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15 Effective Ways Clever People Handle Toxic People

15 Effective Ways Clever People Handle Toxic People

Dealing with toxic people is something we all have to confront in our lives at one point or another. Narcissists, compulsive liars, sociopaths, manipulators, gossipers, and those wallowing in self-pity are just a few examples of toxic people. Toxic people always find a way of worming their way into people’s lives, and creating drama and anarchy in order to manipulate a social circle to suit their needs. Often they will apply a ‘divide and conquer’ strategy, in which they sow the seeds of instability, in order to make themselves seem essential to a social group. The actions of toxic people usually stems from an innate insecurity that compels them to drag people around them into their vacuous hole of insecurity and instability; not only can toxic people ruin your life and hinder your progress, but they can put you at risk of dragging you down to their level and turning you into a toxic person as well. Luckily, there are a number of ways to avoid letting toxic people rule your life, employed by clever people who have usually dealt with toxic people in the past.

1. They ignore attention seekers

Often toxic people compulsively seek attention at all costs. Even if it’s somebody’s birthday, toxic people will always find a way of making everything about them. It usually begins with small actions, interrupting people or talking over them, being unnecessarily loud or obnoxious, or acting out. Usually, if they do not get the attention they crave, their actions become more drastic,starting arguments, throwing a tantrum or acting destructively. Good social cohesion relies on everybody getting their chance to talk, joke and have fun. A social circle should never revolve around one person. If this is the case, the best course of action is to pay little or no attention to that person, and instead spend more time with the quieter and more reserved members of the group.

2. They do not trust or share secrets with gossipers

Toxic people will share deep secrets with people just to seem momentarily interesting and they will frequently judge or gossip about people behind their backs. If you meet somebody who does this, do not be fooled into thinking that they are gossiping with you because they like you or trust you. They will just as easily betray your trust. Toxic people will often talk behind somebody’s back to you in the hopes that they will agree with them. They will then go and tell the other person what you said. This creates friction between two people, leaving the toxic person in the middle holding all the cards. It’s a divisive and manipulative method of gaining friends or power in a social group. Do not take the bait.

3. They spend a lot of time with trustworthy and loyal friends

In contrast to the point made previously, clever people will develop a strong support network of loyal and trustworthy people. They know that they do not have to be everybody’s friend, and not everybody is deserving of their friendship. In turn, they reward their friends loyalty and trust by showing that it works both ways. Clever people know that true friendship and fidelity is one of the rarest and most valuable commodities you will ever have in life, and they will not allow this to be corrupted by toxic, negative and untrustworthy people.

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4. They avoid manipulative people

Manipulative people will ruin your life. They will callously manipulate your feelings in order to make you act in a certain way to further their goals. Compulsively manipulative people often have few redeemable qualities, so it is worth avoiding them altogether. In order to avoid them however, you must first recognize the signs of a manipulative person. Do you find yourself constantly feeling strong or unstable emotions when they are around; anger, irritation, sadness, or inadequacy? Do you often question why they might have said something? Do you get the suspicion that you’re being deceived? If so, it is likely that the person is trying to toy with your emotions, and are best avoided.

5. They allow liars to trip themselves up

Toxic people will often lie compulsively, not just to others, but to themselves. They will often perform mental gymnastics to convince themselves that their lies are reality. Unfortunately, lies are actually very hard to keep up. Recounting a true event is relatively easy, but keeping track of a bunch of made up stories is difficult. Liars end up exposing themselves over time, by contradicting themselves with other lies.

6. They do not get involved in petty feuds and drama

Most people like to keep arguments solely in the realms of themselves, and whoever they are arguing with. Toxic people aren’t like that, they love to air their dirty laundry in public, and when an argument breaks out, they want everybody to pick a side. It doesn’t matter if you’re involved or not, it barely matters if you even know the two people involved, a toxic person will not allow you to remain neutral. Often fights between one or more toxic people can be cataclysmic, and it’s the innocent bystanders caught in the cross fire that will suffer the most. There are six words that will save you from being sucked into the storm in a teacup that comes when toxic people argue; “It’s nothing to do with me”.

7. They stand up to bullies

This is perhaps the most important way of handling a toxic person. Standing up to bullying wherever you see it. Most decent people will help the helpless, defend the vulnerable and assist those who need it. Toxic people prey on anybody they consider to be weak. It could be somebody whose a little shy, socially awkward, or even somebody who lacks physical prowess. Toxic people will bully and take advantage of anybody who they think won’t stand up to them, which is why it’s so important to stand up to toxic people, not just for yourself, but for others around you.

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8. They ignore insults

Insults come in many forms, but the most cleverly-disguised insults are actually disguised as compliments. “I’d never have the confidence to wear that.” “You’re so funny, and you don’t even realize it!” “You’re such a nice person.” These are just a few thinly veiled insults that will leave you wondering what they actually meant, which in turn leaves you seeking approval, and finally your emotions will get affected.

9. They do not indulge self-pitying people

Toxic people will often put on a mask of helplessness in order to trick and manipulate people, or emancipate themselves from responsibility. You’ll often hear a toxic person saying that they can’t pay you back because they can’t find a job, and they can’t find a job because they haven’t got any qualifications, and they haven’t got any qualifications because their teachers mistreated them at school, etc. There is always a reason for their failure which is out of their hands, and it is always up to you to sort it out. And if you don’t, well, then you’re just the same as everybody else whose mistreated them throughout the terrible ordeal that is their life.

Some level of self-pity is totally healthy, after a nasty breakup, a death in the family or something similar, but there is always a point where you have to grow up and accept responsibility for your own destiny, because it’s nobody else’s job but yours. Self-pitying people live in a vacuous maelstrom of misery, and make absolutely no effort to effect any change in their lives. Avoiding self-pitying people and refusing to justify their apathy is not only good for them, but will stop you from being sucked into their depressing world of self-perpetuating failure.

10. They demand straight answers to their questions

Toxic people will often go out of their way to give arbitrary, vague, non-committal or misleading answers to questions. Just ask anybody whose ever been involved in the criminal justice system. The lengths a toxic person will go to avoid giving a satisfactory answer are incredible. This is done not just to withhold information, but also to prevent anybody from telling them they’ve backtracked later. The trick to getting around this is to present them with only closed questions, that is, a question with a yes or no answer. This will force them to make their intentions clear, and prevent them from playing mind games with you or others.

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11. They do not indulge narcissists

Narcissists love themselves. Or perhaps more accurately, they love the idea of themselves. They are often so deluded in their own favor that they genuinely lose touch with reality. Narcissists will often fish for compliments, often by pretending that they do not feel so highly about themselves. They will often take numerous pictures of themselves and constantly seek comment on them. The best way to deal with a narcissist is to simply ignore their insatiable appetite for gratification. You do not have to criticize them or try to make them feel bad, but by simply ignoring them, you will help to remind them that we are all human, and our lives are all equally meaningful.

12. They will tell them when they are at fault

Toxic people will do almost anything to absolve themselves from blame. Even if they are clearly at fault, they will justify their actions by bringing up something somebody else has done. Handling toxic people cleverly means telling them they are at fault, and refusing to accept their excuses. This can be difficult to do when they are being evasive, but ultimately it will help them to grow.

13. They are not won over by false kindness

There is an old African saying “Beware of a naked man who offers you a shirt.”
Effectively, it means that you cannot accept something from somebody who is in no position to give it. Namely, compliments and gestures of love. Toxic people will often try to win over certain people by showering them with compliments. This is often done because they want something from you, or you present some kind of a threat to them. You may notice that they are not nearly so complimentary of others around them, perhaps they are rude to customer service staff or abrasive towards strangers. Do not be fooled into believing that this person genuinely likes you, or that they are actually a nice person. They are just trying to get something from you.

14. They are in control of their own emotions

Toxic people will try to manipulate people’s emotions to engineer a social group to suit their needs. In order to avoid this, clever people make sure that they are aware of the emotions they are feeling, and the root causes of why they are feeling them, in order to ensure that they are the only person in control of them. This is easier said than done. Controlling one’s emotions takes years of mental discipline, so for the majority of us, it is better to avoid situations that may cause us to act irrationally, or feel emotionally unstable. For example, an argument or discussion which flares your emotions may be best carried out through written -rather than spoken- word. This gives you a chance to properly process what is being said, and provide a coherent and controlled reply, rather than an emotional outburst.

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15. They focus on solutions, not problems

Toxic people are often the first to place blame when something goes wrong. They do this to emancipate themselves from having to make any effort to right the wrong. It’s very easy to hate stuff and to blame people, but it’s much harder to make it change. Clever people will circumvent the power of a toxic person by looking for a solution to a problem, rather than just focusing on the guilty party. They will help to put something right, whether they had any part in it or not. This shows that they are compassionate, protective and loyal, and on a long enough timescale, this will always beat toxic people. Blaming somebody for a problem shows that you are afraid of confronting it; helping to resolve a problem shows real leadership.

Featured photo credit: Flikr via google.co.uk

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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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