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Time To Talk Or Time To Walk? The Best Ways To Resolve Relationship Conflicts

Not only are relationship conflicts normal, they are inevitable. “A serious relationship or marriage is a union of two distinct people who grew up in different families and, hence, bring with them different cultures, belief systems, values, goals, habits, and behavioral patterns,” says Aiza Tabayoyong, a family and relationship expert from The Love Institute, a pioneering company equipping couples, parents, and individuals with skills on how to have fulfilling relationships with those dearest to them. “For those who are in a heterosexual relationship, gender alone carries biological and psychological differences.” 

Additionally, it takes a lifetime to know all there is about someone; Aiza even compares it to studying in school. “When you start dating someone, your knowledge and awareness about them is equivalent to what a child knows during the preschool years,” she explains. “Once you get married, it’s as if you are entering elementary school. On your 25th anniversary, you have just completed high school. I would say that you only become an expert on your partner — the equivalent of a doctorate degree — when you have spent 50 years together.” 

“This is because once you start living together and form a family, you will be facing new situations that you otherwise would not have encountered as single people,” she adds. “Parenthood alone comes with a whole gamut of experiences that will require both parties to adjust each other’s temperaments and values. And it is during these times of adjusting that conflicts occur.”

Common causes of relationship conflict
Even the most compatible of couples will encounter conflict because of the following reasons:

  1. Triggers and issues stemming from childhood. “For example, if a partner lacked attention as a child and they feel they are also lacking attention in your marriage, that can be a trigger,” Aiza enumerates.
  2. Differences in values. This encompasses a wide variety of subjects, including isues pertaining to money, sex, spirituality, goals, and family roles. “Who has more say in the relationship? How will the children be raised?” Aiza enumerates. “How much sway do in-laws or extended family members have in decision-making? If these are not discussed properly before the marriage, conflict will occur.”
      
  3. Lack of communication, validation, and affirmation. “We’ve become so used to doing things a certain way when we were single that when our partner acts the opposite way and neither wants to compromise, that also poses a conflict,” says Aiza. 

When to ignore, talk it out, or walk away
Just because relationship conflicts are normal and inevitable does not mean you should give up on the idea of having a harmonious marriage. Unresolved relationship conflict is very stressful, and this stress can negatively affect the physical and mental health of both partners as well as any children that they may have. However, not all issues need to turn into conflicts; in the same vein, you should also know which conflicts are more grave and require more drastic measures. Aiza shares some ways you can tell the difference and what you can do to resolve them:
 

  1. When to let your partner be
    “It is not worth the conflict if the issue is about something bigger involving your partner and not about you,” Aiza assures. “In such cases, just let them express their emotions and do your best to love and understand them.”

An example would be the expression “Shut up.” During one of your conversations, you might have said it in jest, i.e. “Oh, shut up, that’s not true,” but your partner reacted like they were disrespected and got triggered. In such cases, instead of lashing back with “You’re so sensitive, I didn’t mean anything bad about it,” just pause and give them time to cool their tempers. Then when they are ready, gently ask if they want to talk about why they reacted in such a manner, so that you know not to do it again next time. Whether they want to talk about it or not, just make a mental note to refrain from saying “Shut up” next time.

  1. When to talk it out, work it out
    A relationship becomes problematic when the conflict stems from different values and you and your partner are triggered with deep feelings about certain issues.

A classic example would be matters involving money, i.e. when the two of you differ in how much to spend, what to spend on, how much money to lend to relatives or friends, etc. In such cases, you need to sit down and try to come up with a compromise. To do this, start by expressing your feelings, then hear out your partner. Use “I” statements such as “I feel __ when you spend on ___. But I want to understand why you are doing this, can you explain it to me?”

Then, as always, hear out your partner from a place of love and understanding, i.e. “Oh, so you were raised to think of money this way, which is why you did this and that. Now I see.” Finally, bring up options so that you can come up with compromises. That way, everyone comes out a winner.

  1. When to walk away

Every person should have a list of behaviors that they will not tolerate in a partner.  Ideally, these non-negotiables should have been seen before the marriage. For Aiza, examples of toxic behavior include extreme disrespect and abuse (whether physical, mental, or emotional), pathological reasons or disorders that you are not qualified to handle, or psychological incapacities. 

“It is sad if these things are discovered within the marriage. But if the love is strong and the other person wants to make it work, then try to work it out, maybe with the help of a professional,” Aiza advises. But if the partner continues to be in denial, resorts to gaslighting, or keeps falling back on toxic habits despite promises to the contrary, then you need to decide if this is still a relationship that you want to continue.

This is not to mean that you should file for separation, divorce, or annulment at the drop of a hat. “If you love each other, and you spent spent a lot of time getting to know your partner well enough during the dating process, if you knew what you were getting into and you took your marriage vows seriously, if you were not coerced into the relationship and there was love to begin with — then everything can be worked out,” Aiza assures. “But if you got married simply because you were swept off your feet or were coerced or pressured, or you never had the opportunity to really get to know your partner — then maybe all these conflicts are a sign that you were not meant to be. Do still try to work on the relationship, don’t give up over the smallest conflict; but if you’ve done everything you can and you still don’t see any change in your partner, then you’re probably better off ending it.”

“Do you have enough common values that you can adjust to differences in way of thinking? Is there good enough communication? Is there a good level of maturity?”

Aiza Tabayoyong

According to research conducted by relationship company The Gottman Institute, 69% of conflicts in a marriage can be resolved successfully. This is where Aiza stresses the importance of getting to know your partner well. “Do you have enough common values that you can adjust to differences in way of thinking? Is there good enough communication? Is there a good level of maturity?” she lists. “Marriage is forever, it is ‘I love you until death do us part’ and not ‘I love you only until it’s convenient and comfortable.’ And when the love is true, that will hopefully be a strong enough motivation to keep going and to keep fixing any relationship conflict.”

MindNation psychologists and WellBeing Coaches are available 24/7 to help you address past traumas or build better habits so that you can have better relationships with the ones you love. Book a teletherapy session now Facebook Messenger http://bit.ly/mn-chat , or email [email protected] 

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Partnership announcement: MindNation & Workbean

Mental health awareness and support in the workplace is about to get an even bigger boost

Back in the day, job seekers would choose which companies to work for based simply on what was available or how much financial compensation could be gained.
But as the demand for more multi-hyphenated, digitally-skilled workers rose, employees who fit the bill started to become more selective in which company they would join. The workplace culture became a dominant factor in decision-making — top candidates now want to work in environments that suit their personalities and capabilities, and whose policies allow them to be creative and empowering. In the same vein, companies found out that if they placed emphasis on camaraderie, inclusivity, and nurture, they can attract great talent. 


“People are spending more time at work than they do at home,” says Kassandra Monzon, CEO of Workbean, soon to be Asia’s largest directory of company cultures. “And with the current COVID-19 pandemic amplifying whatever stresses or anxieties they may already be experiencing, employers have the responsibility to support and care for the mental well-being of their staff because they are the ones spending so much time together.”


This is why it is important for companies to have a workplace culture that is supportive of mental health. “Most mental health risks in the workplace relate to interactions between the people, the organizational environment and culture, and the availability of support for employees to carry out their day-to-day tasks,” says Kana Takahashi, CEO of MindNation. “So a way to achieve a healthy workplace is through the development of company-wide mental health programs and policies that protect the health, safety and well-being of all.

With this partnership, MindNation and Workbean hope to increase awareness about the importance of having a workplace culture that supports mental health, as well as provide a platform for job seekers looking to find a workplace that cares for their well-being. In addition, Workbean-affiliated companies that have existing mental health programs and policies in place but want to know how to more effectively implement them can reach out to MindNation for guidance. 
“When a workplace culture is inclusive and supportive, people will be more free to express their mental health concerns and seek help when needed,” says Kana. 
For more information, click on www.themindation.com and www.workbean.co

— Written by Jac of MindNation