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10 reasons why you should avoid negative people

10 reasons why you should avoid negative people

Do you want to be successful?

Do you want achieve great things in life and make all of your dreams come true?

Then one thing I think you have to be very careful about is deciding who you associate with in your life personally and professionally. What I have found is the most successful people that I’ve met have made it a rule to avoid negative people.

Here are 10 reasons why you should avoid negative people in your life.

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1. Negative people can affect your attitude

I’m now the author of 18 books, but when I first started writing I told anyone who would listen that the first goal was to write five books in three years. Friends and family were very encouraging, and told me that it was a great goal. Acquaintances however were quite a different story. Some of them said that I was being unrealistic, that I was setting the bar too high, and that writing five books in three years was nearly impossible. If I had chosen to listen to those negative people, or chosen to believe what they had to say, it would have affected my attitude about writing and my goals.

Negative people will discourage you and they will try to drag you down with them to the dark side. As Robert Tew once said, “Don’t let negative and toxic people rent space in your head. Raise the rent and kick them out.”

2. Negative feedback from negative people affects your thinking

I’ve often said that negative people are ESV’s which stands for energy sucking vampires! The problem with negative people is if you hang around with them enough, and listen to them long enough, they start impacting your thinking, and you soon realize that instead of thinking positively you are thinking negatively. They are very stealth at this. Before you know it, you will find it can definitely impact the way that you think and change your belief system when it shouldn’t.

3. They are an energy drain

I have noticed that when I’m around positive people who are enthusiastic they raise other people’s energy levels. Negative people do the opposite; they tend to be an energy drain. I’ve seen some people walk into a room and the energy level goes up, and other people walk into a room and the energy level goes down. They suck the energy out.

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4. It damages your credibility

If you surround yourself with negative nasty naysayers, then you may not realize it but other people in your life will judge you by people that you associate with. If you hang around negative, small minded people it makes you look negative and small minded yourself. At one point in my life I had a business partner, who I worked on several projects with. For many reasons, I stopped doing work with him. After he stopped being my partner, several people said that they were surprised that I was ever doing business with them. Little did I know that my association with him was damaging my credibility.

5. Negative people won’t provide encouragement

Negative people are not only negative, they’re also great at discouraging you, and giving you negative feedback. They are so good at it they can make the negative sound like it makes sense. In life there’s going to be times when you are struggling or are facing adversity. What you need during those times is someone who will encourage you support you and convince you that it can be done, not someone who does the opposite. You need someone to lift you up not knock you down.

6. They are hard to get rid of

I meet many people as a professional speaker, and when we talk about negative people, they tell me that they do have a friend of theirs who is very negative that they have been friends with for years. When asked, they say they have been friends since high school, and that they would feel bad getting rid of them. I strongly encourage them to end the relationships with negative people because of the huge negative impact it’s having on their life. Yet they cling to that negative person because of a feeling of loyalty. As Hans F. Hanson once said “people inspire you or they drain you, pick them wisely.”

7. Life is too short

I don’t know about you, but life, I believe, is short, and I really do not want to spend my time being around negative, crabby, grumpy or grouchy people. They tend to make life miserable and I want to live a life of happiness. I want to live a quality life by being with quality people. So one of the ways of doing that is to limit my contact with negative people and to increase my contact with positive people, to bring me joy and happiness.

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8. Negative reinforcement versus positive reinforcement

Negative people will simply reinforce anything negative that you say, and give you all the reasons why you’re right in your negativity and toxic thinking. Positive people will tell you can do it, and will give you positive reinforcement which is what you need when you have doubts. Negative people will make you believe your doubts, while positive people will convince you that you’re wrong and that you can do it after all. As Joel Osteen once said “you cannot hang out with negative people and expect to live a positive life.”

9. They love drama

In the past in my life, I have had negative people who were friends. Often they would have many dramatic things going on in their life, and I would try to coach them, help them, and support them. I would give them advice which they said was great advice, and that they would definitely make changes. But guess what? About a month later out I would have breakfast with them, and discovered that they still had the same drama, and I came to realization that they relished and enjoyed it.

The negative people of the world thrive on drama and believe me- it’s not something you need in your life. On top of that, they want to involve you as a character in the drama .As Tony Gaskins once said “negative people need drama like oxygen, stay positive, it will take their breath away.”

10. You won’t grow

If you’re friends with negative people, they will revel in stagnation and negative thinking and they really do not want to grow. Because they don’t want to grow, they want to discourage you from growing as well. The only way to move forward in your life is to associate with people who are also moving forward and will help you move forward with yours. The positive person has their foot on the gas pedal, and the negative person has a foot on the brake.

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So in the end it is up to you to decide what kind of people you’re going to be friends with, and the kinds of people you’re going to spend your time with. I strongly recommend that if you have negative friends you should end the relationship. If you have negative family members, we should spend as little time with them as possible. I guarantee you that if you eliminate negative people from your life you will be more successful, far more productive and truly happy. As W. Clement Stone once said “there is little difference in people but that little difference makes a big difference. The little difference is attitude the big difference is whether it is positive or negative.”

Featured photo credit: Russel James Smith 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!

More Resources About Job Interviews

Featured photo credit: Amy Hirschi via unsplash.com

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