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15 Differences Between Positive People And Negative People

15 Differences Between Positive People And Negative People

As you know, it is a drastically different experience being around positive people versus negative ones. If you are striving to be more positive yourself, here are 15 ways you can do so:

1. “Failure is part of learning.”

Positive people view failure as an opportunity to learn and get better. They understand that failure is an event, and doesn’t define who they are. Negative people are emotionally disabled by failure because they allow it to define who they are. They fail to understand that it’s part of the learning and growing process.

2. “I can do hard things.”

Positive people love to be challenged. They understand that there is no growth without struggle. Positive people embrace difficulty, and look for ways to overcome them. Negative people love the easy road. Because obstacles increase the likelihood of failure, they try to avoid them like the plague. To negative people, hard times don’t make you, they break you.

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3. “I always give my best.”

Positive people focus on giving their best effort, regardless of the situation. They understand that there are many things they cannot control, but effort is not one of them. No matter what, the positive person strives to give their best — even if it isn’t much. Negative people want things to come easy to them. If they have to try hard, they believe they just aren’t good at it and give up. They are more likely to give their absolute best if they know people are watching them.

4. “She is inspiring!”

Positive people are inspired by the success of others, they look at those who are excelling and ask themselves the question, “What can I learn from them?” Negative people become jealous and threatened by the success of others. To negative people, when others succeed it means they are failing.

5. “What can I do better?”

Positive people embrace feedback. Because they are always striving to get better, they are open to learn anything that will enhance their skill set. Negative people get offended when they receive correction or feedback. Instead of seeing it as means to improve, they interpret feedback as a sign of their incompetence.

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6. “I give power to what I focus on.”

Positive people focus on things they can control. They understand that their happiness is dependent on how they choose to respond to what happens to them. Positive people believe that they give power to what they focus on, so they use it wisely. Negative people center their focus on things they can’t control. For example, they ruminate over past conversations, beat themselves up on past mistakes, and allow their fear of the future to stop them in their tracks today.

7. “People can change.”

Positive people know that the only thing that doesn’t change is change. They believe that they can change, and that other people can change. Negative people believe that people are fixed; therefore, they don’t try to improve because they believe, “What’s the use?” Additionally, negative people don’t allow others to change. Once a negative person puts a label on something, it’s very difficult for them to see it in a different way.

8. “I still have a lot to learn.”

Positive people love to learn. They understand information evolves, and what used to work 10-years ago, might not be effective today. Negative people believe they know it all, and are less likely to welcome new information if it contradicts what they believe. They care less about what’s right, and more about who’s right.

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9. “Let’s go big!”

A positive person isn’t afraid to swing for the fences because they don’t fear striking out. A negative person not only thinks small, but they also try to convince others that their dreams and aspirations are too big.

10. “Have you heard about [insert name]?”

Positive people build others up when they aren’t around. Negative people tear people down to make themselves feel good.

11. “I am my own worst enemy or best friend.”

Positive people have effective self talk. They are aware of the story they tell themselves, and don’t allow their own thoughts to discourage them. Additionally, they are realistic with their expectations. Positive people don’t feed themselves lies about their weaknesses or how difficult the situation is. Instead, they tell themselves what they need to do to succeed. Negative people are their own worst enemy. They struggle to see the bright side of anything, even if they are successful. They are also masterful at focusing on all the negative aspects, and diminishing their own confidence.

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12. “What is my body saying?”

Positive people carry themselves like champions. They are purposeful in the way they interact with people and their facial expressions show positivity. Negative people carry themselves small. They hang their heads, and look down. Just by looking at them, you would think they are mad, sad, or indifferent — definitely not happy.

13. “Teamwork makes the dream work.”

Because they are team players, positive people will get behind and support ideas that are not their’s — even if they might disagree with it. Negative people have a hard time fully supporting ideas they feel won’t be successful. When an idea that wasn’t their’s doesn’t succeed, they are sure to give their teammates the “I-told-you-so” expression.

14. “What’s the bright side?”

Positive people have an attitude of gratitude. They can see the good in a situation, and don’t take things for granted. Negative people struggle to see the silver-lining in difficult situations. They don’t often take the time to stop and notice the positive aspects of a situation.

15. “You’re so good!”

Positive people like to spread positivity. They pay close attention to when others do well, and they are quick to tell them. Negative people say, “Why would I compliment people for things they are supposed to do?” What they don’t understand is, it’s not about the compliment, it’s about showing the other person that you notice them. A simple compliment can strengthen relationships and motivate the person to do even better. Positive people don’t underestimate the power of encouraging words.

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!

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Featured photo credit: Amy Hirschi via unsplash.com

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