1.
How can the concept (yeah-but) become unproductive when trying to understand and resolve conflict?
The yeah- but statements are usually statements used by people who agree with something but then later try to explain why they don’t follow through on the agreement or in most cases why it doesn’t apply to them. The yeah-but concept can be unproductive when attempting to solve conflicts because it will not allow all parties involved to have a clear focus on the issues at hand. Conflict resolution consists of crucial conversations with high emotions and differing perspectives which will require all parties to have a clear understanding of the real issue, therefore including yeah- buts into the context can twist information and create additional problems.
2.
What are some of the tools available to help people get past the “yeah-but” and start having “crucial” dialog?
There are many tools that can be used to help people get past the “yeah-but” concept. Having a conversation that naturally flows can be very helpful as it allows all parties involved to express themselves freely and openly. It isn’t always the easiest to say how you’re feeling especially when there’s conflict involved. Another way to help is to lead by demonstrating a healthy attitude giving the other party no choice but to follow through
with the same positive attitude. This will eliminate the “yeah-but” mentality and create accountability for everyone involved.
3.
What is your interpretation of the Charles Osgood quote?
4.
Why do some think that their situation is an “exception to the rule?”
Charles Osgood came up with a “yeah-but” statement about the exceptions in the rule of law. People feel excluded from the rule and believe that in any situation they can live, act, and do as they please and in MOST cases that is correct. According to Osgood, rules should not have exceptions, especially when some people believe they should be excluded from them. Some would even argue that their situation specifically causes for the rules not to be applied to them because of their status in life which implies that they feel they’re entitled to be treated differently. References
Monteith, M.J., Burns, M.D., & Hildebrand, L.K. (2019). Navigating successful confrontations: What should I say and how should I say it? In Confronting Prejudice and Discrimination.
Patterson, K., Grenny, J., Maxfield, D., McMillan, R., & Switzler, A. (2013).
Crucial conversations: Tools for resolving violated expectation, broken commitments, and bad behavior
(2nd ed.). New York, NY. McGraw-Hill Education.
