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6 Reasons Why People Who Love Tea Are More Patient

6 Reasons Why People Who Love Tea Are More Patient

Whether you take your tea with a sweet pikelet, or are having a princess-themed tea party with a lost doll, tea drinkers always seems more patient. There is definitely a certain calmness that seems to resonate from a tea drinker, and putting your finger on the exact reason might be a bit difficult. To make life a little easier, we have developed a list of reasons why people who love tea are endlessly more patient.

1. They have better hearts

Tea drinkers have better hearts. It’s not a joke. Tea is known to promote heart health, and that can have lasting effects on a person’s patience, make them less stressed, and–let’s be honest–allows them to hang around as our favorite person just a little bit longer. Drinking that delicious drink gives you an amazing move forward.

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    2. They have young minds

    They are young souls, with a cool calm brain. Tea drinkers come equipped for the long-haul, with great brain health well into their later years. This can help avoid the grumpy impatience that comes with yelling at youths to “get off your lawn”. The mental health benefits that tea offers will keep tea drinkers in a laid back attitude for years.

    3. They are focused listeners

    Those that enjoy tea seem to be stoically good listeners. There could be a thunderstorm around your conversation, and yet the tea-drinker has the persistence to calmly sip their tea, make eye contact, and keep the conversation on you. There could be a battle around you, with Vikings slamming battle axes into each other, yet your words are all that matter to the poised pinky swishing sipper or firm handled mug gripper. Their good listening skills make tea drinkers the absolute best! Besides, with their mouths full of delicious tea, it forces those teetotalers to be excellent listeners.

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      4. They are calm and happy

      The soothing taste of tea lingering on their tongue, a warm hug from a mug, and the best way to take a break, tea drinkers stay calm and happy all day long. From a cuppa’ at noon to a cup of herbal right before bed, the reason tea drinkers are so calm and happy comes from the bit of hot water and dried leaves. Even if they seem semi-manic about the way their cup if prepared, to the point that you have had passing thoughts that (maybe) they might be manic enough to have a secret excel sheet tracking the ways that they want it on particular days. But even with a manic side, you know they’d be happy to show you how make one to. A tea drinker will take the time to do things, from showing off their skills to making sure that you understand.

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      5. They are perky

      Tea drinkers have got that natural pop from the smooth caffeine available in most teas. The drinkers of this divine brew (after the first cup) are the smoothest morning people. Humming along with their first sip underway already, tea drinkers will be the first ones awake if there is a kettle available to scream, and will be the first one to wake you with a smile.

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        6. They know there is nothing worse than burning your tongue

        They are always patient because tea drinkers have learned their lesson from 1,001 burned tongues. There is nothing worse than burning your tongue on a mug fresh off the screaming kettle; it’s the worst betrayal of all. Why would your loving tea hurt you in this way?! After burning themselves on tea, every tea drinker has found the reason to have patience: for the perfect cup of tea, and the ability to taste for several days!

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        Tea drinkers are the most patient people on the planet. From their all day perk, to their calm, stress-free attitudes, and amazing hearts, you’d have to murder a whole pack of orphans before a tea drinker will lose their patience. Watch for the tiny flags of friendship hanging from their mugs next time you’re out and about.

        (all photos courtesy of goway.com)

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        Last Updated on December 4, 2020

        How to Give Constructive Feedback in the Workplace

        How to Give Constructive Feedback in the Workplace

        We all crave constructive feedback. We want to know not just what we’re doing well but also what we could be doing better.

        However, giving and getting constructive feedback isn’t just some feel-good exercise. In the workplace, it’s part and parcel of how companies grow.

        Let’s take a closer look.

        Why Constructive Feedback Is Critical

        A culture of feedback benefits individuals on a team and the team itself. Constructive feedback has the following effects:

        Builds Workers’ Skills

        Think about the last time you made a mistake. Did you come away from it feeling attacked—a key marker of destructive feedback—or did you feel like you learned something new?

        Every time a team member learns something, they become more valuable to the business. The range of tasks they can tackle increases. Over time, they make fewer mistakes, require less supervision, and become more willing to ask for help.

        Boosts Employee Loyalty

        Constructive feedback is a two-way street. Employees want to receive it, but they also want the feedback they give to be taken seriously.

        If employees see their constructive feedback ignored, they may take it to mean they aren’t a valued part of the team. Nine in ten employees say they’d be more likely to stick with a company that takes and acts on their feedback.[1]

        Strengthens Team Bonds

        Without trust, teams cannot function. Constructive feedback builds trust because it shows that the giver of the feedback cares about the success of the recipient.

        However, for constructive feedback to work its magic, both sides have to assume good intentions. Those giving the feedback must genuinely want to help, and those getting it has to assume that the goal is to build them up rather than to tear them down.

        Promotes Mentorship

        There’s nothing wrong with a single round of constructive feedback. But when it really makes a difference is when it’s repeated—continuous, constructive feedback is the bread and butter of mentorship.

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        Be the change you want to see on your team. Give constructive feedback often and authentically, and others will naturally start to see you as a mentor.

        Clearly, constructive feedback is something most teams could use more of. But how do you actually give it?

        How to Give Constructive Feedback

        Giving constructive feedback is tricky. Get it wrong, and your message might fall on deaf ears. Get it really wrong, and you could sow distrust or create tension across the entire team.

        Here are ways to give constructive feedback properly:

        1. Listen First

        Often, what you perceive as a mistake is a decision someone made for a good reason. Listening is the key to effective communication.

        Seek to understand: how did the other person arrive at her choice or action?

        You could say:

        • “Help me understand your thought process.”
        • “What led you to take that step?”
        • “What’s your perspective?”

        2. Lead With a Compliment

        In school, you might have heard it called the “sandwich method”: Before (and ideally, after) giving difficult feedback, share a compliment. That signals to the recipient that you value their work.

        You could say:

        • “Great design. Can we see it with a different font?”
        • “Good thinking. What if we tried this?”

        3. Address the Wider Team

        Sometimes, constructive feedback is best given indirectly. If your comment could benefit others on the team, or if the person whom you’re really speaking to might take it the wrong way, try communicating your feedback in a group setting.

        You could say:

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        • “Let’s think through this together.”
        • “I want everyone to see . . .”

        4. Ask How You Can Help

        When you’re on a team, you’re all in it together. When a mistake happens, you have to realize that everyone—not just the person who made it—has a role in fixing it. Give constructive feedback in a way that recognizes this dynamic.

        You could say:

        • “What can I do to support you?”
        • “How can I make your life easier?
        • “Is there something I could do better?”

        5. Give Examples

        To be useful, constructive feedback needs to be concrete. Illustrate your advice by pointing to an ideal.

        What should the end result look like? Who has the process down pat?

        You could say:

        • “I wanted to show you . . .”
        • “This is what I’d like yours to look like.”
        • “This is a perfect example.”
        • “My ideal is . . .”

        6. Be Empathetic

        Even when there’s trust in a team, mistakes can be embarrassing. Lessons can be hard to swallow. Constructive feedback is more likely to be taken to heart when it’s accompanied by empathy.

        You could say:

        • “I know it’s hard to hear.”
        • “I understand.”
        • “I’m sorry.”

        7. Smile

        Management consultancies like Credera teach that communication is a combination of the content, delivery, and presentation.[2] When giving constructive feedback, make sure your body language is as positive as your message. Your smile is one of your best tools for getting constructive feedback to connect.

        8. Be Grateful

        When you’re frustrated about a mistake, it can be tough to see the silver lining. But you don’t have to look that hard. Every constructive feedback session is a chance for the team to get better and grow closer.

        You could say:

        • “I’m glad you brought this up.”
        • “We all learned an important lesson.”
        • “I love improving as a team.”

        9. Avoid Accusations

        Giving tough feedback without losing your cool is one of the toughest parts of working with others. Great leaders and project managers get upset at the mistake, not the person who made it.[3]

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        You could say:

        • “We all make mistakes.”
        • “I know you did your best.”
        • “I don’t hold it against you.”

        10. Take Responsibility

        More often than not, mistakes are made because of miscommunications Recognize your own role in them.

        Could you have been clearer in your directions? Did you set the other person up for success?

        You could say:

        • “I should have . . .”
        • “Next time, I’ll . . .”

        11. Time it Right

        Constructive feedback shouldn’t catch people off guard. Don’t give it while everyone is packing up to leave work. Don’t interrupt a good lunch conversation.

        If in doubt, ask the person to whom you’re giving feedback to schedule the session themselves. Encourage them to choose a time when they’ll be able to focus on the conversation rather than their next task.

        12. Use Their Name

        When you hear your name, your ears naturally perk up. Use that when giving constructive feedback. Just remember that constructive feedback should be personalized, not personal.

        You could say:

        • “Bob, I wanted to chat through . . .”
        • “Does that make sense, Jesse?”

        13. Suggest, Don’t Order

        When you give constructive feedback, it’s important not to be adversarial. The very act of giving feedback recognizes that the person who made the mistake had a choice—and when the situation comes up again, they’ll be able to choose differently.

        You could say:

        • “Next time, I suggest . . .”
        • “Try it this way.”
        • “Are you on board with that?”

        14. Be Brief

        Even when given empathetically, constructive feedback can be uncomfortable to receive. Get your message across, make sure there are no hard feelings, and move on.

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        One exception? If the feedback isn’t understood, make clear that you have plenty of time for questions. Rushing through what’s clearly an open conversation is disrespectful and discouraging.

        15. Follow Up

        Not all lessons are learned immediately. After giving a member of your team constructive feedback, follow it up with an email. Make sure you’re just as respectful and helpful in your written feedback as you are on your verbal communication.

        You could say:

        • “I wanted to recap . . .”
        • “Thanks for chatting with me about . . .”
        • “Did that make sense?”

        16. Expect Improvement

        Although you should always deliver constructive feedback in a supportive manner, you should also expect to see it implemented. If it’s a long-term issue, set milestones.

        By what date would you like to see what sort of improvement? How will you measure that improvement?

        You could say:

        • “I’d like to see you . . .”
        • “Let’s check back in after . . .”
        • “I’m expecting you to . . .”
        • “Let’s make a dent in that by . . .”

        17. Give Second Chances

        Giving feedback, no matter how constructive, is a waste of time if you don’t provide an opportunity to implement it. Don’t set up a “gotcha” moment, but do tap the recipient of your feedback next time a similar task comes up.

        You could say:

        • “I know you’ll rock it next time.”
        • “I’d love to see you try again.”
        • “Let’s give it another go.”

        Final Thoughts

        Constructive feedback is not an easy nut to crack. If you don’t give it well, then maybe it’s time to get some. Never be afraid to ask.

        More on Constructive Feedback

        Featured photo credit: Christina @ wocintechchat.com via unsplash.com

        Reference

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