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8 Ways to Really Help a Friend in Need

8 Ways to Really Help a Friend in Need

When a friend is going through a difficult time, it’s natural to want to help, but it’s not always easy to know how. Think about occasions where you’ve been in need yourself – what did your friends do? What did you find the most helpful? Some friends may have kept their distance and perhaps you felt hurt by that, but it could be that they really didn’t know what to say or do, or they simply assumed you would ask if you needed anything. It can be hard whichever side you’re on, whether you’re the one needing help, or the one offering it.

Here are eight ways that you can really help a friend in need.

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1. Be Specific in Your Offers of Help

Vague comments like “Let me know if there’s anything I can do” are not likely to be taken up. Most people find it hard to ask for help, so telling them to let you know if they need anything is putting the onus back on them to ask. Often when people are going through difficult times, even everyday tasks can feel too much. So aside from offering them a shoulder to cry on, think about what practical help you can offer, and suggest specific things. For example “I’m going to the supermarket now, would you like to give me your list and I can pick up some things for you while I’m there?” Specific offers like that are more likely to be taken up.

2. Don’t Force Your Help on Them

Offer your help, but if they decline, then accept that. If you keep insisting you might make them feel worse. It may be that they have never really needed help before, or have been brought up to believe that they should be able to manage, no matter what. Or maybe they genuinely don’t want or need your help. That doesn’t mean you don’t offer to help again, it’s simply about being sensitive, and respecting what they say about their needs at the time.

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3. Only Offer Help That You Are Genuinely Able to Give

Think carefully about what help you offer. In a hasty moment when your friend is very upset, it’s normal to want to make everything alright for them, but reflect a little about the realities of what you’re offering before you open your mouth. Not following through on what you’ve offered, or doing something grudgingly, is worse than not offering at all; your friend will feel let down, and you will feel wretched.

4. Don’t Assume You Know What’s Best For Them

However they are struggling, your friend that is suffering is still an adult and needs to make their own decisions. When people are going through difficult times, they may feel that much of what is happening to them is out of their control. If you attempt to take over everything, you’re adding to their loss of control. What might have been the best thing for you when you were going through a difficult time isn’t necessarily what is best for them. Be guided by them, if they want you to take charge of things, or make decisions for them, then fine, but that’s their choice not yours. The exception to this is if you are concerned that they may harm themselves, or others, in which case you will probably need to seek appropriate help for them, even if they don’t want it.

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5. Remember That Small Thoughtful Gestures Go a Long Way

You may be limited in what you can do to help because of your own commitments, or for financial or geographical reasons, but don’t underestimate the value of small gestures. A card in the mail to let them know that you’re thinking of them can mean a lot, or a voicemail message to remind them you’re at the end of the phone if they want to talk is great for the friend to have. Perhaps you could do a bit of research on organizations or support groups that may be able to help, and email those details to your friend. Whatever your own situation, there will be small thoughtful things you can do to help which will probably be of greater value than you imagine.

6. Be Someone They Can Trust

Avoid sharing details of their situation with other friends unless they have given you permission. Your intentions might be good in talking it through with others, but your friend may have been telling you things in confidence, and will then feel you have broken their trust. They don’t need the added burden of feeling hurt and let down by you on top of whatever else they are going through.

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7. Listen More Than Talk

If you’re usually more of a talker than a listener, now is the time to hold back. Avoid repeatedly giving your opinion on their situation unless they ask for it. Be guided by them, they may want to just offload to a sympathetic ear, or they may want you to offer suggestions. It’s best if you can keep your own emotions under control, you may feel upset or angry about what your friend is having to deal with, but you will be more help to them if you can remain calm as you listen. This will help them feel that you are dependable and a rock for them.

8. Help Them to See a Brighter Future

Depending on their situation, your friend may be finding it hard to imagine a time where they won’t feel like they currently do. Gently help them to look beyond that by giving them things to look forward to, simple things like an evening out. When you feel they’re ready, begin to talk positively with them about plans for the future. Again, be guided by your friend here, if they seem open to what you’re saying, then go with it, if they shut down then back off and try again another time. The most important thing is for them to know that you are there for them, now, and as they move forward into the future.

Featured photo credit: Talk/Matus Laslofi via flickr.com

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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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