Bill Eddy: How to Deal With High Conflict People

Bill Eddy (0s)

• Bill Eddy is a practicing lawyer, professional mediator, licensed therapist, and faculty member at Pepperdine University's School of Law, specializing in conflict resolution, particularly with high conflict personalities (14s).
• High conflict personalities are not the same as personality disorders, although some individuals with high conflict personalities may also have borderline personality disorder, narcissistic personality disorder, or bipolar depression (42s).
• High conflict personalities come in two types: outwardly combative, who like to argue and generate conflict, and passive, who play the victim or leverage others to achieve their goals (1m3s).
• About 50% of high conflict personality types are passive, playing the victim or using negative advocates to create conflict (1m14s).
• Bill Eddy explains how to identify high conflict personality types using simple questions and provides strategies for dealing with them in the workplace, relationships, and how to disengage from them permanently (1m36s).
• Bill Eddy is sensitive to the suffering caused by high conflict personalities and aims to help people resolve conflicts with them without demonizing them (1m50s).
• Bill Eddy is the author of several books, including "Five Types of People That Can Ruin Your Life," which provides practical tools for identifying and navigating high conflict personality types (2m19s).
• By the end of the discussion, listeners will have new practical tools for identifying high conflict personality types and learning how to navigate forward and away from them in the best way possible (2m45s).

Sponsors: Maui Nui & ExpressVPN (2m58s)

• The podcast is separate from the host's teaching and research roles at Stanford, and its purpose is to provide zero-cost information about science and science-related tools to the general public (2m58s).
• The podcast is sponsored by Maui Nui Venison, which offers 100% wild-harvested venison from the island of Maui, providing a nutrient-dense and delicious source of red meat (3m14s).
• Consuming about one gram of quality protein per pound of body weight daily is essential for muscle repair and overall health, and Maui Nui Venison has a high-quality protein per calorie ratio, making it an ideal choice (3m29s).
• Maui Nui Venison offers various products, including venison steaks, ground venison, and venison bone broth, which are all delicious and convenient options for incorporating quality protein into one's diet (4m7s).
• The podcast is also sponsored by ExpressVPN, a virtual private network that keeps data secure and private by routing internet activity through their servers and encrypting it (4m42s).
• ExpressVPN is essential for securing data, especially when using public Wi-Fi networks, and it provides a fast and seamless connection, making it easy to use on computers and phones (5m29s).
• Using ExpressVPN ensures that web browsing, passwords, and data are secure, and it cannot be tracked or accessed by others, providing peace of mind when using the internet (5m41s).
• Listeners can get 20% off their Maui Nui Venison membership or first order by visiting mauiivenison.com, and they can also get an extra 3 months free with ExpressVPN by visiting expressvpn.com/huberman (4m32s).

High-Conflict Families, High-Conflict Individuals & Patterns (6m41s)

• High-conflict people are individuals who repeatedly engage in conflict, often driven by their personalities rather than the issue at hand, and are unable to be flexible or empathetic, with this pattern of behavior being a key characteristic (7m37s).
• The term "high-conflict families" has been used in Family Court since the 1980s to describe families that repeatedly come to court to make decisions, exhibit a lot of hostility, and seem driven in one direction (8m10s).
• However, it has been observed that in many cases, it is not the entire family that is high-conflict, but rather one or two individuals with high-conflict personalities or traits of personality disorder (8m49s).
• The patterns of behavior exhibited by high-conflict individuals are similar to those seen in individuals with addictions, depression, and other problems, and are often driven by a pattern of conflict behavior that doesn't get resolved (10m30s).
• The connection between high-conflict families and high-conflict individuals was made through the combination of experience as a therapist and a lawyer, allowing for the identification of patterns of behavior that are not limited to family dynamics (10m38s).
• Bill Eddy's background as a clinical social worker, licensed therapist, and lawyer has provided a unique perspective on high-conflict individuals and families, and has informed his approach to conflict resolution (9m25s).

Personality Disorders, Prevalence & Overlap (10m48s)

• High conflict personality is equally distributed between men and women, with research showing that it's roughly 50/50 in terms of prevalence among the two sexes (10m49s).
• High conflict personalities differ from personality disorders, with the latter having more research and statistics available, including a large study by the National Institutes of Health in the early 2000s (11m14s).
• The study found that five personality disorders are prone to high conflict behavior: narcissistic, borderline, antisocial, histrionic, and paranoid (12m40s).
• Narcissistic personality disorder affects about 6% of adults in the United States, with 38% female and 62% male (13m27s).
• Borderline personality disorder also affects about 6% of adults, with 53% female and 47% male, which challenges the common perception that it's more prevalent among females (13m49s).
• Antisocial personality disorder affects around 4% of adults, with 75% male and 25% female (14m34s).
• Histrionic personality disorder affects about 2% of adults, with a roughly equal distribution between males and females (14m43s).
• Paranoid personality disorder affects about 4% of adults, with a slightly higher prevalence among females, at 57% to 43% (15m33s).
• High conflict personality can manifest differently across various personality disorder phenotypes, with environmental influences playing a significant role in shaping behavior (15m59s).
• Research has shown that it is possible for individuals to fall into multiple categories of high-conflict personality disorders, with a study finding a 38% overlap between borderline and narcissistic personality disorders (16m10s).
• Many people have traits of personality disorders but do not have a full disorder, and the current DSM estimates that around 10% of the population has a personality disorder, although a US study found a higher rate of 15% (16m46s).
• Individuals with borderline personality disorder may also exhibit narcissistic traits, and vice versa, requiring a combination of responses to effectively deal with them, such as both praising their ego and showing empathy for their mood swings (17m30s).
• The distinction between a full personality disorder and simply having traits is not always clear, especially in family court, but the key is to recognize the pattern of behavior and respond accordingly (18m16s).
• Other combinations of personality disorders, such as borderline and histrionic, can also exhibit similarities and overlap, and the most effective approach is to focus on the pattern of behavior rather than the specific disorder (18m1s).

High-Conflict Personality vs. Personality Disorders, Blame (18m28s)

• Some personality disorders have genetic and situational components, making it challenging to address situations involving children who may inherit these disorders from their parents. However, when legal professionals understand the situation, they can create orders that protect children and assist parents, particularly in cases involving substance abuse, which is a significant issue in Family Court alongside personality disorders. (18m30s)
• Substance abuse is widely recognized and discussed, with available treatments and a general understanding of its impact on brain circuits. This understanding has been crucial for the judicial system since the 1970s and 1980s, as it acknowledges addiction as more than just a lack of willpower. (19m22s)
• The general public has not yet fully appreciated the prevalence and impact of personality disorders and high conflict personalities. These disorders are pervasive in various interactions, and high conflict interactions are often dramatic, which can be rewarded in media and online platforms due to their attention-grabbing nature. (20m35s)
• The cultural normalization of certain behaviors, similar to how alcohol use disorder was culturally fed before the 1970s, can contribute to high conflict behavior. This is evident in how dramatic behavior is often encouraged in media and politics. (21m22s)
• There is a need to consider how to address high conflict personality traits. Instead of labeling individuals with terms like "narcissist" or "borderline," it may be more beneficial to approach the issue with an understanding of the underlying humanity and complexities involved. (21m54s)
• High conflict people are preoccupied with blame, and blaming others is a big part of their life, which is a distinguishing feature from personality disorders, although there is some overlap between the two (22m53s).
• Personality disorders are characterized by being stuck in a narrow range of interpersonal behavior, and some individuals with personality disorders are not high conflict people (22m45s).
• About half of people with personality disorders have high conflict personalities, and about half do not, with examples including some narcissists and borderlines who do not blame others (23m34s).
• High conflict personalities are persistent in acting in a way that blames others, and they do not reflect or change, which is similar to the characteristics of personality disorders (23m19s).
• Recognizing the difference and similarity between high conflict personalities and personality disorders is important, and it is estimated that about half of people with personality disorders would fall into the high conflict personality category (23m27s).
• The distinguishing feature of high conflict personalities is that they often or constantly cast blame on others for the difficulties of their life, which leads to conflicts that escalate instead of being resolved (24m18s).

High-Conflict Individuals, Tool: First-Year Rule & Commitment (24m33s)

• High conflict people may not always appear as high conflict, and can sometimes go undetected for a long time, especially those with antisocial or narcissistic personality traits who have learned to look good on the surface (24m34s).
• High conflict people with borderline or histrionic personality traits are often more openly dramatic and may exhibit disproportionate reactions to average conversations (24m55s).
• In some cases, high conflict people can present themselves as reasonable and helpful, even in situations where they are actually being abusive, such as in domestic violence cases (25m41s).
• In court, high conflict people may use their charm and reasonableness to manipulate the judge and hide their true behavior, often at the expense of their partner (26m7s).
• About 80% of divorces in court today involve people representing themselves, which can lead to conversations that are not always accurate or fair (26m30s).
• It's common for people to get into relationships quickly and then discover negative traits weeks, months, or even a year later (26m59s).
• The "first year principle" suggests waiting a year before committing to a relationship to get a more accurate sense of the other person's behavior and character (27m5s).
• While there are many successful stories of people who got married quickly and had long, happy relationships, many high conflict divorces involve people who rushed into commitment and encountered problems later on (28m22s).
• It's often a matter of luck whether someone gets into a healthy or unhealthy relationship, which is why it's essential to take the time to get to know someone before committing (28m54s).
• High conflict behaviors often emerge in close relationships, which is why it's recommended to wait a year before committing to someone to get a more accurate sense of their personality and behavior (28m57s).
• People with high conflict personalities may appear perfect and have a great record, but their true nature is often revealed in close relationships, such as at home with a partner (29m1s).
• High conflict behaviors can be hidden, even from people who know the individual at work or in other settings, and may only be revealed in intimate relationships (29m19s).
• It's common for people to fall deeply in love with someone, only to discover their high conflict behaviors after committing to the relationship, often after six months or more (29m35s).
• In today's world, there's a higher risk of getting into a high conflict relationship, partly because people often don't have a thorough understanding of their partner's personality and behavior before committing (29m58s).
• Unlike in the past, people today often don't have a history with their partner or know their family and friends, making it harder to gauge their personality and potential for high conflict behaviors (30m14s).
• High conflict individuals have learned to cover up their true nature and may not be immediately recognizable as having a personality disorder (30m23s).
• High conflict people are not inherently bad, but rather have a different personality that may have been shaped by their upbringing or genetics (30m30s).
• Anyone can be at risk of falling into a relationship with a high conflict person, as they often appear normal and may not have any obvious warning signs (30m48s).

Sponsor: AG1 (30m53s)

• AG1 is considered the highest quality and most complete foundational nutritional supplement available, containing not just vitamins and minerals but also probiotics, prebiotics, and adaptogens to cover any gaps in one's diet and provide support for a demanding life (30m53s).
• AG1 provides support for a healthy lifestyle, even for those who eat mostly whole foods and minimally processed foods, as it can be difficult to get enough fruits, vegetables, vitamins, minerals, micronutrients, and adaptogens from food alone (31m21s).
• Taking AG1 daily, and sometimes twice a day, has been shown to bolster energy, immune system, and gut microbiome, which are critical to brain function, mood, physical performance, and more (31m31s).
• AG1 is available to try at drinkAG1.com/huberman, where a special offer is currently available, including five free travel packs and a year's supply of vitamin D3 K2 (31m48s).

Relationship Stability, Tool: Vetting Potential Partners (32m5s)

• High-conflict people can be managed by understanding how to behave or not behave around them to create smoother interactions, and in some cases, no interaction at all (32m5s).
• In the first year of a relationship, it's crucial not to commit to marriage, having children, or making significant life decisions, as this can help identify potential issues (32m29s).
• However, moving in together can be beneficial in understanding a person's behavior and personality, especially in close relationships (32m50s).
• Personality disorders are characterized by interpersonal dysfunction, which can be observed in close relationships, such as living together (33m1s).
• Patterns of behavior are essential in identifying potential issues, as everyone gets angry or yells sometimes, but a consistent pattern of negative behavior can be a red flag (33m30s).
• With personality disorders, the pattern of behavior is often narrower and more predictable, making it recognizable in various settings, such as family, work, or community (33m55s).
• Giving oneself time to observe a person's behavior and patterns can help identify potential issues, and it's essential to see how they interact with relatives and friends in close relationships (34m22s).
• Although the internet and social media provide more information about people, it's not sufficient to rely solely on online research, and talking to relatives and friends can provide more valuable insights (35m15s).
• Observing how someone interacts with relatives and friends in close relationships can be more revealing than online research or workplace interactions (35m36s).
• People often underestimate the importance of close relationships in revealing a person's true behavior and personality, which can lead to surprises in romantic relationships (35m47s).
• In close relationships, people's behavior can trigger personality disordered issues such as fear of abandonment, fear of looking inferior, fear of being dominated, and fear of not getting enough attention, which are often rooted in excessive fears in these areas (36m17s).
• Having stable friendships over long periods of time can be a good indication that someone can maintain close relationships, but it's also important to consider the context and what a close friend means to that person (36m41s).
• The stability of relationships is key, and having close friends for 10, 20, or 30 years is a good sign, whereas warning signs include being secretive about family or not allowing a partner to interact with them (37m27s).
• Everyone has conflicts with family members, but being able to introduce a partner to family and being open about difficulties can be a sign of a healthy relationship, whereas secretiveness and a lack of transparency can be detrimental (38m0s).
• In the past, it was harder to keep family secrets, but with the rise of the internet, it's become easier for people to hide their secrets, making it essential to find out what's being kept hidden in a relationship (38m35s).
• Being open and transparent in relationships is crucial, and a lack of secrets is essential for building trust and maintaining a healthy relationship (38m29s).

Heightened Emotions, Negative Advocates, Divorce (38m54s)

• High conflict individuals can be categorized into two types: the combative type and the quiet manipulative victim-playing type, both of which are skilled at generating negative Advocates who will fight for them (39m1s).
• Negative Advocates are people who are emotionally hooked and uninformed, often taking the side of the high conflict individual without knowing the full story, and this can be a red flag (39m39s).
• High conflict people have heightened emotions, which are contagious and can affect those around them, including professionals such as lawyers and therapists (39m51s).
• The heightened emotions of high conflict individuals can trigger a strong emotional response in others, including a desire to take action and protect the high conflict person (41m12s).
• Negative Advocates can be emotionally manipulated by high conflict individuals, leading them to take sides and engage in blame-shifting behavior without being fully informed (41m40s).
• High conflict individuals may use false allegations and manipulation to gain sympathy and support from others, including negative Advocates (41m56s).
• In some cases, high conflict individuals may bring false allegations to court, which can result in severe consequences, including financial sanctions, if the allegations are proven to be knowingly false (42m28s).
• The legal system has mechanisms in place to address knowingly false allegations, such as sanctions and fee-shifting, which can hold the person making the false allegations accountable (42m57s).
• High conflict individuals may use various tactics to avoid accountability, including hiding assets and using other people's names to avoid financial consequences (43m10s).
• A case is described where a mother with borderline personality disorder and possible antisocial personality disorder was involved in a custody dispute, and her behavior was manipulative and dishonest, including coercing her 8-year-old daughter to lie about her father (43m29s).
• The mother's behavior was eventually exposed in court, and the judge ruled in favor of the father, who had been granted custody of the daughter after the parents' divorce due to the mother's history of assault (46m59s).
• The mother's therapist confirmed her diagnosis of borderline personality disorder and hinted at the possibility of antisocial personality disorder, which is characterized by a tendency to lie and manipulate others (44m48s).
• The father had been granted custody of the daughter due to the mother's abusive behavior, and the daughter was able to describe how her mother had coerced her into lying about her father (47m14s).
• The case highlights the challenges of dealing with high-conflict individuals, particularly those with personality disorders, in custody disputes and other family law cases (47m37s).
• High-conflict divorces can continue even after the divorce is finalized, especially when children are involved, and the divorce date can be seen as just a "speed bump" in the ongoing conflict (47m34s).
• The case also suggests that individuals who get into relationships quickly, especially at a young age, may be more vulnerable to manipulation and exploitation by partners with personality disorders (46m29s).
• The importance of recognizing the signs of personality disorders and high-conflict behavior is emphasized, particularly in family law cases where children's well-being is at stake (45m10s).

Brain, Plasticity & Fear; Bullies, Polarization (47m50s)

• The amygdala is a central hub for threat detection and can learn through context-dependent plasticity, meaning it can change over time to associate certain stimuli with emotional responses, such as the release of adrenaline and dopamine (47m50s).
• Emotional contagion is a powerful aspect of human and non-human behavior, where one member of a species observes and mimics the emotional state of another member (48m50s).
• The claustrum is a brain structure that plays a critical role in emotional contagion, and research has shown that when animals observe others in a fear state, their own claustrum and anterior singulate cortex circuitry light up as if they were experiencing the fear themselves (49m7s).
• Over time, the brain can change to require a lower stimulus to activate negative emotional responses, making it easier to get caught up in a cycle of fear and aggression (49m36s).
• This phenomenon can contribute to societal polarization, where people become more entrenched in their beliefs and more likely to view opposing groups as enemies, rather than simply having different points of view (50m37s).
• Research has shown that when people talk to others within their own group, they tend to move farther apart in their views, rather than coming together, which can exacerbate conflicts and make them more difficult to resolve (51m7s).
• In the context of family law and legal cases, the involvement of lawyers and therapists can sometimes heighten emotions and commitment to a particular cause, rather than helping to resolve conflicts (51m24s).
• High conflict people often engage in a pattern of behavior where they talk to themselves and their own group, pulling farther and farther apart from the opposing side, which can lead to prolonged and intense conflicts, such as those seen in custody disputes that can last for years after a divorce is finalized (51m46s).
• This pattern of behavior is also seen in politics, where two different universes or communities have formed that do not necessarily talk to each other, creating a sense of community that is fed by the media ecosystem and leading to a growing divide between the two groups (52m27s).
• Elections do not seem to make a difference in resolving these adversarial communities, as they focus on deciding who is in government rather than resolving the underlying conflicts, and instead, politics has shifted from being about government and the details of governance to being about entertainment, with values that emphasize being extreme, emotional, and dramatic (52m59s).
• The values of entertainment, driven by drama and opposing "us against them," have contributed to the crisis of high conflict, with each community loving themselves and hating the other, and with elections serving only as a speed bump on the road to high conflict (53m44s).
• To bridge the gaps between these communities, it is necessary to get people to talk to each other one-on-one, and there are groups working to connect people rather than separate them, emphasizing the importance of listening to others and being open to different perspectives (54m19s).
• The more people are aware of this pattern of high conflict, the more they can recognize when they are part of it and make an effort to listen to others and engage in constructive dialogue, rather than perpetuating the cycle of conflict (54m37s).

Sponsors: Function & David (54m51s)

• Function is a comprehensive lab testing program that analyzes over 100 biomarkers key to physical and mental health, providing insights from top doctors on the results, and it has been used to detect high levels of mercury in the blood and offer informed insights on how to reduce those levels (54m52s).
• The program provides testing for various critical areas of overall health and vitality, including heart health, hormone status, immune system regulation, metabolic function, and vitamin and mineral status (55m7s).
• Function offers a more in-depth approach to lab testing, analyzing blood, urine, and saliva to get a full picture of one's health, and it has been impressive in terms of ease of use and comprehensiveness of the tests (56m9s).
• Function is currently offering early access to its program, which has a waitlist of over 250,000 people, to listeners of the Huberman Lab podcast, and they can sign up at functionhealth.com/huberman (56m21s).
• David is a protein bar that offers 28 grams of protein, 150 calories, and 0 grams of sugar, with 75% of its calories coming from protein, making it a high-quality protein source for those looking for a quick snack (56m40s).
• David protein bars come in various flavors, including cake, chocolate, and berry, and they have a cookie-like consistency that is unlike other protein bars (56m59s).
• The protein bars are designed to help individuals hit their protein goals without taking on excess calories, and they can be purchased at david.com/huberman (57m52s).

Emotions, Media, Politics (58m0s)

• The history of professional wrestling serves as a remarkable example of creating emotional responses in crowds, with a transition from having good guys and bad guys to making everybody bad, resulting in skyrocketing ratings (58m37s).
• This shift is reflective of the neuroscience of emotion, where emotions like fear, anger, and being threatened tend to drive more behavior than positive emotions like awe, happiness, and joy (59m25s).
• People are more likely to act to avoid losing something than to gain something, which is a well-known concept in the field of behavioral economics (59m51s).
• Societally and interpersonally, individuals and cultures are increasingly engaged in amplified emotional states, with combat becoming the norm, and this trend seems to reward high-conflict personalities (1h0m14s).
• High-conflict personalities are attracted to attention and are often undetected, as the mean has shifted, and what was once considered a problem is now within the noise (1h0m50s).
• Media systems are attracted to high-conflict personalities, and these personalities are drawn to attention, creating a marriage between media exposure and high-conflict personalities (1h1m10s).
• People are seeking community, which is no longer found in shared tasks at work or in traditional institutions like churches, but is now often found in intense emotional communities formed around politics (1h1m50s).
• High conflict individuals often create a sense of community by pulling people together and giving them a sense of purpose, which can be strengthened by the release of dopamine, a neurotransmitter associated with pleasure and reward (1h1m56s).
• These individuals often use exaggeration and fear-based tactics to manipulate others, such as portraying certain groups as "evil" or "stupid", and it's essential to recognize and not buy into these exaggerations (1h2m19s).
• The use of fear-based tactics is common in politics, with both conservatives and liberals using similar strategies to solicit donations and create a sense of urgency, often by portraying the opposing side as a threat (1h2m43s).
• These tactics can be highly effective in hooking people's emotions, making it essential to educate individuals about these dynamics and how to avoid engaging with them (1h3m5s).
• The 24/7 news cycle and the proliferation of partisan media outlets have contributed to the polarization of society, making it easier for people to become emotionally invested in a particular ideology (1h3m34s).
• The repeal of the Fairness Doctrine in 1995-1996 allowed media outlets to present biased information without being required to present opposing viewpoints, contributing to the current state of polarization (1h3m49s).
• To avoid getting emotionally hooked, it's essential to be aware of these dynamics and to take steps to educate oneself, such as checking information and being cautious of exaggerations (1h4m24s).
• The goal is to enable people to recognize and resist the emotional manipulation tactics used by high conflict individuals and to make informed decisions (1h4m47s).

Tool: WEB Method, Identify High-Conflict Individuals (1h4m57s)

• High conflict personalities can be challenging to deal with, and it's essential to recognize the signs to avoid or disentangle from them, especially in situations like dating, friendships, or coworking relationships (1h5m0s).
• One way to identify high conflict personalities is to pay attention to their words, emotions, and behavior, using the web method, which involves analyzing their language, emotional responses, and actions (1h6m13s).
• High conflict personalities often use blaming words, all-or-nothing language, and exhibit unmanaged emotions, which may not always be visible but can drive their behavior (1h6m22s).
• They may also engage in extreme behaviors that 90% of people would not exhibit, such as the example of a congressman who physically altercation with an airline worker after being told to wait in line for his bags (1h6m51s).
• The web method can help identify high conflict personalities by analyzing their words, emotions, and behavior, and recognizing that 90% of people would not react in the same way, even in stressful situations (1h9m5s).
• It's essential to trust your gut feeling when interacting with someone, as it can pick up on disproportionate emotions or reactions that may indicate a high conflict personality (1h5m46s).
• When assessing someone's behavior, consider whether they use a lot of blaming words, exhibit all-or-nothing thinking, or engage in extreme behaviors that are not typical of most people (1h6m27s).
• High conflict personalities can be found in various professions and positions of power, and their behavior can be newsworthy, but it's essential to recognize the signs and not make excuses for their actions (1h8m24s).
• A high-conflict person was running for mayor, and it was predicted that if he got elected, he would not be a good mayor and would have trouble with the people close to him due to his behavior (1h9m34s).
• After getting elected, within eight months, people started reporting that he was sexually harassing women, including those who came to meet with him professionally, and he would inappropriately touch them despite them not wanting to be touched (1h10m2s).
• The high-conflict person's behavior was not limited to the office; it also occurred in other settings, such as at the airport, and he would throw tantrums whenever he didn't get what he wanted (1h10m40s).
• His behavior was consistent with a personality disorder, characterized by a narrow range of behavior repeated in various settings, and it was not context-dependent (1h10m53s).
• The high-conflict person's behavior led to him alienating many people, including those on committees and in government, and he eventually lost his position as mayor within eight months (1h11m36s).
• He was given the option to quit and receive help with his legal expenses, as he was starting to get sued, and a petition movement was also underway to remove him from office (1h11m54s).
• The high-conflict person ultimately quit and was no longer heard from in the city, illustrating the consequences of his behavior (1h12m16s).

Body Cues, Identify High-Conflict Individuals (1h12m20s)

• Observing how people treat others, especially those in service positions, can be informative about their behavior and character, as it reveals how they interact with individuals they don't know well or who are not in a position of authority (1h12m38s).
• A company head used to pretend to be a taxi driver when picking up job candidates from the airport to see how they treated him, and would later reveal his true identity during the interview, allowing him to assess their behavior and character (1h13m38s).
• A brief interaction between a potential employer and a janitor, in which the employer was dismissive and disrespectful, was enough to make the speaker decide not to work for that person, a decision they never regretted (1h14m16s).
• This type of behavior can have a strong emotional impact, even if it's not overtly aggressive or abusive, and can be a sign of a person's true character (1h14m41s).
• While it's generally recommended to collect data and avoid making snap judgments, sometimes these initial impressions can be accurate and important in making decisions about people (1h15m29s).
• These interactions can have a somatic impact, affecting people on a primitive level, rather than just being a cerebral or analytical response (1h15m52s).
• High conflict personalities, particularly those with antisocial personality disorder, can be skilled at using words that sound right but don't feel right, making it difficult for others to discern their true intentions (1h16m35s).
• The body's instinctive response, often referred to as a "gut feeling," can be a more reliable indicator of potential danger or deceit than cerebral thinking, as it may pick up on subtle cues that the brain misses (1h16m30s).
• People with antisocial personality disorder can be predatory and may have distinct physical characteristics, such as "dead eyes," which can be unsettling or unresponsive, but there is currently no scientific evidence to support this observation (1h17m21s).
• The idea that blink frequency is related to personality traits is a common online theory, but research does not support this claim, and there is no evidence to suggest that people like Mark Zuckerberg are unusual in their blinking patterns (1h18m5s).
• The mismatch between words and the emotional response they elicit can be a key indicator of potential deceit or manipulation, and it is essential to pay attention to this discrepancy, especially when dealing with high conflict personalities (1h18m20s).
• While there are many theories about the science behind these phenomena, there is currently a lack of concrete tools and research to fully understand the underlying mechanisms, but advancements in measurement tools may eventually provide more insight (1h18m31s).

Tool: Don’t Label & Empathy; Adapting Your Behavior (1h18m40s)

• When interacting with high-conflict people, it's essential to recognize subtle cues, such as blame words, All or Nothing words, and disparaging words, which can trigger heightened attention and indicate potential conflict (1h18m42s).
• To disambiguate between projection and a real issue, especially online, it's crucial to be cautious and aware of patterns of behavior, rather than making assumptions or jumping to conclusions (1h19m26s).
• Social media platforms often amplify negative content, including advice on how to avoid "bad people," which can lead to the misuse of clinical terms like narcissist, sociopath, and psychopath (1h19m32s).
• It's essential to avoid labeling people with mental disorders or personality disorders, as this can lead to negative consequences, such as ganging up on the individual, and instead focus on adapting behavior to manage the relationship effectively (1h20m25s).
• The goal is not to reject people but to adapt behavior to either manage the relationship, decide to maintain a safe distance, or work with them in a way that is cautious and respectful (1h21m2s).
• Understanding patterns of behavior and adapting one's own behavior is crucial, rather than trying to diagnose or label others, which requires extensive training and clinical experience (1h21m26s).
• Being aware of patterns of behavior, such as those associated with personality disorders, can help individuals adapt their behavior to interact more effectively with others, without judging or labeling them (1h22m2s).
• People with personality disorders should not be seen as lesser beings, but rather as individuals with a different set of behaviors acquired in childhood, and adapting behavior can help manage interactions with them (1h22m25s).
• Trusting one's gut feeling is essential, as it can provide valuable insights and tips for managing interactions with high-conflict people, and this is a crucial aspect of the web method (1h22m52s).

High Conflict Personalities & Occupations (1h23m12s)

• High conflict personalities can be found in every occupation, culture, community, and economic status, but research suggests that healthcare and higher education may have a slightly higher incidence of high conflict people due to a higher tolerance for behavior outside the norm (1h24m56s).
• High conflict individuals can be found in various roles within these fields, including physicians, students, faculty, staff, and administrators in universities (1h25m31s).
• Nonprofits and nonprofit administrators may also be more prone to having high conflict personalities due to a higher tolerance for bad behavior from individuals who are perceived as "good people" doing good things (1h26m56s).
• High conflict individuals often have a pattern of behavior that can be recognized once you know what to look for, and it's essential to consider these patterns when making decisions about promoting or managing individuals in the workplace (1h27m33s).
• Employers and organizations can learn to manage high conflict individuals by understanding their patterns of behavior and developing strategies to minimize their negative impact (1h27m44s).
• In some cases, high conflict individuals may be embedded in their positions, making it challenging to address the issue, but it's essential to have a plan in place to manage them until they move on (1h26m34s).
• City councils and other organizations have sought advice on how to manage high conflict individuals in their midst, and the recommended approach is to learn how to manage them rather than confronting or publicly discussing the issue (1h27m54s).

Big Personalities: Evidence vs Assumptions (1h28m18s)

• High conflict people can have varying personalities, and it's not always accurate to judge them based on their appearance or demeanor, as some big personalities can be benevolent, while quieter individuals can be dreadful in their behavior (1h28m18s).
• Initial impressions of people can be misleading, and it's essential to look beyond surface-level characteristics to understand their true nature (1h28m28s).
• The internet and social media can perpetuate misconceptions about high conflict people, leading to manipulation and a lack of understanding (1h30m15s).
• A key characteristic of high conflict people is a preoccupation with blaming others and not taking responsibility, which can be observed in both big and quiet personalities (1h30m47s).
• It's crucial to look for evidence of behavior rather than relying on initial impressions or appearances to determine if someone is a high conflict person (1h31m9s).
• Some individuals, such as department heads, may work hard to improve conditions for others, and it's essential to recognize and appreciate their efforts (1h31m37s).
• High conflict people can be identified by their behavior, such as a lack of self-awareness, a tendency to blame others, and a failure to take responsibility for their actions (1h30m50s).
• High conflict people can be successful and not necessarily have a personality disorder, as seen in the example of Steve Jobs, who was known for his all-or-nothing thinking and "reality distortion field" but was able to push people to achieve great things despite being told it was impossible (1h32m22s).
• Steve Jobs' ability to pick a team that pushed back on him and his flexibility in working with others contributed to his success, distinguishing him from those with personality disorders who lack self-awareness and flexibility (1h34m11s).
• Personality disorders are characterized by a lack of change, self-awareness, and flexibility, and can interfere with a person's success, which was not the case with Steve Jobs (1h33m57s).
• It's essential to look for evidence and not make assumptions when dealing with potentially high conflict people, and to pay attention to your gut feeling if something seems off, while also gathering facts and observing the person's behavior in different situations (1h34m32s).
• High conflict people can be found in various professions, including surgeons, police officers, and military personnel, but most individuals in these occupations are not high conflict people and are instead professional, empathetic, and good at their jobs (1h35m24s).
• Some occupations may have a slightly higher incidence of high conflict people due to the potential for dominance and control, but this does not mean that everyone in these professions is a high conflict person (1h35m56s).
• It's possible to work around high conflict people who have some traits of personality disorders, but it's crucial to distinguish between those who can grow and change and those who are stuck in their ways (1h35m13s).
• High conflict people can exhibit their behavior more in close relationships, such as in hiring, dating, or other personal connections, making it essential to be more vigilant in these situations (1h36m46s).
• When dealing with potentially high conflict individuals, it is helpful to use methods like the web method and gather information from people close to them in different areas of their life (1h37m0s).
• Hearing the same problem from multiple people about an individual should raise concerns and prompt further consideration (1h37m13s).
• Irritability in different settings can be a red flag for potential high conflict behavior, indicating a need for caution (1h37m24s).

Tool: Leaving a Combative High-Conflict Individual, Blame, Gradual Exit (1h37m27s)

• Dealing with high conflict people can be challenging, especially when trying to disentangle from a professional or personal relationship, and the approach may vary depending on whether the high conflict person is a victim type or a combative type (1h37m30s).
• When dealing with a combative or narcissistic type, it's essential to consider the nature of the relationship before deciding how to disentangle, as this can impact the approach (1h38m4s).
• Common scenarios where people may need to deal with high conflict individuals include married couples getting divorced, business partnerships, employee-supervisor relationships, and friendships or romantic relationships (1h38m41s).
• The most common situation is when someone wants to get out of a close relationship, such as a friendship, romantic partnership, or business partnership, where there are ongoing expectations (1h39m13s).
• When disentangling from a high conflict person, it's strongly recommended against using a direct approach, such as telling the person that their behavior is terrible and that you don't want to be in a relationship with them (1h39m46s).
• High conflict people may defend themselves and engage in negative behaviors, such as litigation or stalking, if blamed or criticized directly (1h40m4s).
• It's also essential not to blame oneself when disentangling from a high conflict person, as this can reinforce their negative behavior and lead to feelings of abandonment or being put down (1h40m42s).
• High conflict individuals with borderline traits may feel abandoned, while those with narcissistic traits may feel put down if blamed or criticized indirectly (1h41m32s).
• When dealing with high-conflict people, especially those with antisocial traits, it's essential to avoid blaming oneself or the other person when ending a relationship or reducing contact, and instead, focus on differences in goals or directions (1h41m46s).
• High-conflict people often use brutal honesty as a tactic, but reasonable people do not share every negative thought, as it can be unhealthy for relationships (1h42m35s).
• When ending a relationship, it's crucial to avoid going back and forth, as this can create a raw and potentially violent situation, especially in cases of divorce (1h43m10s).
• Pouring out feelings to the person can bring them closer and make it harder to end the relationship, so it's essential to start holding back (1h43m20s).
• If unsure about ending a relationship, counseling can be a helpful step, but if certain, it's best to be clear and direct while still being respectful (1h43m41s).
• Ending a relationship with a high-conflict person should be done in steps, allowing the person to adjust to the idea of the relationship ending (1h44m19s).
• The steps can include expressing thoughts about making a career change or reevaluating the relationship, then gradually increasing distance and eventually stating the decision to end the relationship (1h44m24s).
• When ending a relationship with children involved, it's essential to prioritize a supportive co-parenting relationship, and if there are no children, it may be possible to have a clean break (1h45m7s).
• The key is to find a balance between giving the person time to adjust and not raising their expectations by taking too many steps or taking too long (1h45m30s).

Exiting a High Conflict Relationship & Timing (1h45m41s)

• When dealing with a high conflict person, it's essential not to place blame on them, even if you have a list of reasons why they are a terrible choice, and instead focus on the decision to exit the relationship (1h45m42s).
• Exiting a high conflict relationship can be a mix of emotions and may not be a straightforward decision, especially if there are plans, financial obligations, and sunk costs involved (1h46m4s).
• It's crucial to stage the exit in increments, rather than doing it all at once, to minimize potential harm or conflict, but in cases of serious physical or emotional risk, it may be necessary to get out quickly (1h46m57s).
• In situations where there is a high risk of violence or destruction, it may be necessary to establish a safe exit plan, such as moving out when the other person is not present, and having a lawyer and support system in place (1h47m36s).
• In the workplace, there are protocols for letting someone go, which may involve a sequence of steps, such as telling the person to go home and having their belongings shipped to them, or having them finish out their notice period at home (1h48m21s).
• The key to a successful exit is to be nuanced and flexible, and to seek consultation from a therapist, lawyer, or high conflict consultant to determine the best approach for the specific situation (1h48m59s).
• It's also essential to practice what you're going to say and do with a third-party observer to ensure a peaceful and safe exit (1h49m9s).
• The timing of the exit depends on the situation, and it may be necessary to exit quickly in cases of high conflict or risk, but in other cases, a more gradual approach may be more effective (1h49m21s).

Tool: Disentangling from a Victim High-Conflict Individual, “Hoovering” (1h49m27s)

• High-conflict people often play the victim when aggressive behavior doesn't work, switching to a sad and helpless persona to manipulate others (1h49m39s).
• In divorce settings, individuals with high-conflict personalities may initially express rage and hatred, then switch to begging and pleading when that doesn't work, a behavior known as "hoovering" (1h50m8s).
• The term "hoovering" originates from the Hoover vacuum, as high-conflict individuals try to "suck" their partner back into the relationship (1h50m34s).
• Hoovering is a common tactic used by some high-conflict personalities who cannot stand to lose their partner and will try to seduce them back into the relationship when rage doesn't work (1h50m43s).
• It's essential to be prepared for hoovering and not give in to it if the decision to end the relationship is final; if unsure, consider couples counseling (1h50m57s).
• In some cases, high-conflict individuals may try to rekindle the relationship by conceiving a child, creating a permanent tie and making it challenging to end the relationship (1h51m14s).
• This behavior is a symptom of high-conflict people's inability to handle pain, leading them to bring their partner back into the relationship to alleviate their emotional distress (1h52m2s).
• To deal with hoovering, it's crucial to let the high-conflict individual start coping with their pain, either gradually or all at once, and avoid going back to the relationship if possible (1h52m11s).

High Conflict Divorce, Small Families & Parental Estrangement (1h52m32s)

• High school students and younger are losing the capacity to arbitrate among themselves, often bringing conflicts to authorities instead of resolving them on their own (1h52m39s).
• This lack of ability to arbitrate can lead to group segregation, emotional contagion, and blaming others, which can be worrisome (1h53m40s).
• The profession of law exists due to people's inability to arbitrate among themselves, but the current issue is more about people going to authorities or creating drama online rather than seeking mediators (1h54m11s).
• High conflict parents often see everything in all-or-nothing terms and may protect their kids by portraying them as offended by other kids (1h54m30s).
• The trend of smaller families, partly due to birth control, has contributed to high conflict divorces, as it can be harder to share one or two kids (1h55m11s).
• In high conflict divorces with one kid, parents may become overly invested in their child, leading to the child becoming their partner, and potentially resulting in parental estrangement (1h56m0s).
• Parental estrangement is a growing phenomenon, where kids may decide to cut ties with one or both parents, often due to the influence of one parent portraying the other as bad (1h56m32s).
• The issue of parental estrangement is becoming increasingly common, with some kids deciding they are done with their parents, especially during holidays (1h56m56s).

Tool: Managing Emotions & Relationships, EAR Statements (1h57m1s)

• The current culture often presents opposing views in absolute terms, such as "all or nothing," and this can affect how people manage relationships and emotions (1h57m1s).
• Children are not growing up with the necessary skills to manage nuances, and it is essential for parents to teach them skills like flexible thinking, managing emotions, moderating behavior, and self-reflection (1h57m16s).
• A method called "New Ways for Families" was developed to help parents in high-conflict divorce cases learn and practice essential skills, either with a therapist, coach, or online resources (1h57m48s).
• The "Four Big Skills for Life" include solving problems, and one way to achieve this is by using "EAR Statements," which stand for Empathy, Attention, and Respect (1h58m5s).
• EAR Statements are a tool that can help individuals manage relationships and emotions by showing empathy, attention, and respect in their interactions with others (1h58m22s).
• Parents can teach their children to use EAR Statements in various situations, such as when dealing with a friend who has broken up with them or when managing their relationship with the other parent after a visitation (1h58m30s).
• High-conflict parents often respond to situations in a way that can alienate their children from the other parent, whereas reasonable parents encourage their children to manage the relationship and find ways to reconnect with the other parent (1h59m4s).
• By teaching children to manage their relationships and emotions, parents can help them develop essential skills for life and reduce the risk of alienation or estrangement from one parent (1h59m27s).

Large Families & Conflict Resolution (1h59m52s)

• Growing up in a large family can help children learn how to work things out among themselves and share with others, which is a big part of conflict resolution (1h59m53s).
• Without the distraction of television, children in large families are forced to deal with each other and learn conflict resolution skills, with parents often telling them to work things out on their own (2h0m32s).
• Having multiple siblings can help children learn to share and develop conflict resolution skills, with two or more children being better than one in this regard (2h0m48s).
• Parents today often feel guilty and may not teach their children ways to deal with conflicts themselves, which can be detrimental to the child's development (2h0m57s).
• Growing up in a neighborhood with many children can also help kids learn conflict resolution skills, as they have to navigate relationships with their peers (2h1m47s).
• Learning conflict resolution skills at a young age can help individuals develop better relationships and avoid conflicts later in life (2h1m36s).
• Observing how chimpanzees interact and resolve conflicts can provide insight into human behavior, as they are our closest relatives and exhibit similar behaviors (2h3m11s).
• Chimpanzees engage in cooperative and non-cooperative behavior, form hierarchies, and exhibit romantic and professional behaviors, making them a fascinating subject for studying conflict resolution (2h3m25s).
• Understanding how chimpanzees resolve conflicts can provide a deeper understanding of human behavior and conflict resolution, as we share a common lineage with them (2h4m3s).

Bullies & Online Social Groups (2h4m11s)

• Bullies often learn their behavior as kids, but most children try bullying at least once and grow out of it as they receive feedback and learn it's not an effective way to make friends (2h4m39s).
• Adult bullies, however, may have been on the fringe of their social groups as kids and never changed their behavior, but with the rise of social media, they're now finding and reinforcing each other's bad behavior (2h5m9s).
• Social media has created a platform for bullies to find a group that justifies and reinforces their behavior, rather than teaching them not to be a bully (2h5m35s).
• Research has shown that even school shooters often have a support system online, with peers who may egg them on and reinforce their behavior (2h5m50s).
• Bullies are finding other bullies online and reinforcing their bad behavior, rather than being pressured to learn good behavior (2h6m20s).
• This is particularly concerning for young men, who need to be redirected into pro-social activities (2h6m49s).
• While male bullies are more commonly found online, female bullies with borderline personality disorder are also finding and reinforcing each other's behavior online (2h7m23s).
• Borderline personality disorder is a treatable condition, but some people are discovering their condition online and finding others who reinforce their negative views of the world (2h8m16s).
• Research has shown that looking at a person's social media connections can reveal a reinforcement of bad behavior, rather than people discouraging it (2h9m4s).

Personality Disorders, Causes, Culture (2h9m18s)

• A neuroscientist and psychiatrist colleague once advised that when interacting with a large group, such as a classroom, it's essential to remember the statistics on psychiatric and personality disorders, including 1% of the population being schizophrenic, 10% experiencing major depression, and the presence of borderline personality disorder (2h9m19s).
• When reading comments on social media, it's crucial to consider the frequency of these challenges and run the comments through that filter, understanding that a high probability of negative comments, especially in blame game scenarios, may be coming from individuals with personality disorders (2h10m11s).
• People with personality disorders did not choose to have them, and it's essential to have compassion for them, recognizing that they are working to manage their conditions (2h10m46s).
• Some individuals with borderline personality disorder may appreciate open discussions about the topic, as it can be helpful, while others may be angry or uncomfortable (2h11m12s).
• There are three basic reasons people develop personality disorders: genetic tendencies, early childhood experiences, and cultural environment (2h11m56s).
• Research suggests that 20-80% of personality disorders may be due to genetic tendencies, and early childhood attachment difficulties can also play a role (2h12m2s).
• Cultural environment, including the decade a person is born in, can influence personality development, with some researchers suggesting that today's culture reinforces not taking responsibility (2h12m20s).
• In contrast, past cultures often required individuals to solve problems independently, which can have a positive impact on personality development (2h13m1s).

Tool: 4 “Fuhgeddaboudits”, Topics to Avoid in High Conflict Resolution (2h13m9s)

• Most people, about 90%, do not fall into the high conflict personality category, and the focus is on educating others on how to interact with the remaining 10% in a way that brings about more functionality and effective interactions for everyone (2h13m35s).
• When dealing with someone who is frustrating, it's essential to try and figure out how best to interact with them, rather than ostracizing those with challenges (2h14m3s).
• To interact effectively with high conflict people, it's crucial to focus on the present and future, rather than dwelling on the past, as arguing about past events can lead to endless conflicts (2h15m55s).
• Emphasizing emotions, such as yelling or bursting into tears, can escalate defensiveness and is not an effective way to interact with high conflict people (2h16m20s).
• People with personality disorders and high conflict personalities may not go through the normal human healing and grieving process, getting stuck in denial and anger, which can lead to unresolved situations and anger (2h16m34s).
• When interacting with high conflict people, it's recommended to "forget about it" and not try to give them insight into their behavior, instead focusing on options and talking about what can be done now (2h15m1s).
• The "four forget about it" approach includes forgetting about giving insight, not emphasizing the past, not focusing on emotions, and instead talking about options and the future (2h15m1s).
• High conflict people constantly talk about the past and their grievances, repeating themselves and sharing their story with many people in an attempt to grieve and heal, but lack the necessary mechanism to do so (2h17m26s).
• Focusing on emotions can be counterproductive, as high conflict people often have unresolved and hurtful emotions, so it's better to focus on thinking and doing instead (2h18m5s).
• When interacting with high conflict people, it's recommended to avoid asking how they're feeling and instead engage in small talk about other topics, as this can help shift the focus away from negative emotions (2h18m7s).
• A more effective approach is to ask questions that encourage thinking, such as "What do you think about that proposal?" or "How could you do that?" (2h18m44s).
• While it's essential to acknowledge emotions, it's crucial to avoid getting drawn into them, and instead offer help and solutions, such as saying "I can see your frustration, now here's how I can help you today" (2h19m13s).
• Refraining from using names or labels, such as "high conflict person" or "personality disorder," is also important, as this can be alienating and unhelpful (2h19m19s).

Tool: CARS Method, Connecting & EAR Statements, Analyzing (2h19m50s)

• The CARS method is a four-step approach to dealing with high conflict people, which includes connecting, analyzing, responding, and setting limits (2h19m58s).
• Connecting with someone involves giving them a statement that shows empathy, attention, and respect, such as acknowledging their emotions or expressing understanding for their situation (2h20m11s).
• Empathy is different from sympathy, as it involves showing understanding and equality rather than looking down on the person (2h20m35s).
• Paying attention and listening to the person can help calm them down and make them feel heard, as high conflict people often fight to get attention (2h20m47s).
• Finding something to respect about the person, such as their work or relationships, can also help build a connection (2h21m28s).
• Using "ear statements" that show empathy, attention, and respect can be an effective way to connect with people, even in difficult situations (2h22m44s).
• The second area to focus on is analyzing, which involves helping the person think more clearly by presenting problems as choices and encouraging logical problem-solving (2h23m26s).
• Presenting problems as choices can help calm emotions and encourage the person to think more logically about the situation (2h23m46s).
• Giving people options and encouraging them to think about the problem rather than reacting can help them approach the situation in a more constructive way (2h23m57s).
• When dealing with high-conflict people in a relationship, such as employer-employee or therapist-client, it can be helpful to have them write a list of problems they are experiencing, which can help calm them down and provide a clearer picture of the issues at hand (2h24m14s).
• Writing a list can also help individuals start thinking more critically about the problems and potential solutions, and can even lead to a realization that some issues may not be as significant as initially thought (2h24m29s).
• This technique can be applied to various situations, such as business partnerships, where individuals can be asked to write two lists: one for the steps they would take if they were to split up, and another for the steps they would take if they were to make the partnership work (2h25m15s).
• Having individuals write lists can help them think more critically and come up with potential solutions, and can even lead to a resolution, as seen in the example of two business partners who realized they should terminate their partnership but were able to do so amicably after writing their lists (2h25m41s).
• Managers can also use this technique by telling employees to bring them problems, but also to bring proposed solutions, which can help high-conflict individuals think more critically and utilize their problem-solving skills (2h26m22s).
• High-conflict people often have a large bandwidth for conflict, but also have a bandwidth for problem-solving, and by encouraging them to think critically and come up with solutions, individuals can help bring out this problem-solving ability (2h26m42s).

Tool: CARS Method, Responding & BIFF Response, Setting Limits & SLIC (2h27m3s)

• When dealing with high conflict people, it's essential to avoid arguing with them, as they often blame others and try to provoke a reaction, and instead, use a BIFF response, which is brief, informative, friendly, and firm (2h27m21s).
• A BIFF response is typically given in writing, such as in an email, and is designed to provide straight information without taking a confrontational tone or telling the person they are wrong (2h27m42s).
• The goal of a BIFF response is to end the hostile conversation, and it's essential to maintain a friendly tone, which doesn't have to be overly friendly, but rather a touch of friendliness (2h28m6s).
• Firmness in a BIFF response doesn't mean being harsh, but rather trying to end the hostile conversation and not responding to distortions or misinformation (2h28m46s).
• A good example of a BIFF response is the 90-second video released by the head of Domino's Pizza in response to a crisis, where he briefly addressed the issue, apologized, and reassured customers that the company was dedicated to them (2h30m5s).
• Setting limits is crucial when dealing with high conflict people, as they often don't stop themselves and continue to create problems, and it's essential for those around them to set boundaries and stop their behavior (2h30m55s).
• High conflict people have difficulty managing themselves and stopping their behavior, which is why setting limits is essential in preventing them from creating more problems (2h31m21s).
• The prevalence of high conflict behavior is increasing, and it's essential to develop strategies, such as BIFF responses and setting limits, to manage these situations effectively (2h31m36s).
• Dealing with high conflict people requires learning skills to set limits on their behavior, as they often lack self-restraint, and it's essential to focus on their behavior rather than labeling them as bad people (2h31m38s).
• When setting limits, it's crucial not to blame them or oneself, but instead, refer to a policy, rule, or law, and clearly state the expected behavior and consequences for not following it (2h31m50s).
• A method called SLICK (Setting Limits and Imposing Consequences) can be effective in dealing with high conflict people, as it involves setting clear limits and consequences, and being prepared to impose them (2h32m13s).
• High conflict people often require being told the consequence of their behavior when setting a limit, as they may not be able to picture the consequences of their actions due to being absorbed in their emotions (2h34m1s).
• Setting limits and imposing consequences must go together when dealing with high conflict people, as the consequence is what ultimately stops their undesirable behavior (2h34m29s).
• The ability to navigate interactions with high conflict personalities effectively can lead to a significant improvement in people's lives, both for those with and without high conflict personalities (2h35m0s).
• Bill Eddy has written several books on topics related to high conflict personalities, including relationships, bullies, and types of people who can ruin one's life, which provide valuable tools and insights for dealing with such individuals (2h35m31s).
• The guest is thanked for being a contributor to public education through their work and for taking the time to share their knowledge with the audience (2h35m51s).
• The guest is appreciated for their efforts in making the world a better place through their work and for being a busy professional, including teaching in the University system (2h36m9s).
• The guest is invited to return and share more information on topics such as bullies, as there is more to cover on the subject (2h36m33s).
• The guest is thanked again for joining the conversation and sharing their expertise, with the host expressing their gratitude on behalf of themselves and the audience (2h36m20s).

Zero-Cost Support, YouTube, Spotify & Apple Follow & Reviews, Sponsors, YouTube Feedback, Protocols Book, Social Media, Neural Network Newsletter (2h36m40s)

• To support the podcast, viewers can subscribe to the YouTube channel, which is a zero-cost way to show support, and also subscribe to the podcast on Spotify and Apple, where they can leave up to a five-star review (2h36m55s).
• Viewers can also support the podcast by checking out the sponsors mentioned at the beginning and throughout the episode (2h37m6s).
• For those with questions or comments about the podcast, guests, or topics, they can put them in the comment section on YouTube, which is read by the host (2h37m18s).
• The host has a new book coming out, titled "Protocols: An Operating Manual for the Human Body," which covers protocols for sleep, exercise, stress control, focus, and motivation, and is available for pre-sale at protocolsbook.com (2h37m22s).
• The book is based on over 30 years of research and experience and provides scientific substantiation for the protocols included (2h37m31s).
• Viewers can follow the host on social media platforms, including Instagram, X (formerly Twitter), Threads, Facebook, and LinkedIn, where they discuss science and science-related tools (2h38m4s).
• The host also has a zero-cost monthly newsletter, the Neural Network Newsletter, which includes podcast summaries and protocols in the form of brief PDFs on topics like neuroplasticity and learning (2h38m26s).
• The newsletter is available for subscription at hubermanlab.com, and the host emphasizes that they do not share email addresses with anyone (2h39m0s).