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16 Reasons Why The Middle Child Is Awesome

16 Reasons Why The Middle Child Is Awesome

Ahhh, the middle child. Stuck between the siblings, the middle child is often stereotyped as being overlooked during childhood. However, middle children have awesome characteristics. Your life has no doubt been influenced by amazing people who are middle children. Birth order suggests that middle children have wonderful, unique traits and a very important role in the family.

Here are 16 reasons middle children should be celebrated:

1. They are friendly.

Middle children have been shown to be more friendly and are seen as highly sociable. They know how to strike up conversations with anyone. This isn’t surprising. Throughout their childhood, milddle children have learned to communicate effectively with older and younger siblings.

2. They are killer negotiators.

Middle children learn to negotiate from a young age. They had to convince older siblings to share toys with them, play games with them, and go along with their ideas. Middle children learn exactly what to say to get what they want from someone bigger and more powerful than they are. They are amazing negotiators and can smooth-talk their way out of any situation.

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3. They keep the peace.

Middle children are caught between the typically type-A eldest child and the frequently rebellious youngest child. They balance out the striking differences between their siblings. Since they’re caught in the middle, they tend to “see things both ways” and help maintain harmony in the family. And let’s be honest; what family doesn’t need someone to maintain some sense of harmony?

4. They speak highly of others.

This goes along with keeping the peace. Since middle children grow up in the role of seeing things both ways and maintaining harmony in the family, this can translate into being positive and “seeing both ways” in other areas of their lives. My mom is the middle child in her sibling group, she always speaks well of others. Not once in my life have I ever heard her speak ill of another person. She is representative of a middle child’s ability to be positive at all times.

5. They are agents of change.

According to a psychologist Catherine Salmon, studies suggest that middle children are more likely to ‘become agents of change in business, politics and science.’ Bill Gates, Julia Roberts, and John F. Kennedy are just a few of the many famous successful middle children. Don’t sell a middle child short when it comes to ideas and pushing change, even in small settings like your family unit.

6. They have an excellent work ethic.

Middle children naturally have a strong work ethic. They don’t typically get a lot of brand new items, unlike their older siblings. Parents frequently read and teach the oldest child incredible amounts of information. Once the middle child comes along, parents tend to work on academic skills less, because they are busy now taking care of more than one child. And middle children can’t get away with everything; often parents aren’t as lenient on the middle children as they are the babies. Therefore, middle children have their work cut out for them. They learned at a young age that they have to work for everything. Since middle children have to work for everything, many of them have an incredibly strong work ethic.

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7. They are trustworthy.

According to a study of birth order characteristics, middle children are more faithful in relationships. Can’t get much better than that!

8. They are independent.

The middle child didn’t receive the undivided attention that the firstborn did from parents. Also, the middle child has to learn to entertain himself while the parents tend to the baby of the family. From a young age, middle children learn to be independent.

9. They pick their battles.

Middle children don’t get worked up about little things. They’ve seen it all from a young age: school-age drama from older siblings, temper tantrums from the babies of the family, and trial and error from the rule-breakers of the family. Middle children have been onlookers into the chaos and drama of their siblings’ lives, and they’ve learned to let small things go.

10. They make well-calculated decisions.

Middle children have the benefit of watching older siblings blaze the trail. They know what could potentially rile up Mom or Dad and what actions will likely not get them into trouble. Since middle children likely know what consequences they’ll face by acting certain ways, they put thought into their actions.

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11. They are compassionate.

Since middle children are caught in the middle of the sibling group, they see all sides of every situation. They’ve learned to understand others’ opinions. Even if they don’t entirely agree with someone’s logic, they are respectful, understanding, and compassionate.

12. They know how to party.

The middle child grows up trying to keep up with the older sibling and his friends. Later in life, the middle child tries to stay young like the younger sibling and her friends.This is the middle child’s chance to be the fun older sibling!

13. They are easygoing.

Middle children have the benefit of not being the “guinea pig” of their parents. Once the middle child comes around, Mom or Dad has already practiced and learned parenting skills on the older child! Middle children are raised by parents who are not pushing them incessantly to reach every developmental milestone ahead of time. Parents don’t freak out every time the middle child potentially touches a germ. Overall, parents tend to be a little more relaxed with the middle child.

14. They are patient.

Middle children spend a lot of childhood waiting. They wait while their younger sibling is being fed. They wait while the baby’s diaper is being changed for the 8th time that day. They wait for baby to wake up from a nap, so they can play with their loud toys. Middle children also wait for the older child. Middles get dragged along to older siblings’ events all the time. They wait to get bigger; they are frequently told, “You can do that when you get bigger like your older brother.” As middle children grow up, their patience serves them well. They don’t panic if things take longer than expected.

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15. They see the “gray” in the world.

Middle children have learned to listen to a variety of viewpoints from siblings. They know that the world isn’t always black and white. Middle children understand that there is “gray” in the world and not every single concept is either right or wrong.

16. They cheer for the underdog.

The middle child knows what it’s like to live in the shadows of an older sibling. They identify with the underdog and will do everything like rooting for the team that isn’t favored to wanting to hire the less qualified but enthusiastic candidate for the job. Middle children have trouble getting past this underdog mentality.

What parents can do:

Obviously, the above list is full of stereotypes and much of this article was written for fun. Not every middle child boasts all of the above qualities, just like not every firstborn has a type-A personality, and not every baby of the family is rambunctious. As a parent, here are some ways you can help each of your children thrive in their unique personalities:

  • Get to know your child. Truly get to know them. Take note of their likes and dislikes. Help your child discover strengths and weaknesses.
  • Give your child frequent opportunities to learn new things. If they seems to show an interest in something, build on it.
  • Give each child your undivided attention. This can be difficult, especially if you are raising a house full of littles. Do the best you can to share special moments every day with each child – a conversation, a secret handshake, or a wink can go a long way. Throughout the day, sprinkle in some extra little things that make each child feel special and loved.
  • Occasionally, set aside an entire day to spend with each child alone. This can be an amazing time for both of you.
  • Ask your children if they feel you listen to them. Ask them if they feel loved and appreciated. Be prepared to change your behavior if the answer isn’t one you hoped for.
  • Tell your children how incredible they are.

Featured photo credit: CL Society 201: Woman profile/Francisco Osorio via flickr.com

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Dr. Kerry Petsinger

Entrepreneur, Mindset & Performance Coach, & Doctor of Physical Therapy

Feeling Stuck in Life? How to Never Get Stuck Again How to Find the Purpose of Life and Start Living a Fulfilling Life Don’t like your job? Here are some solutions. How People Make Decisions That Are Bad For Them How to Have a Successful Career and a Fulfilling Personal Life

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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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