There can be several reasons why some people might get angry or defensive when asked for proof or examples. Here are a few possible explanations:
Feeling Attacked: When someone is asked for proof or examples, they might interpret it as a challenge to their credibility, knowledge, or integrity. They may feel like their words are being questioned, leading to defensiveness or anger as a natural response to protect their self-image.
Lack of Evidence: Sometimes, people may not have the evidence or examples readily available to support their claims. This can make them feel frustrated or embarrassed, leading to an angry reaction.
Fear of Being Wrong: Asking for proof or examples can expose the possibility that someone might be mistaken or misinformed. People might become defensive because they fear being perceived as wrong or unreliable.
Insecurity: If someone lacks confidence in their knowledge or abilities, being asked for proof or examples can trigger feelings of inadequacy, which may lead to anger or defensiveness.
Perceived Disbelief: People might feel that the request for proof or examples implies that the other person doesn't trust or believe them. This perception can cause frustration and anger.
Emotional Investment: In some situations, individuals might be emotionally invested in their beliefs or statements. When asked for evidence, they may feel as though their deeply-held beliefs are being challenged, resulting in a defensive reaction.
Communication Style: Different individuals have varying communication styles. Some may find direct requests for proof or examples confrontational, leading to negative emotional reactions.
Previous Negative Experiences: Past negative experiences in discussions or arguments where proof or examples were demanded might make some individuals sensitive to such requests in the future.
It's essential to approach conversations with empathy and understanding. When asking for proof or examples, do so respectfully and be open to the possibility that the person may need time to provide the information or may not have it readily available. Avoid making judgments or assumptions about their intentions, and focus on maintaining a constructive and open dialogue.