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10 Tips for Raising a Child with High Self-Esteem

10 Tips for Raising a Child with High Self-Esteem

Every parent dreams of raising a child who is confident but not cocky, who is self-assured but sensitive, and who feels empowered to make choices and follow their passions. Even if, as parents, we suffer with low self-esteem ourselves, there is much we can do to enable our children to learn to love themselves and to be an active participant, rather than an observer, in their own lives.

1. Start with you

Our children learn far more from what we do rather than the lessons we try to teach them. In the way we conduct ourselves each day, we teach our children how to be. We act as role models and inspire our children. So if we model high self-esteem, our children are more likely to develop high self-esteem too. For those of us with low self-esteem this can make us worry that we’re doomed to pass on feelings of self-doubt and negativity to our children, but that needn’t be the case. Whilst we can’t fundamentally change our personalities overnight, we can think carefully about the way in which we portray ourselves each day. We can think about what we choose to say aloud. We can make a conscious effort to present the best version of ourselves.

When we’re struggling with issues of self-negativity, a good way to redress the balance is to try and see yourself through your child’s eyes. When they are young, kids tend to adore their parents unconditionally. Don’t question it, embrace it, and try to channel the parent your adoring child sees whenever self-doubt creeps in.

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2. Tackle negative self-talk

When we talk badly about ourselves, it reinforces low self-esteem. Again, we should start with ourselves here and make a conscious effort not to talk badly of ourselves. It’s remarkable how often self-critical phrases creep in when you listen out for them. Additionally, any time we hear our child talk negatively about themselves, we should question it. Ideally we should not just dismiss their concerns, but rather provide evidence to the contrary, or balance negative self-talk with meaningful compliments.

3. Give feelings names

When we struggle with difficult thoughts and feelings, it can really pull down the way we feel about ourselves and our place in the world around us. When we give these feelings names and are able to explore them, it can help us to understand and manage them, reducing their impact on how we feel about ourselves. Help your child to understand the different ways they feel, both physically and emotionally, so that your family has a shared language for both positive and negative experiences, which will enable open sharing and support.

4. Listen

As well as helping your child to name their feelings, you need to give them an opportunity to talk about them. This can work best if we get into a habit of listening early on. If we build listening into our daily routine, our child gets used to being heard and will more readily share with us at specific points each day. This will enable us to understand what’s going on in our child’s life as well as tackle difficulties and misconceptions early on before negative thoughts and feelings become entrenched and embedded.

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5. Be a stable base

Whether your child is a toddler or a teenager, they need a stable base from which to explore the world. They need to understand the rules you set and be able to predict likely outcomes from their actions. They need to be able to rely on you to look out for them and to support them. Once they know that they can rely on you, they’ll be ready to walk away and become more independent and self-assured.

6. Let your child spread their wings

Watching our children grow more independent is one of the most nerve-wracking things we ever go through as parents. However, if we want our children to develop self-confidence and assurance, we need to have the confidence to let them go. We can’t live their lives for them, we need to provide them with the tools and encouragement they need to go out and take risks, make mistakes, and reap the rewards of starting to find their own place in the world.

7. Celebrate uniqueness and diversity

Show tolerance of others in all that you say, and celebrate what makes each member of your family unique. Never expect children to live up to expectations set by siblings, nor to fulfill your own childhood dreams. Instead, help them to develop their own skills and talents and enjoy these individual differences.

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8. Empower decisions that have impact

Let your child see that they make a difference in your family. Talk to them and listen to what they have to say. Invite their opinions on decisions both big and small, like what should we eat for dinner? Where should we go on holiday? Also, be prepared to listen to and act on their answers. This way your child learns that their view is valued and that they can be an active participant in family life.

9. Be honest about your mistakes

There are few mistakes we cannot learn from. You teach your child a far more valuable lesson when you hold your hands up and say you got something wrong. They can look for the learning there, better than when you try to portray an image of perfection each day.

10. Don’t forget to say “I love you”

Finally, we need to remember to show and tell our kids that we care about them. As parents, the love we feel can overwhelm us. It might seem impossible that our children could fail to know that they are loved; however, you should never assume your child knows how much you love them. Instead make an effort to show  it and say it out loud. We all know how good it feels to be loved. This is no different for a child. Actually, it can be an important bedrock of self-esteem, as well as making family life just that little bit more pleasurable each and every day.

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Featured photo credit: Let’s do – Latteda via albumarium.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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