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10 Signs You Might Be In A Codependent Relationship

10 Signs You Might Be In A Codependent Relationship

Codependency. Many people are not  familiar with the term codependency and are often not aware that they might struggle with it. Often a term used in recovery circles or counselling sessions, it is not usually talked about or brought up in regular conversations. The actual definition of codependency is excessive emotional or psychological reliance on a partner, typically a partner who requires support due to an illness or addiction.

In some way shape or form, everyone is codependent on another to a certain extent.  Codependency becomes unhealthy when it affects your overall mental health and happiness.

I was a part of two very codependent relationships and did not realise it until I wondered why both of my relationships ended the same way even though they were with two completely different people. After I learned about codependency and examined my motives for why I did certain things in relationships, I was able to overcome many of my codependent habits.

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Here are 10 signs you might be in a codependent relationship.

1. You might not feel complete as a person without that relationship

Often times when you are in a codependent relationship and not aware of it, the relationship can be confused as a Twilight version of true love which is actually not healthy at all. Edward and Bella’s relationship is actually the perfect example of a codependent relationship: If you feel like you cannot function without the other person around or that your life would be over if the relationship ended, that is normally a sign of emotional codependence that is often confused with “true love”. A healthy relationship is when two people that are happy and healthy on their own choose to be together because both of their lives are improved when they are together.

2. You feel the other person cannot function without you around

Many times this is true if you are in a relationship where one person caters to another and truly believes they do so much for that person, they would not know what to do without you. I truly believed that in one of my past relationships. When the relationship ended, that person was just fine without me catering to every need or request they had. Human beings in general are pretty self reliant. When involved in a codependent relationship, many times one person in the relationship is using the other to get what they want and the other is truly convinced they are needed or have to stay in the relationship for the other person. If you have ever thought about leaving a relationship but talked yourself out of it because “they won’t know what to do without me, I have to stay” – that is a clear sign of codependency.

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3. You do whatever you can to maintain peace in the relationship

This might be where the term “walking on eggshells” came from. If you are changing your actions and reactions to try and maintain peace in a relationship or your household due to another person’s outbursts or anger, this is a sign of codependency. Instead of choosing to set firm boundaries of how another person is allowed to treat you, you are actually repressing yourself as a person to try and avoid another person acting out and causing emotional harm. What is important here is what are your true motives in any given situation. Many victims of physical and emotional abuse live this way and it is probably the worst type of codependency.

4. You feel responsible for the other person’s thoughts or actions

You might feel like another person’s actions are a reflection of you. You might also feel that because they made a negative choice or decision, you are a failure. This is often true of parents and their children or people in dysfunctional relationships. In these types of situations it is important to realise that we are responsible for our own thoughts, actions and reactions and no one else’s. If we ever feel emotionally responsible for the choices someone else is making and it brings us anxiety or worry, that is a clear sign of codependency. I felt this way for a long while until I realised that no matter what I do or say, the other person is going to make their own choices even if they are not healthy ones. My only responsibility with another person’s actions is how I choose to respond and what I am willing to accept in the relationship.

5. You allow their decisions and behaviours to emotionally affect you

This is similar to number 4, yet different. This is typically described as a martyr role. If you continually experience anger, worry, anxiety or guilt from another person’s choices, that is a clear sign of codependency. If you worry about another person’s feelings or emotions because of a situation they are going through, that is codependency. When you allow what another person says or does to emotionally affect you, that is not a healthy relationship. When what another person says or does causes you to act out in anger or your addition, that is codependency. I experienced this many times until I was able to take a step back and realise that I have a choice of how I allow someone else’s words or actions to affect me. Often times when codependency is modelled in childhood and growing up, it is harder to break those habits but it is possible. The first step is focusing on yourself instead of the other person and accepting that you are only responsible for you. It is not our responsibility to own other people’s feelings, emotions or decisions.

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6. Your self worth is wrapped up in the relationship

At one time I believed that I was only worth something if I was in a relationship. I was afraid to go somewhere alone for fear of being judged. I believed that I was someone because someone else loved me. I sometimes believed the person I was with was an extension of me. In many ways I had lost my own identity in the relationship and felt almost too emotionally connected to them as well. When you begin to live life for another instead of doing life alongside of someone, codependency can slowly grow and cause an unhealthy balance in the relationship. Once you are perfectly accepting of yourself and who you really are, you can be happy alone or in a relationship. Once you realise that, your self worth begins to grow and relationships begin to improve.

7. You have little or no boundaries with how the other person in the relationship treats you

Sometimes the prospect of being in a relationship where you are not treated the best is still better than being alone. Often times it is easy to stay in a relationship that has turned into a draining one instead of ending the relationship. Many times people are afraid of the unknown or being alone, so they stay.  If you currently deal with any issues like emotional or physical abuse it is time to evaluate and ask yourself if you actually deserve a relationship that is currently causing you harm. We often get in our lives what we allow. If we set hard and direct boundaries with consequences for negative behaviour, we then protect ourselves from further harm and gain the strength to walk away from harmful situations even if it means ending the relationship.

8. You feel that your negative relationship issues are the other person’s fault

This statement is often a hard one to swallow. For true victims of domestic violence, often times the majority is the other person’s fault but we still have the power to stop that behaviour by walking away.  In my relationships, I was not the drug or alcohol abuser so I believed there was nothing wrong with me. I was the victim because that person continued to destroy the relationship because of their actions or addictions. I was a blamer, and I did not want to take responsibility for the part I played in my past negative relationships. I was in a lot of denial about the truth of my past situations. Once I took ownership for the way I acted to every negative situation I was presented with, I was able to slowly change. I eventually realised I had a choice to stay on a roller coaster of addiction with my past partners, or I had the choice to get off. Once I set hard boundaries with the other person as to what I was and was not willing to accept, it became easier. The other person’s refusal to get help or improve their situation ultimately ended the relationship. When I set boundaries it was easier to handle that relationship ending because it was the other person’s choice to choose their addiction over getting help or working on the relationship.

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9. You are extremely loyal in the relationship and often remain in harmful situations too long

This is often found in abusive relationships. With abuse, control is a huge factor in the relationship and along with fear or even threats, often the victim stays because they believe their abuser will follow through with those threats. Other times, it is a negative situation or relationship that may not be that severe. It could be a relationship where many years have been invested and they feel stuck or even believe that their life will always be wrapped up in chaos and negativity. The truth is, we have the power to choose how people treat us. If every woman experiencing domestic violence knew that they had to power to say no, true change could happen. When we invest time and energy into a relationship that is not a positive and enriching one, it is time to move on. Leaving the situation does not always have to be the answer if both parties are truly willing to work on the relationship together by tracking and encouraging positive change.

10. You feel it is your responsibility to “fix” everything for them

I was a fixer. If something went wrong or my partner screwed up, I was there to swoop in and cover it all up or at least do my best to try. Some parents who have children wrapped up in addiction have the fixing problem. For a while, I truly believed I had to stay in the relationship to save that person from their addiction or issues. I often believed I had the power to force people to change their bad decisions, but in fact that was all a lie. I cannot fix anyone but myself. Once I realised that I was harming the situation by allowing that person to continue to make bad decisions without having hard consequences, I stopped fixing and stopped allowing them to continue to act out in their addiction with me around. Instead, I took a step back and focused on myself.  Eventually I realised I had no control or power over the situation and I decided that it was time to get out of the chaotic relationship I had chosen to be a part of. The decision was not easy but it was the best one I could make for my emotional health and sanity.

Featured photo credit: Nick Fuentes via flickr.com

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Wendy Redden

Digital Advertising Account Manager, Music Blogger, Freelance Writer

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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