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5 Reasons Why People Who Cry A Lot Are Mentally Strong

5 Reasons Why People Who Cry A Lot Are Mentally Strong

Unfortunately, not all emotions are created equal.

The most widely accepted emotion, happiness, is a sign of confidence, security, and success, among other things. Even if we have to “fake it till we make it”, we’ve been told expressing happiness is a sure way of gaining close friends and admirers.

Fear is perhaps the most applicable emotion, as everyone has felt it in some regard. We’ve all been scared of something before: leaving a job, asking someone to marry us, confronting a friend about something they did to upset you. And considering the daily fear mongering by mass media outlets, fear makes a strong case for the most felt emotional sensation.

Anger, though rarely welcomed, is another emotion many of us feel and practice daily. Be it in the midst of heavy traffic, at your child for breaking a prized vase, or at an incompetent coworker, anger is, again, widely accepted as a completely normal emotion.

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Disgust is highly suggestive and, for the most part, remains internalized but is still regularly felt. When disgust is expressed, in most contexts, it’s usually accepted and sometimes agreeable.

Sadness, however, is in a league of it’s own, much like in the new feature Pixar film Inside Out. Sadness seems to be alienated, picked on, and persecuted when expressed fully. Outward expressions of sadness such as droopiness of the body and face, slumping, and crying are considered signs of weakness and insecurity. It’s unfair that our culture puts sadness in such a tight box. It’s damaging, unhealthy, and downright unfair to the human life experience.

People who aren’t afraid to express sadness, in fact, are far more mentally healthy than those who suppress it. Here’s why:

They aren’t afraid of their emotions.

If you were overwhelmed with joy, would you hide a smile? If you saw the innards of a squished squirrel while running or biking on the side of the road, would you not grimace? If you had an awful day at work and your unemployed roommate drank your last ice cold beer that you’d been looking forward to all day, would you not be pissed off? If you were trying to find a light switch and didn’t think that your boyfriend was in the room, lurking, waiting to scare you thinking it would be funny, would you not be terrified when he jumped towards you and yelled?

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So if you’re sad, why wouldn’t you cry? Why wouldn’t you slump around? Why wouldn’t you give yourself the right to be sad?

People who ignore sadness cheat themselves out of an important facet of life. Sadness, or crying, isn’t a sign of weakness, it’s a sign that you’re a human and have feelings beyond what you’re told is appropriate to show in public.

They understand the healing properties of tears.

Much like a spit valve releases saliva from a trumpet, your tear ducts releases stress, anxiety, grief, and frustration from your brain and body. It’s soul cleansing, mind enriching, and goosebump inducing, almost acting as a drain for the buildup of negative emotions that result from stress. The healing properties of tears aren’t just restricted to sad tears, either, but happy tears as well. In either case you’re dealing with extreme emotion. Allowing that extreme emotion to back up and stay in the body can be very dangerous both physically and mentally.

Beyond improving move and reliving stress, crying, specifically tears, have scientific benefit because they release toxins, help improve vision, and can kill 90 to 95 percent of all bacteria in just five to 10 minutes.

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They know how therapeutic crying can be.

Recent psychological studies have determined that crying stimulates our brain’s endorphin release, the “feel-good” hormones that also act as a natural pain killer. Crying also lowers manganese levels, a chemical that, when overexposed to, can exasperate the brain and body.

Even though the problem may still persist after you’ve cried it out, there’s no doubt that the act of crying allows for an overall release of bad emotion even if momentarily. This allows us to think clearer about the problem and not be so overwhelmed by it.

They don’t care about gender roles or societal expectation.

Crying is stigmatized for both sexes. If she cries it’s because she’s unstable or a wreck or, the most delusional conclusion, needs attention from others. If he cries, he’s a pansy, a wuss, or, my personal favorite, not manly enough. All of these generalizations encourage both sexes to submerge their sadness to the depths of their soul.

Though it’s an uphill battle that can only be won an inch at a time, we’re working tirelessly to break down social constraints that hang heavy over both sexes. Those who allow themselves to be sad in public are not only brave, but also activists for an emotionally healthier society.

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They invite others to not run from their feelings.

I like to cry. Or rather, I don’t let myself not be sad when I feel sadness. We are all working to overcome some sort of depressing demon that’s trying to tear us down. When we allow ourselves to feel pain when we feel it, we’re also encouraging others, either people we already know or not, to connect with our pain. To know that you’re not alone in thinking, feeling, or even acting a certain way is emotionally liberating and, in extreme cases, life saving.

Those who accept sadness when it stares them in the face allow others to do the same. Recalling the previous point, it’s dangerous when we keep emotions hidden and buried within. Since sadness has negative associations, we often won’t reach out to someone we notice is experiencing difficulty because we’re afraid, not of the person necessarily but of the act of being deeply upset.

When we’re honest to our bodies, we allow it to perpetually run at maximum capacity, even when we’re experiencing tremendous pain.

We’ve been seriously discussing good mental health practices for years now. With the dawn of therapy and heavily prescribed feel-good medications, we should all be more appreciative of our biological ability to cry and take full advantage of the natural anxiety-reliever it is.

Because crying shouldn’t be perceived as a sign of weakness, but a sign of internal strength and mindfulness.

Featured photo credit: Left Out / Portable Soul 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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