Breaking through defensiveness to resolve conflict requires a nuanced approach that respects the emotional state of the parties involved and focuses on clear, non-threatening communication. Here are several strategies based on the insights from Ed Batista:

1. Avoid Labeling: Refrain from calling someone "defensive," as this can exacerbate the situation. The person likely does not view themselves as defensive, and labeling them as such can feel like an unjust accusation, increasing negative emotions. [Defensiveness Is in the Eye of the Beholder]

2. De-escalate the Situation: In moments of heightened defensiveness, help the other person de-escalate their threat response and regain the ability to regulate their emotions. This involves choosing your words carefully, making decisions thoughtfully, and being mindful of how you might be contributing to their sense of threat. [Defensiveness Is in the Eye of the Beholder]

3. Provide Specific Feedback: Offer behaviorally-specific feedback that allows the other person to gain a new perspective on their response and understand why it was counter-productive. Avoid making this a critique of their character, but rather focus on the specific behaviors that were problematic. [Defensiveness Is in the Eye of the Beholder]

4. Normalize Feedback: Create a culture where feedback is a regular and expected part of interactions, reducing the stress associated with receiving it. This involves both providing feedback to others and eliciting feedback about your own behavior, modeling a non-defensive response, and maintaining a focus on mutual improvement. [Group Dynamics: The Leader's Toolkit]

5. Express Emotions Carefully: When delivering critical feedback, use "I feel..." statements followed by actual emotions rather than assertions or guesses about the other person's motives. This reduces the risk of misunderstanding and defensiveness, as it's harder to debate someone's self-reported feelings. [How to Deliver Critical Feedback]

6. Acknowledge Vulnerability: Expressing vulnerability can be a key to empathy, which is essential for conflict resolution. Leaders should communicate their emotions and intentions clearly, showing that they care about the relationship and its improvement. [Whether or Not to Fix a Broken Relationship]

7. Self-Reflection: Consider how your own actions or presence may have contributed to the behavior that you're addressing. By recognizing and taking responsibility for your part in the conflict, you can shift the conversation from blame to collaborative problem-solving. [How to Deliver Critical Feedback]

8. Understand Conflict Styles: Be aware of your natural conflict resolution style and be prepared to adapt it to fit the situation. Different conflicts may require different approaches, and flexibility in your style can help resolve conflicts that seem resistant to your default mode. [Conflict Modes and Managerial Styles]

9. Explore Underlying Issues: If the conflict persists, it may be necessary to look deeper into the dynamics at play, including the influence of power and the environment on behavior. Understanding these factors can lead to more effective resolutions. [How to Deliver Critical Feedback]

By applying these strategies, you can navigate through defensiveness and work towards resolving conflicts in a constructive and empathetic manner.