed. Pay attention to this (your own, not a supervisor). When the head screams on the subordinate, he wants to suppress his will and the ability to think. And also - punish and enjoy the elevation of yourself and humiliation of another.

How to be if the problem was not worth the exhausted egg, but did the inadequate reaction caused an inadequate reaction? The resolution strategy of this conflict can be an attempt to forgive your chief. He can have the psychological problems that it will take place on subordinates. If possible, appreciate your misconduct in money (materials, time, etc.). This will help you at the following steps when you will be argued to respond.

Read more about the methods of studying and solving conflicts, read in the article " ".