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9 Things You Do Better Than Anyone Else If You Are Highly Emotional

9 Things You Do Better Than Anyone Else If You Are Highly Emotional

Emotion is a personality strength, touted as the “go to” soft skill and is professionally and socially desired. It is not a weakness. Are you emotional? If so, stand tall, thrust your shoulders back, and be proud because your emotional predisposition gives you an advantage at important life skills. You’ll easily relate to these facets of highly emotional people as they describe nine things that you do better than anyone else.

1. You Empathize

Emotion allows us to navigate the unpredictable and often hostile social environment. It facilitates the rational judgement of a certain situation by causing a physical reaction and creating lasting memories. Empathy is at the core of interpreting social encounters. An emotional person finds it easier to place themselves in the shoes of others, to empathize with that person. Truly understanding an opposing point of view requires empathy and conflict resolution is lost without it.

2. You Teach

Effective teachers are emotional. Teaching can be viewed in the traditional classroom sense, or in the informal situational sense. Regardless, communicating concepts effectively are easier done with emotion. Research shows that even mild emotional arousal facilitates learning. An individual who is naturally emotional injects that feeling into their conversation and effortlessly distributes their point of view.

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3. You Connect And Develop Deep Relationships

Emotional people are passionate and understand that a life laced with significance requires deep, healthy relationships. Emotional people prioritize relationships because not only do they give meaning to their own life, but also the lives of others. Shared emotion provides strong roots for a relationship to grow upon.

4. You Form Lasting Memories

Close your eyes, think back to the last funeral you attended. Now attempt to recall yesterday’s breakfast. It comes as no surprise that the funeral was easily pictured. Everything from the smell of the parlor to the clothes of the deceased was brought to light. Why? Emotion has a fundamental evolutionary adaptation.

Emotion causes memories to “stick” because it served us best to remember and learn from emotional experiences in the past. Life, death, food, and love were the only things on the mind of our ancestors. It is no coincidence that they are also the cue to spark an emotional episode. You form lasting memories because you are innately predisposed to be emotional. Emotions serve to highlight experiences and learning often depends on it.

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5. You Are Resilient

The ability to bounce back after a fall is an under-appreciated personality characteristic. Emotional people are more resilient because they are more connected with their “why.” Following a set-back, emotion drives an individual to reflect and respond. Emotion turns an obstacle into a lesson.

6. You Are A Great Storyteller

If you haven’t had the pleasure of listening to Dan Carlin’s Hardcore History Series, you are truly missing out. Carlin is a storyteller, and a fantastic one. His narratives describe pivotal events in history. Carlin’s stories are effective at conveying meaning because Carlin injects genuine emotion into the tales he tells. Emotion captivates the listener transporting them from a passive bystander to an active participator. Emotional people are better storytellers because emotion ignites their words with meaning and purpose.

7. You Achieve By Creating

Art that makes you feel is an expression of emotion and is created by an endless intrinsic drive. Creating resides deep within the identity, sharing that same space that your emotional self is found and therefore creativity and emotion are innately linked.

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Devin Westland is a young artist diagnosed with several mental disabilities which require emotion to be self regulated. Art is Devin’s outlet:

“I would have nights where it was so bad I would have to keep my eyes open just to not go insane, because the thoughts I’d seen were so powerful it was almost as if I was inside them… I have learned to deal with these problems a little better, and art truly is a therapy for my brain. It helps release these thoughts onto the canvas, and clears my mind of all the insanity.”

Art, therapy, and emotion are linked for Devin, resulting in art laden with his creativity.

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8. You Prioritize Meaning…

… over materials. Things don’t make a person emotional, memories attached to those things induce emotion. Being emotional means that you cherish and value experience over possessions. Materialistic wealth is shallow and an emotional person considers a meaningful memory priceless.

9. You Lead

Emotion is contagious. Calling others to action requires persuasion. Emotion is the vector to transmit a leader’s enthusiasm to their people on the front line. Emotion also shows decisive conviction. A confident, emotional leader will find that compliance is seamless and unquestioned. Do you think Steve Jobs was emotionally stagnant?

Viewing your emotion as a positive personality trait results in strengthening the characteristics discussed above. Remember, at its  core, emotion causes you to distill more from life making it meaningful and pleasurable.

Featured photo credit: Ed Gregory via stokpic.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!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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