Advertising
Advertising

10 Things You Shouldn’t Do To Your Children That You Think Are Acts of Love

10 Things You Shouldn’t Do To Your Children That You Think Are Acts of Love

Quite possibly, the most difficult job on Earth is being a parent. It doesn’t require any sort of licensure, schooling, or previous experience, and yet, we’re supposed to be masters at it. Not only is there no one right way to raise a child, but there are also tons of advice columns and websites offering contrasting opinions. Some long-held parenting philosophies can actually be detrimental to a child’s upbringing, such as those detailed in the following list.

1. Making your child the center of your world

Okay, newborn babies should definitely be the center of a parent’s world. As they grow, it becomes increasingly important to allow them time to grow as individuals. Not only that, but they must also come to the realization that you have a life outside of them. If you’re constantly dropping what you’re doing to cater to their needs (or more specifically, their wants), they’ll end up relying on you for everything. As they grow into young adults who are more than capable of fending for themselves most of the time, it’s important you let them do just that.

Advertising

2. Ignoring positive behavior

Children need positive reinforcement on a constant basis. For the most part, they honestly do not know right from wrong until it’s taught to them. I know in the real world you’ll never get pulled over by a cop and given money for stopping correctly at a stop sign, but you need to praise your children for a job well done — every time. Something as simple as, “Thank you so much for washing the dishes,” can go a long way. You can’t just assume your kid knows they’re doing a good job. Letting them know will build self-confidence within them, and they will ultimately end up doing good without needing praise.

3. Acknowledging negative behavior in unproductive ways

On the other hand, whenever your child does something they shouldn’t have, the knee-jerk reaction is to lay into them. While it definitely is important to respond to negative behavior and correct it, it should be done in an emotionless manner. Instead of flying off the handle, calmly state what was done wrong, remove the stimulus from the child (or the child from the stimulating area), and move on. If a child is constantly being yelled at, they will simply get used to it, and not really care whenever it happens. Being calm and rational in the face of negative behavior is the best way to nip it quickly in the bud.

Advertising

4. Not limiting behavior

You want your children to enjoy life as much as they possibly can, but as a parent, it’s your job to teach your children how to act in different situations. It’s definitely okay to put on old clothes and go splash in a puddle; however, it’s not okay to do this in your church clothes. It’s okay to talk while watching TV at home, but not while out at a movie. The best way to teach children about proper “time and place” is by demonstrating it yourself. They’ll always follow your lead, so make sure you set a good example.

5. Bending the rules or being lenient

If you have a set of rules for your household, it’s incredibly important that you always follow through with the consequences if the rules are broken, no matter what the case may be. If one parent bends the rules just once, the other will forever be known as the “bad guy”. This will cause more problems in the long run for the child, as well as the adult relationship. You have to be consistent in your punishments, or your child will learn that they might be able to get away with something at certain times, and not others. Put your foot down, and make sure they know who’s boss!

Advertising

6. Picking unwinnable fights

We all have heard the saying “choose your battles.” With children, this is of utmost importance. You should never stoop to a child’s level when a point of argument arises. Putting up a defense against a childish argument will only entice them more. Simply explain that you will not fight about whatever it is they want to argue about. It’s that simple: they want to argue, and you won’t stand for it. If they won’t eat their dinner, that’s totally fine. Eventually, they will if they get hungry enough. If they won’t do their homework, that’s fine; but there’s no Wii U tonight. Again, emotionless responses work the best to avoid escalating an already tough situation.

7. Not holding them accountable

I know we want to protect our children, and we usually see them as perfect angels. However, that’s not always the case, of course. They will cause trouble at some point in their young lives. Make sure they understand the consequences of their actions. This goes along with being consistent, but it even goes a bit farther. Look at the situation objectively. Understand that, though they are your children, their actions affect others that don’t care about them as much as you do, and will not think twice about punishing them for negative actions. Be sure to make them understand this as well.

Advertising

8. Giving in to what they want

Again, going along with staying consistent, you must never give in to their demands. In fact, children should never demand anything from their parents. No matter how much they pester you, it’s essential to remain persistent that your first ruling will be your final ruling. If you give in at some point, they’ll simply learn what your breaking point is, and skip right to it whenever they want something. If you say “No”, mean it!

9. Rewarding them incorrectly

Okay, I’m all for letting kids have some ice cream as a reward once in a while, but they can’t learn that tangible rewards come with every accomplishment. Doing so only makes them work for the reward. Instead, help them focus on how much they grew while completing whatever task they were working on. The reward should be their improvement, and the pleasure that comes from a job well done. Like I said, though: there’s nothing wrong with a little pick-me-up here and there!

10. Staying out of their lives

As children grow into adolescents, they often just want to be left alone. Unfortunately, this will simply further the divide between parent and child. While it’s important to give them space, it’s also important to be there for them, even when they say they don’t want you to be. Showing unconditional love is the best way to ensure a strong relationship with your child as they grow into an adult. They might screw up once in a while, and you might be just as upset with them as they are with you. However, these are the times you need to be there the most for your child, to ensure they grow up knowing they’ll always have your love and support.

Featured photo credit: Flickr via farm9.staticflickr.com

More by this author

7 Public Speaking Techniques To Help Connect With Your Audience 20 Little Signs You’ve Found The One 8 Signs of a Man Who Will Never Ever Stop Loving You 8 Things To Remember When Dating Someone With A Guarded Heart 14 Signs You’re Not Drinking Enough Water

Trending in Communication

1 How to Get Motivated and Be Happy Every Day When You Wake Up 2 How to Start Over and Reboot Your Life When It Seems Too Late 3 7 Questions to Ask in a Job Interview That Will Impress the Interviewer 4 If You Think You’re in an Unhappy Marriage, Remember These 5 Things 5 7 Practical Ways to Change Your Thinking and Change Your Life

Read Next

Advertising
Advertising
Advertising

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?

Advertising

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.

Advertising

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:

Advertising

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.

Advertising

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

Read Next