The power of recognition to change toxic silence

Is this barren land the territory of your relationship?







"My husband and I can barely have a discussion about anything without us getting thoroughly annoyed with each other (subject matter can be anything from the most mundane to the most sophisticated) because we are both hurting and feeling unloved and unfufilled by the other....so there’s not much of an effort to really engage.

Neither of us is excited by the other person’s ideas or feelings anymore, it is really all logistics.

The bad communication, constant traveling, blame blame blame and hurt hurt hurt followed by loneliness loneliness loneliness all happened first and then you add that passive aggression that blocks any initiative to communicate and we end up living like two zombies together...."

The interesting point is that both feel unloved by the other....Reading some of Chloe Madanes' work, she mentions six human needs, of which love and connection is one very important and the other is recognition.

What if, (assuming that you have a bit of energy to apply to your relationship), you decide that you are fulfilling some of these needs in your partner? To break the cycle, perhaps to change the dynamics...whatever the motivation, it will be the equivalent of a guerrilla attack on the other....At the moment when he or she is waiting exactly nothing, you provide some recognition? It's shocking!

It doesn't need to be anything elaborate, enough to say "It's good that you filled the gas tank in the car, so I can use it now...." and leave it there. Find something real to appreciate, there is no need to invent any fake characteristic because it will received as a cruel irony.

Basically, see with other eyes: find some positive aspect, and mention it with no sarcasm or irony.
And wait. See the changes....there must be some softening of positions, or less anger in the air, or suddenly the silence becomes communication again.

We all have those needs...it's important to offer positive reinforcement of the truly good qualities of the other. Don't evaluate if the other deserves or not some praise, just do it. And see the dynamics change for good.

Are you enabling a passive-aggressive person?

INVITED GUEST WRITER: DR. RHOBERTA SHALER

It takes two for there to be passive-aggression. That means that, if you are not the passive-aggressive one, you may well be the enabler.

What does it mean to be an enabler? That’s simple. You allow the person to continue to behave in ways that are relationship- and/or team-destroying. You do not confront the behavior or indicate that there are consequences to it continuing if they want to have a relationship with you or continue to be employed. You simply make it possible for the behavior to continue, no matter how much you complain, moan or whine to others, augmenting the drama. You enable them to be passive-aggressive. It is a dance for two. When you stop enabling, they cease to have a partner in crime!

“Oh, that sounds so straight forward. But, what if I work with them? I’m not choosing to be with them all day. I didn’t hire them.”

That’s true. You may not have chosen them to spend your day with, but, you’re there, earning your living together. So, you can create some clarity about how you work best, and/or want to be treated. You do have some input into the relationship every day.

Here are a couple of scenarios that you might find familiar:

You have an important conversation and, from it, create a set of agreements with a colleague. She swears blind that the neither the conversation, or particularly the agreements, ever took place.
You take the time to carefully go over a task you are assigning. You take particular care to be clear and specific about how the task is to be done. When you get it back, it looks nothing like what you so carefully requested. When you debrief with the person and challenge them on the specifics, they say, “You never told me to do it that way.”
Everyone at the team meeting is clear about the upcoming deadline and the tasks they have been assigned and agreed to complete in a timely manner. On the day of the deadline, a colleague calls in sick and has not finished her tasks.
These are three prime examples of passive-aggression in daily work life. Familiar?

What can you do? You do have options. They are not instantaneous fixes but rather incremental ones that require you have the strength and clarity to create and hold boundaries and systems. Here are some suggestions:

Take the time to send a colleague a confirming email with a summary of the conversation and the agreements steming from it. Ask them to respond immediately and affirm the details. Print it out. This creates a dated paper trail.
When a task has clear, specific directions, put them in an email. Again, ask the receiver to affirm receipt by return email. Print it out. Tedious? Yes. Clarifying? Yes. Imperative? Unfortunately, when dealing with passive-aggressive co-workers.
If a pattern of not coming to work on days work is due has been established, it must be brought out into the open using direct facts. In my opinion, twice is a pattern worth discussing. Also, if you have used emails to confirm deadlines, details, agreements, and timelines well, the facts of the current matter will be simple. This is unacceptable and definitely anti-team, uncollaborative behavior.
If you find it difficult to have confrontative conversations, you can acquire the skills to make it easier. Few people enjoy confrontation, however, it is not a four-letter word! Practice stating your preferences on small issues. Then, when it is imperative to confront a pattern, you’ll be more comfortable.



Rhoberta Shaler, PhD
Psychologist. Consultant. Mediator. Mentor.
www.Rhoberta.com