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9 Things To Remember When Dealing With An Addicted Loved One

9 Things To Remember When Dealing With An Addicted Loved One

The World Health Organization estimates that 76.3 million people struggle with alcohol use disorders which contributed to 3.3 million deaths per year worldwide. In 2008, it was reported that 155-250 million people abuse substances other than alcohol. In 2009, there were over 37,000 deaths in the US alone where drug abuse was the primary cause of death.

Sadly, addiction affects millions around the world and not just the ones that struggle with addiction, but the family members that are desperately hoping for their addicted loved one to one day find sobriety. I have experience in this area and am sharing what worked for me so that I could keep my life manageable while dealing with an addicted loved one.

Since we do not live in a perfect world, nor do we have a cure for addiction, here are 9 things to remember when dealing with an addicted loved one. We wish this list had the secret ingredient that would lead the loved one to permanent and positive change. This list focuses on healthy ways the family member can choose to deal with their addicted loved one.

1. We Can’t Control It

I have learned this from experience – we cannot make others do anything in life. We are only responsible for ourselves and our own actions or reactions to any given situation. I tried everything – hiding keys so the loved one wouldn’t leave, withholding money so they couldn’t spend it on drugs and alcohol. I even tried verbal threats, ultimatums and shaming them for their choices and actions yet none of those things prevented them from heading right back into their addiction.

My addicted loved one still found a way to relapse or use again regardless of my actions. Once we realize we have no power over anyone else it is easier to accept the situation and evaluate what changes we need to make for ourselves.

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2. We Didn’t Cause It

I spent many nights believing I had some part in their decision to go out and abuse drugs or alcohol that day or that night. Was is something I did or said?  I believed that it was my fault for their actions or decisions. I put unnecessary guilt and blame on myself for believing that it was because of me that they gave into their addiction again.

It is important to remember that we are not to blame and that we did not cause our loved one’s problem with drugs or alcohol. Sometimes the addicted loved one will attempt to blame us for their actions and decisions but please remember it is not our fault. We didn’t cause it, nor can we cure it.

3. We Can’t Fix It

If we could somehow say or do something to fix our loved one’s problem with addiction, then addiction wouldn’t be so widespread. I tried everything under the sun to get the outcome that I wanted (my loved one in sobriety/recovery), but I realized that I was not going to be the one to fix them or change them.

There is a fine line between helping your loved one out of a sticky situation because of the consequences of their addiction and continuing to enable their addictive behavior. I used to be the fixer by bailing them out of jail, trying to cover up for their mistakes due to their addiction. When we finally realize that our part in trying to ‘fix’ the situation is actually doing more harm than good, we are able to make the necessary changes in our lives and focus on ourselves instead of our addicted loved one. Instead of trying to ‘fix them’, we need find out what our responsibility is going to be in terms of their addiction.

4. We Don’t Have To Take Part In It

It is common for loved ones to believe they have nothing to do with their family member’s addiction because they aren’t the ones providing the drink or the drug, but they are allowing the behavior to continue (especially if their loved one lives with them). If you have no consequences for a loved one that is living with you that struggles with addiction, you are essentially condoning their behavior and enabling their addiction to continue.

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If your addicted loved one believes that their choices towards addiction is not really affecting others, why would they ever change? Once we decide to no longer contribute or enable our loved one’s addictive behaviors, we are able to create a more peaceful environment for ourselves.

What we allow in our relationships is what will continue. It is up to us to decide what we will and will not accept in any given situation or relationship regardless if that person is our spouse, boyfriend, mother, father, sister brother, son or daughter.

5. We Can Avoid Insanity

Insanity is described as doing the same thing over and over again but expecting a different result. If you have tried the same threats, fights, shaming and guilt over and over again yet expecting something to change – you are essentially living in insanity.

I lived in my own insanity for a long while until I realized I have the power to either stay on the roller coaster that was my loved one’s addiction or choose to remove myself from the chaos that addiction brings.

Many times that means leaving the relationship. Some may call it tough love but it can also be called getting out of insanity. Finally we can be at peace knowing we gave our loved one numerous opportunities toward positive change and their decision to seek out or reject sobriety is completely their own.

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6. We Can Set Healthy Boundaries

Setting a healthy boundary is about protecting yourself from further chaos or emotional harm. Many times your loved one is so wrapped up in their addictive behaviors they will see a boundary as being “told what to do.”  But a boundary is really nothing more than you stating what you will and will not accept. Once consequences are set up, if your boundaries are not respected, you must be ready to plan for different outcomes.

Setting a boundary is easy, but following through with the consequence is more challenging. When setting a boundary, keep it factual and to the point. Use When You choose to leave and stay out all night drinking and not answering your phone, I Feel disrespected, ignored, abandoned and once again lied to as you said this wouldn’t happen again. I Want you to explore getting into a recovery program and seeing a counselor or I will consider all of my options including leaving the relationship or asking you to leave (if your loved one lives with you).

Be firm, set a time frame and let go of the outcome. A boundary is not a “hope” that this will make your addicted loved one change, it is about protecting your own emotional health and leaving the decision up to them.

7. We Can Be A Part Of The Solution

We need to love our addicted loved one no matter what. We can still set firm boundaries and reinforce that we care about them. We can be encouraging and forgiving – addiction is a disease. We need to verbalize that they do have the power to overcome and that it’s never too late, they might just need help from a 12-step recovery program or a counselor to get there.

Many addicted loved ones feel hopeless and helpless in the middle of their addiction and by continuing to direct our anger or negativity at them because of their decisions does not help the situation. We can reinforce that we will always be a part of the solution to end their addictive behaviors. But we will not be a part of the problem any longer by enabling or accepting their choice to continue to abuse drugs or alcohol. We will always support them and remember to let them know they are still loved. We, however, do not love the choices they are making.

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8. We Know It Won’t Always Be This Way

This statement comes with a preface. It might actually always be this way if you continue to allow the addictive behavior to continue if you are involved with your loved one on a daily basis. If hard decisions are made and relationships are altered in the hopes of your loved one seeking out help, it is worth it.

Many in recovery had to reach their true “bottom” where they had nothing else to focus on but themselves and their addiction. When we allow the behavior to continue by minimizing the situation or making excuses for why our addicted loved one continues to abuse drugs or alcohol, we lose.

The real truth is being a part of the continued addiction is only causing more harm than good for the addicted loved one. They could either end up in jail due to drinking and driving or worse, dead because of an alcohol related car accident or a drug overdose. Drug and alcohol addiction is a serious issue and everyone involved with an addicted loved one should take the necessary steps to encourage recovery and positive change.

9. We Can’t Lose Hope

No matter how hopeless the situation may seem it can always improve. If you feel emotionally affected by your addicted loved one’s actions, seek out help. If you feel consumed by their addiction, there are many 12 step support groups that just focus on helping the family members who are affected by an addicted loved one. When you know you are not alone and others have the same concerns and issues as you do, it helps. Once you accept that you can do nothing to make your addicted loved one sober and focus on yourself first and foremost, healing begins.

There are ways to make your life more manageable because of your addicted loved one. The key lies with focusing on yourself. Things can get better once you let go of the situation and allow your addicted loved one to find their path to recovery on their own – for themselves and no one else.

Featured photo credit: Charles Bernelas 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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