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A Letter To My Toxic Parent

A Letter To My Toxic Parent

Dear Mother,

I’ve written, edited, deleted, and rewritten this about four times now, struggling to find the words I want to say. It’s all so complicated; finding the right words is difficult. This is what I’ve come up with:

“The thing about parenting is that it doesn’t come with a manual.”

That’s a saying we’ve all probably heard at least once or twice in our lives. Usually when it’s said, people are talking about anxiety regarding the proper ways to raise a child into a happy, functional adult with as little childhood trauma as possible. It’s meant to be a soothing statement reflecting that most parents are just trying to do what they can and hoping for the best, like I know you did.

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I know you did.

But the other thing about being a parent is sometimes the lessons we learn from our own parents is more of a guideline for how children should not be treated than a model we should follow in raising the next generation. That’s true for you, isn’t it? I know about the terrible cruelty you suffered in your own childhood- the screaming, torture, and neglect- and so I cannot hold the things that happened in my own against you; you were simply using the tools you were handed. You didn’t know they were broken.

Learning to forgive

It took a long time to get to the point of being able to talk openly about these things. Even now, I am trembling and anxious and I want to stop, but I know someone out there needs me to be their voice in this. Someone needs my help to say one simple, powerful phrase:

I forgive you.

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I want you to know that I forgive you, and I do not hate you. Now that I am an adult- now that I may potentially raise children of my own- I understand how important it is to tell you these things. I will not deny that I was angry; I was so furious it consumed me for years. But I can tell you the exact moment I realized I could not hold on to that anger any more.

It was on one of my many visits with you in the hospital. I believe it was your second time being admitted for threats of suicide, and you were sitting across the table from me in the cafeteria. I remember looking at you and realizing you were not there. Your eyes were vacant and your movements were slow and stilted; I remember realizing in that moment that you were doped up to your eyeballs just to have a moment of peace in your own mind so you could visit with your kids.

I was angry then, too. Not at you- or at least not directly. I was angry because I felt like once again you were running away from us. Now I realize what I was feeling was misplaced guilt and insecurities; throughout my entire childhood I thought if I was just good enough you could love me properly, like the families you see on the television. I was wrong- not for wanting that affection, but for thinking your inability to give it to me was because of something I did. It wasn’t until much later that I understood how deep the scars of your childhood traumas ran. By then it was because I had scars of my own.

My forgiveness came from understanding, which is key, because it would not have happened otherwise. It took many years and an earnest desire to understand why, which in all honesty was born from the desire know what I did wrong. I think that’s where you and I differ: I was able to get to this point much sooner than you.

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Learning From Experiences

I will never fault you for seeking treatment for your mental illnesses. Chronic depression is serious disorder, and I am glad you are such a fighter and survivor. I only wish you would have sought treatment sooner; then perhaps things would not have gotten so intensely toxic. If you had dealt with those nasty, vicious demons sooner, you may have never contemplated suicide, or… or tried to take my brother and I with you. Maybe I wouldn’t have spent so many days sitting outside of your bedroom hoping you would come out and offer some affection rather than disinterested tolerance or violence.

Maybe then I wouldn’t still live in fear of the day I get the call that you finally succeeded.

However, I also realize now that the way I was raised is something no child should have to endure. No, it was never as terrible as what you survived, but it still wasn’t okay. Twenty-four years, and I’m still trying to teach myself not to flinch when you are angry with me. Twenty-four years, and I’m still terrified of being forgotten and abandoned. I cope, I try to improve myself, I try to live outside of your shadow, but I still struggle some days. I suppose that’s part of the reason this is suddenly coming out so easily.

But I would be lying, mother, if I said even once that your influence on me in my childhood was all terrible. I strove to be the very best I could be so that you would be proud of me- and I know you were, because you said so. It’s just, that seemed to be one of the only things you could express toward me: pride or anger. So I would get so terribly upset with myself at even the smallest missteps, because I just had to be perfect. For you. Always for you.

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Because of that, I got top scores in all the standardized tests. I got a scholarship for that, do you remember? I swore to accept no limitations on myself because I knew I had to fly for you- the bird with clipped wings, locked in a cage far too long. I wanted and will always want you to be proud of me.

Changing the Path

If one day I become a mother to children of my own, I want to keep all of this in mind. Perhaps I’ll print this out. Maybe one day I’ll even let you read it and the other things I’ve written to express myself. I would say I wonder if you would read them, but you have never been overly concerned with my life much beyond whether I’m still on the straight and narrow. Don’t get me wrong, mother, things between us are better than they have ever been. I’m glad for it. But I know you and I cannot have the relationship I longed for all those years ago, or even now.

One day I may have your granddaughter or grandson; I want you to rest assured I will do everything in my power to give them the things you wanted for me that you simply could not facilitate. Just as you gave me a better childhood than the one you endured, I will give them better than I ever had. I’d like to think I can be the one to finally end this legacy of toxicity and trauma which began generations ago.

Or maybe I won’t have children. Maybe I’ll live a life filled with travel and experiences you never allowed yourself to dream about. I could send you a postcard from each exotic land and hope you get the message I have never been brave enough to say to your face.

I made it mama. I’m okay. You didn’t fail me. We both made it out fine.

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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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