SEPARATE
PEOPLE FROM THE "PROBLEM"
You will realize very quickly that many individuals with disabilities, as well as their support systems, have experienced problems with the decisions of other. Often these problems stem from concerns about safety and trust. There are times when you may be confronted with hostility because you attempted to make changes in situations according to your employer's desires, whether or not family, friends or providers agreed. Rather than getting hooked by these hostile emotions and responding with anger or aggression, you should let the person "blow off steam without taking it personally. Try to understand the problem behind the aggression". According to Professor Wertheim, A few keys to tense situation include:
Find underlying interests with your team members and clearly
define
problems. Avoid blaming the person talking; ask for
clarification
instead.
Use clear objectives for measuring progress or success. By
making
this part of the negotiation in the first place, your team
agrees
on what kind of measuring stick is appropriate for each
goal.
For example, a goal regarding employment may have a
measuring
stick of: 1) completed applications/resumes, 2)
obtained job interviews, 3)
had job offers, 4) is now working,
and 5) job satisfaction
Pay attention to the flow of negotiation or conflict resolution.
Because it is such a unique process for each person, it takes
a
little time for each team member to establish who they are and
how they negotiate. Don't act or agree too quickly, make sure
team members have a chance to think things through.
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