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Rating Criticism of Biden’s Afghanistan Withdrawal

Welcome to From Insults To Respect.

Some of my blog posts are designed to help readers improve their skill at providing negative criticism. In them, I present a system of rating the maturity of each incident (see HERE). I then describe an incident or two in which someone provides negative criticism, and then readers are asked to use the rating system to assign a rating. Immediately after doing so, I provide my rating, thereby providing an opportunity for readers to compare their rating with mine (for an example see HERE). Participating in this type of exercise is fun, and helps readers to think more deeply about when not to provide negative criticism, and how best to provide it when it makes sense to do so.

Today I offer readers another opportunity to practice this skill, this time utilizing two examples of different people criticizing President Biden’s military withdrawal from Afghanistan. Before getting to those examples, I shall describe how the rating system works so readers who have already read my earlier posts will have an opportunity to refresh their memories, and readers who have not will still be able to participate.

The Providing Negative Criticism Rating System

Below you will find preliminary descriptions of how people at five developmental levels of maturity provide negative criticism, that is, criticism that points out what we don’t like about someone’s actions, beliefs, or appearance. Level one is conceptualized as the most immature and uses observations of babies as its starting point. Each successive level is viewed according to this system as more mature.

It is perfectly permissible to disagree about whether or not one level is indeed more mature than another. Regardless of any disagreement, playing along with utilizing the system in these practice sessions still serves to clarify for readers what they personally view as mature and immature ways to deal with these types of incidents.

To utilize this rating system, readers compare an incident of negative criticism with each of the five levels, and then they decide which of the five levels best matches the incident being rated. Then they decide according to their own lights how mature the incident was handled:

  1. This level requires displaying one or more of the following:
  • Cries without stating what the crying is about
  • Physically attacks the person being criticized
  • Damages property

 

(Although these three descriptors may not appear to be incidents of providing criticism, in some situations we can see that it is the very beginning of the development of this skill.  Let’s say Jill takes baby Bob’s crayon away believing he is done with it. Bob begins to cry and takes a swipe at Jill.  She manages, by moving away, to avoid Bob’s swipe. Bob now looks even angrier and crumbles up a piece of paper and flings it on the floor.  An observer to this may conclude that Bob, in a sense, is criticizing Jill for taking the crayon.)     

   2.  This level requires displaying one or both of the following:

  • The criticizer does not explain what the offending behavior is, but instead expresses displeasure with general words of dislike, glares, insults, shouting, silence, or threats that do not involve bodily harm. (For example, someone might be making too much noise and the criticizer might turn to the noise maker and glare, or cry out, “Jerk!”)
  • Threatens bodily harm regardless of what else is said.


 

   3.  The criticizer clearly states the criticism with enough detail so the criticized person, if he or she wills, can improve the behavior, idea, or appearance, but couples it with glares, insults, shouts, or threats that are not about bodily harm.

 

 

 

 

 

 

  4.   The criticizer states the criticism without bodily attacks, damaging property, glares, insults, threats, or shouts, and with enough details so that the criticized person, if he or she wills, can improve the behavior, idea, or appearance. If the person receiving the criticism becomes defensive or angry, the criticizer empathizes without returning, glares, insults, threats, or shouts.

   5.  When the criticizer provides criticism, he or she does so in a manner very similar to a level four response, but beforehand, the criticizer considers the person who is the target of the criticism, and the situation that he or she is in.  As a result of such considerations, the criticizer may decide to alter the criticism.

 

Rating Two Incidents of Negative Criticism Directed at President Biden

On August 17, 2021 NPR published an article by Barbara Sprunt titled, “There’s A Bipartisan Backlash To How Biden Handled The Withdrawal From Afghanistan” (see HERE). There we find several quotes from people providing negative criticism of Biden. We’ll be looking at two of them.

The First Incident

In an August 16, 2021 tweet, given shortly after President Biden gave a speech explaining how the withdrawing of U.S. military forces from Afghanistan was going, Rep. Liz Cheney, who has on numerous occasions argued that we should remain in Afghanistan, wrote:

“Biden’s surrender strengthens our terrorist enemies, hands them a massive new caliphate [A government led by a chief Muslim ruler], abandons our allies & ensures a longer, costlier war for years to come.”

Now, if you will, compare Rep. Cheney’s style of criticizing Biden’s decision to withdraw U.S. military forces to each of the five levels of maturity to see if one of them best matches her style. After doing so, feel free to rate how she did on a scale of 1 to 5, the higher the number the more mature you think her criticism was. After you do this, compare your rating with mine.

My Rating of the First Incident

I can’t see if Rep. Cheney was crying when she tweeted her criticism, but according to this rating system it doesn’t really matter because she made it clear what her criticism was about. Since she did not physically attack Biden, nor is there any indication that she destroyed any property while she wrote the tweet, there is insufficient reason to say her criticism matches Level 1.

Level 2 begins, “The criticizer does not explain what the offending behavior is. Since Rep. Cheney is pretty clear what she objects to—Biden’s military withdrawal– I think her criticism is a poor match with level 2, so I’ll move on to see if her tweet better matches level 3.

Level 3 states in part, “The criticizer clearly states the criticism with enough detail so the criticized person, if he or she wills, can improve the behavior, idea, or appearance.” I think this part of level 3 matches Rep. Cheney’s criticism. That is, she makes it clear that she did not want him to remove the U.S. military forces. If President Biden, as commander in chief of the U.S. military, wanted to accept her advice, it was within his power to do so.

The second part of the level 3 descriptor indicates that to get a 3 rating we would have had to observe that her advice was coupled with glares, insults, shouts, or threats that are not about bodily harm. I’m not seeing anything in her criticism that matches any of these descriptors. Of course, in a tweet two of the descriptors of level 3–glaring and shouting–can’t be observed, but in this rating system if we don’t observe the behavior we don’t penalize the person by lowering someone’s rating.

Now, I understand that some people looking at level 3 and seeing the descriptor “insult” might think that simply because Rep. Cheney negatively criticized Biden this in itself is an insult. For the purpose of this rating system, that is not the case. She would have had to call Biden some insulting name or directed an insulting gesture at him for one of her acts to count as an attempt to insult him. Therefore, I’ve decided her criticism does not sufficiently match the level 3 description.

How about level 4? Are its descriptors a good match for this incident of negative criticism? I think so. The match is particularly helped by the absence of insults. As for the condition in level 4 that describes how to act if the criticized person becomes defensive, in this incident we are not provided with any evidence that Biden did become defensive, so the condition of defensiveness is irrelevant

What about level 5. To get that rating, I would have to see some evidence that Rep. Cheney prior to formulating it had considered the person who is the target of the criticism, and the situation that he or she is in. Perhaps she did, but in my opinion, if she had done so, she would not have criticized Biden at all. Here’s why.

Rep. Cheney well knew at the time she provided the criticism Biden had heard each of her arguments about keeping U.S. military forces in Afghanistan numerous times over the course of many years. Given what Biden was dealing with during the interval of time she criticized him, I personally think it was not the proper time to be repeating old arguments. The situation involved Biden having already decided that the U.S. forces are to be withdrawn, the U.S. had one airbase that could be used to get U.S. and allied personnel and equipment out of harm’s way, the base was surrounded by enemies with guns, and there was a terrible risk of suicide bombers killing people. The immediate focus should have been, in my opinion, on carrying out the mission as safely as possible. Rep. Cheney, in my opinion, would have acted in a more mature manner if she realized that there will be plenty of time after the mission is completed to argue over the wisdom of withdrawal. To wait until then would have been a better course of action. She, certainly has a right to express her opinion at any point in time, but I am going to withhold giving her the highest rating of a 5, because her criticism didn’t consider the current situation to my personal satisfaction. Thus, I think she deserves a rating of 4.

The Second Incident

House Minority Leader Kevin McCarthy, on August 16, 2021, which was squarely in the middle of the withdrawal process, called the events unfolding in Afghanistan “the worst foreign policy disaster in decades.” He went on from there to say:

President Biden’s poor judgment produced the worst possible outcome in Afghanistan in only a matter of weeks. He has done long-term damage to America’s credibility and our capabilities. The American people, and especially our troops who have sacrificed so much, deserve more than this catastrophic leadership and empty words.

Now, regardless of whether you agree or disagree with McCarthy, utilizing the rating system, what level best matches his criticism?

My Rating of the Second Incident

I think McCarthy’s criticism best matches level 2 of this rating system. It does so largely because it fails to provide any specifics about what Biden could do differently that would have been an improvement. The criticism is basically McCarthy expressing dislike of what Biden was doing coupled with vague insults (“poor judgment,” “catastrophic leadership”).

My personal rating of this type of criticism is a 1, the lowest possible rating, because McCarthy never acknowledges the actual role that Biden has in this withdrawal process. Biden had simply decided to back the position of the vast majority of Americans that after 20 years it was time to end the war. Once this was decided, it was up to the generals who were actually in Afghanistan, knew best what the situation was there, had the best U.S. training on how to withdraw from a war zone, had ample time to come up with a withdrawal plan, and had the responsibility to implement the plan.

If well before the withdrawal process got underway McCarthy had identified a plan that he had reason to believe would be distinctly better than anything the generals could come up with, that would have been the time for him to begin a process to promote his plan, This would involve advocating that Biden thoroughly review his proposal, and that Biden order his generals to review it. If this had happened and Biden refused, then McCarthy would have had a legitimate reason to criticize Biden, though not when the heated withdrawal process was actually underway. As I see it, McCarthy’s negative criticism, occurring in the midst of the withdrawal process, amounts to his taking unfair, unkind potshots at a political rival.

Negative criticism, it seems to me, should only be provided if it has some potential for helping the target of the criticism improve in some tangible way.

Conclusion

Well, there you have it, a little practice session utilizing the rating system. I hope it has helped to clarify for you how to formulate mature negative criticism, and when to remain silent. By improving these skills, I’m guessing it will improve the respect others have for you, and help you to avoid needlessly creating hard feelings.

Now, not all negative criticism is provided in order to help the target of the criticism improve in some way. For example, sometimes it is done as part of a game called playful teasing. In the arena of politics, from which today’s two examples were selected, candidates might angrily launch criticism at a person because they know their potential voters are angry at that same person. By candidates demonstrating they are angry at the same person, they hope these voters will experience a shared connection with them and this will increase the likelihood of getting more votes come election time. This strategy is a major cause for the awful polarization and incivility in politics. Not all candidates are willing to campaign in this way, believing that our country would be better off if all of us learned to be civil with one another.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

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confiict management conflict resolution psychological interview school psychology

How’s School Going For You?

During an early part of my psychological services provider career, I was hired as a school psychologist in Rochester, New York. There, students were regularly referred to me because a teacher or parent had become concerned about how a student was doing at school.

When I met individually with these students, I first introduced myself, and then I’d say something like, “I was asked to meet with you to see if we can figure out how to make school better for you.” Then I’d spend a little time trying to see if we had some common interest, such as some music stars, baseball players, TV shows, etc. By connecting with students in this pleasant way, it lightened up our exchange. Next, I got down more directly to the business at hand, seeking to find out, from the student’s perspective, how school was going.

Early in my tenure in this job, this meant that I would just ask the question, “Say, by the way, how’s school going for you this year?” Typically, I would get just a very brief answer, such as, “OK,” or, “I hate school.” Naturally, I wanted to explore more deeply this issue, so I would clumsily begin to ask followup questions and too often I wouldn’t get much that was helpful. However, in time, I developed a psychological interview that really managed to be insightful in figuring out ways to improve a student’s school experience. So, today I thought I would share it with you, for I think it would be helpful, not only for other school psychologists, but for teachers and parents as well.

Psychological Interview

  1. How are things going for you this school year? (After each question, leave a few lines for you to write out the student’s answers.)

  2. Tell me how things are going for you this year by putting a circle around one of these numbers. If you circle the 1 it means you think things are going very bad for you. If you circle a 2, it means you think things are going bad, but not quite very bad. If you circle a 3, it means you think things are going well for you, and if you circle a 4, it means you think things are going great!

    Very bad   1    2   3   4   Great

  3. Thanks for doing that. Now, tell me, things you enjoy doing are…

  4. Do you have any problems this year that are getting in the way of doing your best at school?

  5. Tell me about your school work, what’s hard for you, and what’s easy?

  6. Your favorite subject is…

  7. Subjects you don’t like are…

  8. Your grades are…

  9. Tell me some things you are good at.

  10. Tell me some things you wish you were better at.

  11. Do you have friends at school?

  12. Name some of your friends.

  13. Now, when I ask you about friends, I’m not just talking about kids you like doing things with, though it’s great to have some of them to do things with. To me, a real friend is somebody who, if something good happens to you that person feels good for you, and if something goes bad for you, that person cares about what you are going through, and tries to help you out in some way. Any of the kids you mentioned as friends this kind of friend?

  14. Do you have friends where you live?

  15. Name some of your friends where you live.

  16. How have you been getting along with the other students at school?

  17. Rate yourself on the following: I like the way I get along with the other students at school.

    Agree    5   4   3   2   1    Disagree

  18. I like the way I get along with the teachers at school.

    Agree   5   4   3   2   1    Disagree

  19. I like myself.

    Agree    5   4   3   2   1    Disagree

  20. I like the way I get along with other people in my neighborhood.

    Agree    5   4   3   2   1    Disagree

  21. Tell me about you and your teachers.

  22. Tell me about how you get along with your teachers.

  23. Tell me about your all time favorite teacher, and why you liked her or him so much.

  24. Tell me about a teacher you had a hard time getting along with.

  25. Are there any grown-ups that really care about you, and think you’re special?

  26. Do you like school?

  27. Rate how much you like or dislike school by circling one of these numbers:

    I love school   5    4   3   2   1    I hate school

  28. What can we do to make school a better place for you?

  29. Do you feel you get enough help in school?

  30. Tell me about how much exercise you get.

    Discussion

Well, there you have it, an outline for a psychological interview that will help to draw out important information regarding a student’s school experience. Why might this be a useful thing to do? I found, when using this approach, that students very much appreciate an adult really taking the time to see how they are doing. Moreover, discussing the results of the interview with people I respect and the parents and the educators working with the student often led to some helpful ideas for improving the student’s school experience

To take one example, I once interviewed a student we will call Bobby. He indicated that this school year was going very bad for him by circling a 1 on that question. On further questioning, Bobby indicated he found school had him sitting way too much, he had no friends, and he enjoyed and thought he was good at playing chess.

Bobby had learned to play chess when he was younger. His older brother had taught him, and they had enjoyed playing against one another, but in recent years his brother preferred playing with some guys his own age. With no one to play with, Bobby would read some books on chess, and he also watched a lot of TV. On the questionnaire, it became clear that he got no exercise other than two times per week when he had his physical education class.

As I discussed this information with Bobby’s parents, they found it insightful, and decided to take some steps to improve Bobby’s life. They signed him up for an after school chess club suitable for Bobby’s age and he loved it. Moreover, several students in Bobby’s grade at his school also attended the after school program, and as they got to know one another, they began meeting before school to discuss common interests, ate lunch together in the school cafeteria, and on the weekend they got together to play chess and to do other fun stuff.

To address the issue of a lack of exercise and that Bobby felt uncomfortable sitting so long at school, he and his whole family began to take an hour walk after supper twice a week, and on the weekend they would take an even longer hike. This added walking each week made it much easier for Bobby to sit for long periods during school hours, and it no doubt is supportive of a healthier lifestyle.

After these changes had been implemented for a few months, I again had Bobby fill out several of the rating scales from the psychological interview to get a sense of how helpful the changes had been. He now indicated the school year was going much better than when I first interviewed him. On the question he had originally circled a 1 indicating things were going very bad for him, now he circled a 3, indicating things were going pretty good. Sitting for such long periods at school was now not as aversive, and he also indicated he had made some real friends. The changes on several of the rating scales that appear on the interview outline helped to confirm to the parents that real progress had been achieved. So, if you will, give the interview a try and let us know if you found it helpful.

My Best,
Jeff

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

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army child discipline confiict management conflict management conflict resolution fairness free social intelligence and emotional intelligence curriculum interpersonal conflicts military discipline psychological maturity relationships respect threats

Providing Criticism with Shouting, Insults and Threats: Is There a Place for It?

“Left turn!” hollers the drill sergeant to his new recruits.

Private Smith begins to turn right, but catches his mistake as he notices the other recruits turning in the correct manner.  He manages, although a bit clumsily, to end up turning left.

“Boy, don’t you know your left from your right?” the drill sergeant shouts in Private Smith’s face.

“Yes, Drill Sergeant.”

“I’m so glad to hear that, boy!” shouts the drill sergeant. “Now listen-up you stupid maggot! If I order you to turn left, you turn left! Do you got that, boy?!”

Yes, Drill Sergeant.”

“If I catch you turning right again when I order you to turn left I’m going to have you scrubbing the latrine with a toothbrush for a week. Do you got that, boy?!”

“Yes, Drill Sergeant!”

In the above scenario, we see an example of a sergeant providing criticism, and as he does so, he shouts, insults and threatens Private Smith. The army leadership believes that for this type of situation this style of providing negative criticism is helpful.

sergeant 2sergeant 1

How does the army’s views on providing negative criticism compare to mine?

Providing Negative Criticism: Comparing My Approach with that of the Army’s

Regular readers of this blog know that I have presented a post titled, “Providing Negative Criticism: Five Levels of Maturity.” If you check that post out, you will see that the sergeant’s style appears to most closely match the level 3 description, which is as follows:

3.  The criticizer clearly states the criticism with enough detail so the criticized person, if he or she wills, can improve the behavior, idea, or appearance, but couples it with glares, insults, shouts, or threats that are not about bodily harm.

Here’s an example of a style of providing negative criticism that matches level 3:

Lucy yelling

A level 4 style of providing criticism, that is, one level more mature than level 3, is described as:

4.   The criticizer states the criticism without bodily attacks, damaging property, glares, insults, threats, or shouts, and with enough details so that the criticized person, if he or she wills, can improve the behavior, idea, or appearance.  If the person receiving the criticism becomes defensive or angry, the criticizer empathizes without returning glares, insults, threats, or shouts.

Here’s an example of a level 4 style of providing negative criticism:

Luann, TJ and Brad

sergeant jokeYou are not likely to see anything that looks like a level 4 style of providing negative criticism coming out of a drill sergeant’s mouth during a training situation if he or she is speaking to a private.

And so, it looks like my level 5 model for providing negative criticism runs counter to the army’s view, at least in some situations. But before we conclude this, let’s first take a quick look at how a level 5 style is described:

5.  When the criticizer provides criticism, he or she does so in a manner very similar to a level four response, but beforehand, the criticizer considers the person who is the target of the criticism, and the situation that he or she is in.  As a result of such considerations, the criticizer may decide to alter the criticism.

As we can see, people who provide criticism in a manner consistent with level 5 are apt to do so in a manner that is very similar to the level 4 description. However, before they actually provide the criticism, they consider the person who is the target of the criticism, and the situation that he or she is in.

In this regard, I think it’s worthwhile to point out that as tough as sergeants may be on privates, they act very differently when speaking to someone who has a higher military rank, such as a lieutenant  or general.

beetle 5.gifThat is, sergeants first consider who they are speaking to before deciding on how they will provide negative criticism. This is one of the hallmarks of a person who tends to provide negative criticism in a manner that is consistent with level 5.

The Army’s Reasons for Supporting the Drill Sergeant’s Style of Providing Negative Criticism

The army’s leadership believes that those who hold a higher military rank are better qualified to make tough military decisions than those who hold a lower rank.  They based this belief on their process for selecting who is invited to get training for a higher rank, the quality of the training that is provided, and the fact that only those who successfully complete the training are promoted.  Those who do not perform well after they are promoted are demoted.

warIn a number of military situations, quick decisions are necessary to achieve military objectives while minimizing the number of casualties. If platoon leaders see enemy troops rapidly advancing, with their guns blasting and bombs going off, there simply is not a lot of time to discuss how to respond.  Those with the most training for dealing with this situation rapidly cry out orders and those with a lower rank rapidly obey.

Now, with all of the gun firing and bombs going off, military leaders are probably going to shout out their orders to be heard.  If some of the privates suddenly feel offended because their leader has yelled at them in a tone of voice that strikes them as unfair criticism, without proper training perhaps they might start yelling back, “How dare you talk that way to me!” Perhaps they might even physically attack the leader for the perceived insult.  Such actions would seriously delay the carrying out of orders and thereby risk the military objectives and the lives of the soldiers.

military yellingDuring battles, there are times when even the best trained personnel may become irritable.  Perhaps a captain might have lost a soldier she was very close to.  If the captain, in her irritable state, was to slip up and accidentally speak to someone who is at a lower rank with a tone of voice that seems a bit disrespectful, would valuable time be lost because of an argument over the perceived insult?  To avoid wasting time on these types of arguments, the army leaders have come to support training soldiers to respond immediately to orders even if it comes with criticism that might not be viewed as ideal in more typical situations.  I think their position is reasonable.

Applying a Drill Sergeant’s Style of Negative Criticism to Situations Beyond the Military

beetle 1Many people who have been in the army, having experienced basic training, come to believe that what worked well in the army should work just as well in all other situations.  And so they begin to provide negative criticism in a style that matches that of a drill sergeant.

parent yellingparent yelling2Some parents try this with their kids, and when the kids are young it often seems to work.  But too often the drill sergeant approach leads to a building up of bitter resentment. Some teenagers end up running away from home, while others essentially end their relationships with their parents as soon as they are old enough to live on their own.

I know someone who was given the job to coach a women’s college basketball team.  He had in the past, coached a boys college team and found the drill sergeant approach had worked, in his estimation, fairly well.  Occasionally a good player would quit the team, but he felt that this was just the cost of maintaining good discipline.  But when he tried the same technique with the women’s team, more than half quit.  In order to field any team at all, he had to go to the women who had quit and apologize.  In the end, he found that there were alternative ways to provide negative criticism in his new situation that worked much better for him.  The incident reminds me of a great scene in the movie, “A League of Their Own.”

league of our own In the army, if someone thinks about quitting, there are very serious consequences.   The army can put the quitter in prison for a time, give him or her a dishonorable discharge, etc.  Moreover, there are a number of positives for hanging in there even under the most trying of circumstances.  There is the honor that comes from helping your country, a military salary, VA benefits, etc.  When we raise children or coach a team, the consequences for quitting or staying in the relationship are very different.

And so, for those who think it makes a great deal of sense to use a drill sergeant’s approach for providing negative criticism in non-military situations, I urge caution.  People have strong desires to be liked and to escape from situations in which someone seeks to interfere with their freedom to make their own decisions.  A drill sergeant’s approach runs counter to these desires.  It is only in rare situations where rapid action is required, the available leadership is well trained, and other desires are so strong that shouting, insults and threats may make sense.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

 

 

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Fear, Cowardliness, and the Military

fearLast week my blog post asked, “Does Your Fearfulness Make You a Coward?”  While attempting to answer this question, I pointed out that viewing yourself as a coward when you experience fear consumes time and energy. Moreover, it is way too simplistic. Fear is actually a highly valuable emotion. It motivates us to take some wise precautions. And the fact that some people can fearlessly perform a task that would make you quake actually indicates, when properly considered, that diversity in what people fear is helpful for the survival of our species. When it comes to fear, we are wiser to seek to learn to skillfully utilize it, rather than to seek to insult ourselves.

Sec. John Kerry
Sec. John Kerry
Edward Snowden
Edward Snowden

Within three days of my writing that post on fear, NBC Nightly News presented a video of Secretary of State John Kerry calling Edward Snowden, the NSA document leaker, a coward. I found this rather ironic because John Kerry, as a younger man, demonstrated against the Vietnam War. Such demonstrators were repeatedly called cowards by those who supported our military’s war efforts. And so I guess that makes both John Kerry and Edward Snowden cowards, at least in the eyes of some people who choose to use this name calling strategy when they believe it suits them.

John Kerry Protesting Against the Vietnam War
John Kerry Protesting Against the Vietnam War

What’s up with this Name Calling?

generalWhen we call someone a coward, we are not making a scientifically objective distinction as we do when, for example, we call a snake a reptile rather than an insect. People use the word “coward” as a strategic move to actually increase fear in the hopes of achieving their personal desires. I know that this can seem counterintuitive at first, but with a little thought, this becomes simple to understand.

Many people are afraid to put themselves in a position in which others are publically calling them cowards. Thus, Sec. Kerry, by calling Mr. Snowden a coward on national television, sought to discourage others with access to secret government information from revealing what they know for fear that they, too, would be branded a coward. And those who called Sec. Kerry a coward when he was a younger man protesting against the Vietnam War sought to discourage others from doing likewise lest they, too, would be subjected to such name calling.

medel of honorWhen we think of the military we often think about how it honors certain individuals who act fearlessly in the face of danger. Typically this is done in a ceremony during which medals are handed out and an inspiring speech is presented. It stirs our hearts to participate in these events.

Although we may think that courage and bravery is the driving force of the military, far more often utilized are strategies designed to actually increase fear. It is worth taking a good hard look at these strategies because when people become more aware of this, their simplistic kneejerk reaction of construing any fearfulness that they personally experience as a sign of their cowardliness can be dispelled. A more realistic understanding of these experiences can then take its place, thus aiding people to make better informed choices as they seek to achieve their most treasured desires.

 

The Military’s Use of Fear

pearl-harbor-newspaperWhen Japan attacked Pearl Harbor, it was the fear that our country would be conquered by another country that led men to enlist in the various branches of the military in record numbers. But even when our country is not actually attacked, those who seek military intervention artfully manipulate fear to achieve their ends.

Domino TheoryThose of us who lived through the period during which the Vietnam War mounted, recall how our fear was heightened by repeated references to the “Domino Theory.” This theory claimed that if one country in a region came under the influence of communism, then the surrounding countries would follow in a domino effect. Thus, fear was aroused that if South Vietnam was to fall to the communists, other countries in the region would soon follow. And then these countries would enter into a vast policy of conquest. The Philippines, the Hawaiian Islands, and the whole of our coast west of the Sierra Passes would be swamped by the invaders in rapid succession. If we fail to act decisively in Vietnam, the rest of America would, in but a few short years, be enslaved by the conquerors, our women raped, and our children brainwashed.

A dismal forecast indeed! And yet, just plausible enough to rile up enough Americans to wage a terribly costly war.

vietnamIn the end, the U.S abandoned its effort to keep South Vietnam from falling to the communists. And yet none of the fearful projections about our own country being swamped by foreign invaders came to pass. Among the effects of the fear campaign were approximately 58,000 US combat deaths and a million Vietnam combat deaths. Several million others were seriously wounded and according to  Vietnam’s government, the U.S. herbicidal warfare program, Operation Ranch Hand, conducted during the Vietnam War, led to 400,000 people killed or maimed as a result of after effects, and 500,000 children born with birth defects. To this day, our own country continues to provide treatment to thousands of American veterans who were wounded in Vietnam battles or have been suffering from the effects of exposure to Agent Orange.

iraq warMore recently, as a result of the military’s leadership that drummed up fear of “weapons of mass destruction” in Iraq, we fought a war costing billions of dollars, the lives of 4,486 U.S. soldiers, and approximately 100,000 Iraqis. Many more are still suffering from serious injuries.

Once people begin to serve in the military, fear is a dominant driver of carrying out one’s duties. Military personnel quickly become aware that insubordination can lead to prison time and various forms of name calling, including being branded a coward. Fear is further heightened by knowledge of the possibility of being disgraced with a dishonorable discharge, or shot for desertion. If soldiers don’t carry out their duties under fire, this can increase the likelihood of the enemy either killing them along with their fellow service personnel or to being captured and subjected to possible torture. All of these fears are strategically heightened by the military so that these fears, when combined, will be greater than the competing fear that comes from the sounds of bombs going off, bullets flying overhead and knowing that severe injury or death may come at any moment.

military trainingNow, of course the military doesn’t just rely on fear to achieve its ends. It provides training, initially under relatively easy conditions, and then under more and more arduous ones, eventually requiring trainees to perform with live bullets flying overhead. This increases the military personnel’s confidence that they can indeed perform under highly stressful conditions. Stories are told of simple soldiers who achieved great acts of bravery. Military personnel are provided with leaders who have distinguished themselves as individuals of great intelligence and character. And there are rewards for carrying out one’s duties—a salary, cheers from one’s comrades, an honorable discharge, veteran’s benefits, etc. Nevertheless, the idea that there is no place for fear in the military is a bunch of hogwash.

Conclusion

rock bandBob, experiencing fear as he prepares to perform with his band in front of a large audience, initially observes his thoughts going off into a chain of insults. “I’m such a coward. Why can’t I be like a brave soldier, never experiencing any fear even in the face of bullets raining down from the enemy?”

But then it dawns on Bob that soldiers actually do experience fear. With this knowledge, he decides to let his thoughts continue for a few more minutes, but he simply nonjudgmentally observes them passing by without attaching any belief in them. Soon, they pass. He gets on with the work before him. He spends some time practicing his performance. He recalls some stories he heard about other performers who experienced fear before shows and yet managed to thrill their audiences. And, from time to time, he reminds himself that if it turns out that the life of a musician ends up not suiting him, there are other paths he can take to create a worthwhile life.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence. To begin at the very first post you can click HERE.

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IS IT WISE TO BE ASSERTIVE?

assertiveness9When I first started to teach a graduate course at the University of Minnesota on conflict resolution, from time to time a student would ask me to compare what I was teaching to assertiveness training.

assertiveness5 “From what I know about assertiveness training,” I explained, “it teaches a very narrow skill that can be helpful at times, particularly for very shy people.  But it doesn’t adequately explain that for different situations alternatives to assertiveness may be the wiser course of action. The DIG Conflict Model that I am teaching provides students a toolbox with several tools that they can choose from.  Depending on the situation, one tool can be better than another to increase personal power and wisely resolve conflicts.

“For example, when I was twelve years old, I was playing some basketball in a Brooklyn playground during summer vacation.  After the first game, I was very thirsty and I thought about getting a drink at the fountain on the far end of the playground. But while I was playing, I had noticed a couple of bullies over by the fountain giving a hard time to kids smaller than they were.  The bullies were clearly bigger than I was.

assertiveness12“Assertiveness trainers, it seems to me, would have me go over to the fountain. If the bullies got in my way, I should just stand up to them, asserting that I want to get a drink.

“Although that is certainly one option that I could have chosen, it risked having the cookies pounded out of me or they might just block my way from getting a drink pushing and shoving me away, I first considered other options.  Perhaps I could come up with an approach that would achieve my goal of getting a drink in a less risky manner (see post titled The ABCs OF Power:  The Letter B).  It quickly occurred to me that my apartment is just a block and a half away.  In those days I could run like the wind. So, in two minutes I was back home safely drinking all the water that I wanted.  I then filled up a 36-ounce bottle with water and took it with me to the playground so I ended up having plenty of water after the next few games.

basketball playground“The next day that I played at the playground, I noticed that the bullies were gone.  When I went to get a drink at the fountain, I asked some of the kids who were playing there what happened to the bullies.  A couple of them told me how they had gotten their big brothers to tell the bullies to cut their crap out. In terms of the DIG Conflict Model, they used the power of creating a coalition (see post titled “The ABCs of Power: The Letter C“) with their big brothers to achieve their goal and it worked.  For the rest of the summer we all got our drinks at the fountain without any more conflicts.  And so, here is an example in which I believe I teach some skills beyond assertiveness. A conflict was resolved in a satisfactory manner with less danger or hassle than assertiveness.

“Let’s look at another example of how the DIG Conflict Model’s approach differs from assertiveness training.  candy counterIf you are at a movie theater and you want to buy some candy, as long as you manage to go up to the candy counter and purchase what you want, you have pretty much fulfilled all the requirements of being assertive.  But when I was a teenager, I worked at a candy counter.  I found that some of my customers treated me in a way that was distinctly more pleasant than others who used a cold, impersonal style.  As I thought about this, I noticed that the pleasant customers, when it was their turn on line, took a brief moment to look me in the eye and give me a respectful nod of the head.  Rather than using a demanding voice that ordered me to get what they wanted, they said in a pleasant voice, ‘Can I have some…’ or ‘I would like some…’ After I got them what they wanted, they again looked me in the eye while thanking me.

assertiveness1“Both styles—the cold impersonal demanding style and the more pleasant respectful style—took the same amount of time and both approaches led to customers always getting the items that they wanted.  Nevertheless, the DIG Conflict Model advocates that when we choose an approach to achieve what we want, we consider the golden rule—‘Do unto others as you would have them do unto you.’  Since I preferred the more pleasant respectful style when I was serving others behind a candy counter, I began to use a similar approach whenever I went up to a candy counter as a customer.  I don’t think assertiveness training encourages people to think in this way.”

being-assertiveThe first few times that I responded to the question that asked me to compare what I was teaching to assertiveness training, the questioners seemed satisfied with my answer, and I then went on with the rest of my lesson.  But one day, a woman replied to my answer by voicing an objection.  “I have taken an assertiveness training class,” she said, “and your description of assertiveness training doesn’t match my experience at all.  For example, my instructor advocated being respectful while being assertive.”

assertiveness6Now, I could have asserted over and over again that I was right and she was wrong until she either stopped disagreeing with me or sat down and remained quiet, but I responded quite differently.  First, I summarized what I heard her say.  After she indicated that she was satisfied that I understood her position, I paused to think about it for a few moments.  I then replied, as follows:

“My views about assertiveness training are based, admittedly, on very little experience.  I have never actually taken an assertiveness class and learned about it from a couple of professors who both discussed the approach very briefly, maybe in five or ten minutes.  One of the professors, for an assignment, had the class read a chapter in a book about the topic and when we met for class afterwards, we discussed what we had read for a few minutes.  Therefore, I think it does makes sense that I learn some more about assertiveness so I can give a fairer reply to these types of questions.  Thanks for raising this concern.”

The questioner seemed satisfied with my reply, and afterwards, I did take the time to look more carefully at the assertiveness approach.  Here’s some of what I found out.

assertiveness2According to a Wikipedia article:

Assertiveness is the quality of being self-assured and confident without being aggressive…. Dorland’s Medical Dictionary defines assertiveness as: “a form of behavior characterized by a confident declaration or affirmation of a statement without need of proof; this affirms the person’s rights or point of view without either aggressively threatening the rights of another (assuming a position of dominance) or submissively permitting another to ignore or deny one’s rights or point of view”.[1]

Wikipedia’s section on assertiveness training states:

“The goals of assertiveness training include:[4]

  • increased awareness of personal rights
  • differentiation between non-assertiveness and assertiveness
  • differentiation between passive–aggressiveness and aggressiveness
  • learning both verbal and non-verbal assertiveness skills.

assertiveness3As a communication style and strategy, assertiveness is thus distinguished from both aggression and passivity. How people deal with personal boundaries, their own and those of other people, helps to distinguish between these three concepts. Passive communicators do not defend their own personal boundaries and thus allow aggressive people to abuse or manipulate them through fear. Passive communicators are also typically not likely to risk trying to influence anyone else. Aggressive people do not respect the personal boundaries of others and thus are liable to harm others while trying to influence them. A person communicates assertively by overcoming fear of speaking his or her mind or trying to influence others, but doing so in a way that respects the personal boundaries of others. Assertive people are also willing to defend themselves against aggressive people.”

assertiveness10This article also has a section titled “Communication.”  Among the descriptions that are provided is, “Assertive communication involves respect for the boundaries of oneself and others. It also presumes an interest in the fulfillment of needs and wants through cooperation.[5]

book jacketWhen I began to flip through a few of the many books on assertiveness, I found that there were numerous approaches offered under this umbrella.  Some like, Too Nice for Your Own Good: How to Stop Making 9 Self-Sabotaging Mistakes by Duke Robinson, seem to approach the topic from a no-nonsense position. Others, like The Guide to Compassionate Assertiveness: How to Express Your Needs and Deal with Conflict While Keeping a Kind Heart, by Sherrie Mansfield Vavrichek, appear to teach techniques that take into account a genuine concern for all involved parties.

assertiveness11And so, in the end, I came to realize that my original description that contrasted my approach with assertiveness was far too simplistic.  And when answering the question, Is it wise to be assertive? my answer is, “Often there are some helpful ideas that fall under that umbrella. It is hard to be clear about this because there are simply way too many approaches that are referred to as assertiveness training to give a more definitive answer.

On this blog you will learn many ways to resolve a conflict. None violate principles taught in assertiveness training. Beyond the skills typically taught under the assertiveness banner there are discussions of skills that don’t violate assertiveness ideas, but can powerfully achieve your goals.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on.  This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional intelligence.  To begin at the very first post you can click HERE.

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READING ABOUT EMOTIONAL MATURITY IS OFTEN NOT ENOUGH

charlie emotional immatureWhen you first learned to ride a bicycle, it probably helped that someone told you some basic ideas.  Perhaps your big brother explained to you that when you want to go forward on a bike, you must push down with your foot on the pedal that is highest.  When you do that you will see the other pedal start to rise up.  When the other pedal comes all the way up, you have to push that one down with your other foot.

This type of verbal description can be very helpful, but no amount of it will get anyone to be a smooth bicycle rider.  For that, people have to get up on the bike and try to coordinate all that they have heard, fall down, get back up on the bike, and try again and again, until they learn by doing.

Learning skills that lead to emotional maturity is similar in many ways.  To learn them, you have to apply what you have heard or read by doing it, make mistakes, and try again and again until you get smooth at coordinating the skills. In today’s post, I offer a suggestion for practicing the skills taught on this blog that won’t cost you a red cent.

A Suggestion for Skill Practice

calanderGo to your calendar and for each week over the next month, draw a circle on a day that you can spare five minutes.  Next to the circle, write “CONFLICT?”  This message is designed to remind you that on each of the circled dates you are to take five minutes to write down on a sheet of paper the most difficult conflict that you had or are currently having during the week.  refrig messageKeep this paper on your refrigerator door.  You will see it there each time you reach for some food.  This will help to remind you to check your calendar and to follow through with this plan.

When you write out your description of the conflict, use two sentences to describe the conflict from your perspective and two sentences from how you think the other party views or viewed the conflict.  Remember to use the DIG Conflict Model for doing this.

In addition to these weekly calendar reminders, also draw a double circle on your calendar on a day that falls close to a month after you start this plan.  Pick a day for the double circle day that you can spare a half hour to do the following:  Take down from your refrigerator your list of the different conflicts that you described each week.  Go to the first post of this blog and then begin to flip through the next 5 blog posts one by one by pressing the link below each post that takes you to the next post in the series.  You’ll find these next post links toward the bottom right of each post just before the comments section.  They appear as arrows pointing toward the right.  As you skim through each of these posts, think about how they might apply to any of your recent experiences and take note of some ideas that have begun to fade from your memory.

Anger managementRead over a few of the comics.  This will refresh your memory of some of the ideas that are connected to how the comic was used in the post.  It will also help you to keep your sense of humor as you wrestle with your conflict problems.

When you come upon posts that are specifically related to the various conflicts you described over the course of the month, thoroughly reread them.  If you have resolved any of the conflicts, write out the resolution and comment how well the resolution worked out.

As you do this, from time to time you will come up with some ideas about how you can better handle a similar conflict if it should come up in the future.  Write these ideas out.  Then, close your eyes and imagine you are carrying out these ideas.  Rehearse what you would say in your mind, how you would say it, and how you would reply depending on three or four possible reactions from the other party in the conflict.

rehearsing3Once you can smoothly carry out your imaginary rehearsal, do it three more times.  It helps to practice a little beyond just being smooth because this will help you to carry them out if the situation becomes emotionally charged.

After the first month of carrying out this plan, do it again each month over the course of a full year and you will find that you now can almost instantly describe conflicts using the DIG Conflict Model.  Moreover, you will have been practicing for a full year how to apply the conflict resolution skills taught on this blog to the types of conflicts you tend to face in your own life.

To help you to follow through with this skill enhancement strategy, let someone who is particularly reliable know about this plan.  Have that person ask you once a week if you have followed through with this plan.  During these reminders, spend a few minutes to discuss with this reliable person what you have been learning.

Such help should not go without a reward.  Let the person who is to be giving you the reminder know that if you manage to complete a whole year of this exercise, you will treat him or her to dinner at a fine restaurant. If you are too young to take someone out for dinner, then see if your parents will be your reminder.  Parents can often be persuaded to help their sons and daughters just out of pure love.

A fun way to supplement this strategy is to read the Cool Steve Trilogy, a coming of age series of three novels that take you on exciting adventures of a boy and his friends seeking to learn the secrets of becoming respected (see HERE). There you will find endearing characters that face many of the challenges that we all do. How they grapple with them will deepen your own understanding of how to handle similar challenges when you come face to face with them.

Jack's Picture cropedConflict resolution training programs have not advanced so far as to eliminate the need for problem solving every now and then.  Nor has there been an intervention created that will keep anger from rearing its mischievous head from time to time.  In order to prepare for such events, I encourage you to view lapses in your skills not as a sign of helplessness, but as a sign to get yourself as quickly and safely as you can to the region of challenge.  Once there, wisely use the relative period of peace and calm.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional and social intelligence. To begin at the very first post you can click HERE.

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CRITICIZING YOURSELF: FIVE LEVELS OF MATURITY

Earlier, I wrote a post titled “Providing Negative Criticism: Five Levels of Maturity.”  When I gave examples of people using the five levels, they typically involved someone providing criticism to someone else.  And yet, if you think about it, you probably criticize yourself at least as much as you criticize others.

Charlie13

So, it is time that we begin to take a good hard look to see if the five levels of maturity apply equally well when we think about providing negative criticism to ourselves? To do so, please take another look at the five levels that have now been rewritten so they can be used to rate the way you criticize yourself.. As you do, imagine a recent time that you criticized yourself and see which of the levels best matches your style of criticizing yourself.

PROVIDING NEGATIVE CRITICISM TO YOURSELF: FIVE LEVELS OF MATURITY

Below you will find preliminary descriptions of how people at five developmental levels of maturity provide negative criticism to themselves.  Level one is the most immature and uses observations of babies as its starting point.  Each successive level is more mature.     

   1.This level requires displaying one or more of the following:

  • Cries without stating what the crying is about.
  • Physically harms you,
  • Damages property.

    2.  This level requires displaying one or both of the following:

  • You do not explain what the offending behavior is, but instead express displeasure with glares, insults, shouting, silence, or threats that do not involve bodily harm. 
  • Threatens bodily harm regardless of what else is said.     

    3.  You clearly state the criticism with enough detail so you can improve the behavior, idea, or appearance, but couple it with glares, insults, shouts, or threats that are not about bodily harm.         

    4.  You state the criticism without bodily attacks, damaging property, glares, insults, threats, or shouts, and with enough details so that you can improve the behavior, idea, or appearance.  

   5.  When you provide criticism, you do so in a manner very similar to a level four response, but beforehand, you consider the situation that you are in.  As a result of such considerations, you may decide to alter the criticism.

APPLYING THE FIVE LEVELS TO SELF-CRITICISM

One of the last times I criticized myself, I was playing golf, and when I swung at the ball, I missed it.

Golf insult 2

I found myself crying out, “Man, that was stupid!” As I saw myself doing this, I quickly realized that such a response was not very helpful.  I moved away from any more insults and just took a moment to experience the frustration within me.  After about five seconds of this, I then realized that I was with other golfers, and they had just seen me calling myself stupid.  I looked each of them in their eyes and smiled. Then, I reviewed in my mind what a perfect swing in that situation is suppose to look like.  Finally, I stepped into position and took another swing.

How Did I Do?

Well, at least I didn’t break my club slamming it to the ground, as I had done a few times when I first began to learn the game. A couple of times when I did slam the clubs down, I broke the club and had to go buy a new one–thus, it was a costly mistake.  If I had acted that way–that is, by breaking my club–I would have acted at level 2. It has been years since the last time I slammed a club down, a clear sign that I matured in this domain.

The way I acted the last time was a little more mature than a level two.

You might have noticed as I was describing my recent incident of self-criticism that my criticism and my response to the criticism seems to have merged together, and it is not easy to tell at what point “providing criticism” and “responding to criticism” is actually taking place.  Therefore, it is a good idea, as we think about these issues to spend some time reviewing the lesson I presented earlier about responding to criticism (see HERE).

As I recall what happened the last time I was out on the golf course, I’m going to say that I initially responded at level 3, but then quickly recovered and then responded at level 5.

Another Example

Our next example of self-criticism is from the comic strip of Calvin and Hobbes by the brilliant Bill Watterson.  Calvin’s stuffed tiger, Hobbes, is criticizing Calvin’s remark about his summer vacation coming to an end.  We understand, of course, that what Hobbes says to Calvin is, in actuality, what Calvin is saying to himself.  After Hobbes criticizes Calvin’s remark (“Oh come on, you spent half the summer complaining how bored you were.”) Calvin responds.  Please study his response, and then see if you can rate what level of maturity it is at.           

Calvin intrapersonal
My answer: Hobbes has criticized Calvin for exaggerating about how awful life will be now that summer vacation is over since he often complained of being bored.  “I did?” he responds.  It seems to me that Calvin is really asking this of himself.  He then curls his pointer finger and puts it on his lip.  This is a classic pose indicating deep thought.  While he is doing this, he says to himself, “How strange.  I must have been delirious from having so much fun.”  In the next scene, we see Calvin imagining the type of fun he had had over the summer.  It depicts Calvin and Hobbes watching TV with the sound blasting, eating Sugar Bombs, with Calvin’s eyes in a delirious, hypnotized stare.

I’m leaning toward giving Calvin a level 4 rating because he is showing me that he is giving some real thought to the criticism, and I like his apparent sense of humor as he imagines in an almost burlesque type of way his wasting all of his time over the summer.

Now, I understand that some might look at this image of Calvin wasting his summer in front of a TV and think he is mocking his choice of summer activities, thus insulting himself.  When people use humor while responding to criticism, it can be taken as an insult, or as a good-natured way to smooth over some rough parts of the processing that goes along with criticism.  Only Calvin, in this scenario, would be able to say if he felt it as an insult, or as something comical.

Let’s Try Another One

Here’s a young teenager who provides self-criticism at a pretty obvious level 2.

basketball player 1Here, the young lady kinda tells herself what her criticism is about–She recalls missing an important basketball shot and she declares that she let her team down.  But she doesn’t say how she can begin to improve the situation.  Instead, she begins to insult herself.

What if she had handled the situation a little differently:

basketball player 2Notice I blackened out what level I think this self-criticism is at.  That’s because I would like you to decide if this is a more mature level or not.

There’s Some Controversy About this Example

Some of my students argue that the example in which the girl insults herself should be given a higher rating then the second example.  Here’s their reason. If you insult yourself, they claim, it will more likely prod you into doing something constructive than if you ignore it.  Therefore it should be viewed as at least as high a level as the example in which the girl decides to take some time to calm down before deciding what next steps she might take.

Here are two quick explanations for why insulting yourself deserves a lower rating than the taking some time to calm down approach.  First, just because someone takes some time out to calm down doesn’t mean they will forget what happened. It is possible that their efforts to take some time to calm down will lead to calming down sooner than throwing insults at themselves, and within that calmness a more reasoned approach may come about.

Second, theoretically those people who get into the habit of insulting themselves when they criticize themselves are at an increased risk of insulting someone else who criticizes them.  This is oftentimes not a good thing because when people are insulted it increases the likelihood they will do something that is harmful to the insulter.  It is, therefore, a good idea to practice not insulting yourself when you criticize yourself because that practice will make it easier to avoid criticizing others when they criticize you.

Well, there’s your lesson for today.  It was designed to begin the process of thinking about the most mature way to criticize yourself.  I will have a lot more to say about this in future posts.

For those of you who seek to become masters at dealing with name calling, insults and teasing, here’s an important exercise to do over the next week.  Put aside three five-minute periods to do the following:

Think about the last time you criticized yourself.  Recall what led to the criticism and how you felt.  Spend a full minute just observing the feelings that come up as you recall the incident.  Then write down what you said to yourself as you provided the criticism.  Finally, write down what you think would have been a maturer way to handle that situation.

Thanks for visiting this week, and I hope you come back  soon.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional and social intelligence. To begin at the very first post you can click HERE.

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THE ABCs OF POWER: THE LETTER F

power girlpower guitaristOn this blog, for the past few weeks we have been discussing personal power.  We have noted that the reason why people use insults is to try to achieve their desires.  This strategy often backfires.  Therefore, we have been learning plans to increase our skill to achieve our desires without launching insults.

One valuable way to come up with plans to achieve our desires is to become familiar with various sources of power.  And so, I have begun to build an alphabetical list of sources of power.  So far, it looks like this:

THE ABCs OF POWER

A=Advancing Skill (see The ABCs of Power: The letter “A”)

B=Breaking Down a Conflict into its Three Conditions:  Desire, Interference and Guilt (see The ABCs of Power: The Letter “B”)

C=Coalitions (see The ABCs of Power: The Letter “C”).

D=Discussions or Debates (see The ABCs of Power: The letter “D”)

E=Encouraging Caring (see The ABCs of Power: The Letter “E”)

Today we add to our list a source of power that begins with the letter “F.”

F is for Fairness

Fairness is a fascinating subject.  Consider the following Blondie comic.

Fairness1

Here we get the sense that Dagwood believes his boss’s request is unfair.

Capuchin_Costa_RicaHuman beings and capuchin monkeys have what some biologists believe is a fairness instinct.  In one intriguing study, primatologists Sarah F. Brosnan and Frans B.M. de Waal trained capuchin monkeys to perform a certain task for which they received cucumber slices.  The monkeys performed the task just fine until they were permitted to see others being rewarded with grapes, a higher-value payment.  Suddenly many of the cucumber-receivers stopped performing the task, sometimes even throwing those measly, unfair cucumber payments out the cage.  Behavioral economists call this “inequity aversion”—the tendency to turn down a perfectly good offer if others are getting a better deal.

In studies with human beings, a similar tendency has been observed.  People insist on fairness, even at the apparent cost of their immediate best interest.

Fairness2.gif

In this comic, Dilbert, the guy with glasses, begins to shout at his boss even though staying on the good side of your boss is a pretty obvious principle of advancement in the business world.  But Dilbert’s sense of fairness has been violated, and he ends up losing his temper.  The comic ends by implying to the reader that if the boss would learn to act fairly the workers would get more done.

There is no question that the cry of “NO FAIR!” ranks as one of the most common complaints.

Fairness3.gif

Fairness4.gif

Fairness5.gif

The good news is that this sense of fairness can be used to increase your power.

As a simple example, suppose that you want to play chess with your friend Alfred and you desire to always make the first move.  Alfred says he’ll only play if he gets to go first.  What can you do?  Well, you can say firmly, “You can go first for the first game, but the next game I get to go first.  After all, that’s only fair.”  Although you don’t get to go first on every occasion, with this resolution you at least get to go first half the time and you enhance your reputation as someone who is fair.

Another fairness strategy is to suggest flipping a coin to see who goes first.

Fairness6.gif

Although the flipping the coin strategy doesn’t work out too well for poor Hammie, it often can be very effective.

An even more powerful strategy to try when someone like Alfred tries to always go first is to say, “Alfred, I’m willing to let you pick between taking turns or flipping a coin to see who goes first.”  This gives Alfred a choice and helps to feed his need for power.

The following fairness strategies may be used when someone wants to do something that is incompatible with your desire:

  • People will do things for you if you give them something in return that they deem as a fair exchange and resist doing things that they deem as not a fair exchange.Fairness7.gif
  • People who always want to do something that is incompatible with your desire may be persuaded to do the incompatible act only half the time if you agree to use a game of chance, such as a flip of a coin, to decide if the incompatible act will or won’t occur.Fairness9.gif
  • Taking turns often strikes people as fair.
  • Splitting rewards or chores evenly is one way to settle a dispute. Fairnes11.gif
  • People may be persuaded not to do an incompatible act if both parties agree to an open discussion followed by a vote.  Consider the following comic.Fairnes12.gif

Here Luann and Quill are disagreeing over which of two names to call the album they are working on.  One simple way to decide would be to flip a coin, but let’s say they don’t want to decide the matter in that way.  Another approach they could use is to agree to come up with five different names that they like, and then get ten of their friends together to discuss which name they like best, and then they could all vote for their favorite one.

  • By pointing to a precedent, people may be persuaded to resolve the conflict in a similar manner.Fairnes13.gif

In the above cartoon, Charlie Brown’s use of this strategy doesn’t go too well.  A more successful use of this strategy is illustrated with the following example.   To decide who will go first in a chess game, you first seek out a precedent by finding out how neighborhood chess tournaments decide which players get to go first.  You discover that this is decided by one of the players hiding behind her back a pawn and then the other player attempting to guess which hand it’s in.  If the opponent guesses right, she gets to go first.  You then explain to your chess partner that because this is done at the tournament, you think it’s a fair way for you and your opponent to decide.  This strikes your opponent as a fair and fun way to decide.

  • judge1By pointing to a court decision that is similar to your own conflict, people may be persuaded to resolve the conflict in a similar manner.
  • Letting an unbiased person choose.  There are several variations of this procedure.  The parties can agree to submit a particular question to someone they agree is an expert for advice or a decision.  They can ask a mediator to help reach a decision.  Or they can submit the matter to an arbitrator for an authoritative and binding decision.Fairnes14.gif

In this Blondie example, the kids have a desire to play a new game using the equipment they have.  They could have argued for hours over the rules and never actually played.  By getting the neutral Dagwood Bumstead to quickly decide on a set of rules, they can more quickly get to playing.

These fairness procedures will not always produce an ideal outcome for you.Fairnes15.gif

You may always want to go first.  You may always want to choose something that is much better than what the other party will be left with.  Sometimes there is a difference in opinion about what is fair.

Fairnes16.gif

Nevertheless, a reputation for fair dealing can have long term payoffs.   And if the other party ends up concluding you are an untrustworthy lout, the cost to you may not be limited to just the deal you have managed today to work out.  Keep in mind that sometimes to lose is to win.

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Some people will enjoy reading this blog by beginning with the first post and then moving forward to the next more recent one; then to the next one; and so on. This permits readers to catch up on some ideas that were presented earlier and to move through all of the ideas in a systematic fashion to develop their emotional and social intelligence. To begin at the very first post you can click HERE.