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How To Stop Negative Thinking: 6 Ways To Fine-Tune Your Mind

How To Stop Negative Thinking: 6 Ways To Fine-Tune Your Mind

If you are prone to negative thinking, you may feel as though this is an innate quality which will impact on you throughout your life. It is this misconception that drags many people down in their lives, as they allow negative thoughts to consume them and overwhelm their mind-set.

In fact, negative thinking is a habit that can be challenged and changed through knowledge, strategy and behaviour. As we understand the cause of our negativity and change the way in which we perceive situations, we can develop a more positive outlook that delivers huge rewards in our personal and professional lives!

6 ways in which you can stop negative thinking

So, here are six simple and actionable ways in which you can stop negative thinking and develop more positive behavioural habits:

1. Develop a consistent sleeping cycle

Negative thinking is a symptom of depression, and as such it is often exacerbated by a lack of sleep or an irregular sleeping cycle. The link between negativity, depression and sleep deprivation has been explored at length during numerous scientific studies, including the 2005 Sleep in America pools which discovered that subjects diagnosed with depression or anxiety were more likely to sleep less than six hours each night.

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To negate this and ensure that you are well-rested, you should commit to developing a healthy and sustainable sleep cycle over a prolonged period of time. This must enable you to achieve a full eight-hour sleep every evening, so create a routine based on the time that you need to rise for work in the morning.

2. Write down your Negative Thoughts in a Journal

The issue with negative thoughts is that they are usually formless and ambiguous in our minds, making them hard to quantify or resolve through verbal reasoning. They can also hide the real source of our angst, so it is important that we are able to process these thoughts and understand their various triggers.

The best way to achieve this is to write down your negative thoughts in a journal, translating them into words and affording them actual meanings. Start by recording your thoughts quickly and directly, as you focus on expressing yourself rather than attempting to phrase your thoughts logically. Once they have been committed to paper, you can then begin to review them and identify specific triggers or common themes.

This process also helps you to develop the habit of expressing your thoughts in an open manner, making it easier to manage relationships and resolve inter-personal issues.

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3. Stop thinking in extremes

Life is far from black and white, and those of a rational mind-set are able to factor this into their everyday thought processes. The same cannot be said for those who are prone to negative thinking, however, as these individuals tend to think in extremes and imagine the worst case scenarios when they are faced with a problem.

Unfortunately, this prevents you from embracing the subtle nuances of life and considering the positives that can be drawn from any situation.

In this respect, the key to challenging a negative mind-set does not lie in contriving a forced and completely positive mind-set. Instead, you should consider the various positive and negative possibilities that exist within any given scenario, committing these to paper and creating a list that can guide your thought processes. This will instantly afford your brain viable alternatives to the extreme negative, without forcing you to suddenly alter your mind-set in a moment.

4. Deal with facts and stop mind-reading

On a similar note, negative thinking also makes you incapable of dealing with any kinds of uncertainty. So when you are placed in a stressful or unfamiliar situation that has a potentially negative outcome, you have a tendency to pre-empt certain events and apply meanings to them without any significant facts. This can be described as mind-reading, and it is only likely to foster further negativity.

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This can be easily resolved with a change in behaviour, as you look to gather facts and details relating to the situation and use these to make an informed judgement. The key is to start with a scenario and state all of the logical explanations in order of their relevance, using either a pen and paper or verbal reasoning. If a friend has not replied to a text immediately, for example, this could be due to a number of reasons such as their battery dying, their presence in a meeting at work or the fact that their handset is on silent and the message has not been read.

By listing these realistic explanations, you can avoid the temptation to pre-empt negative outcomes and react impulsively. Over time, experience will also teach you that logical and reasonable explanations are usually more likely than the worst-case scenarios which play on your mind.

5. Accentuate the positive and embrace it when it does happen

One of the main issues with negative thinking is that it clouds your judgement at all times, even when a scenario ends with a positive outcome. This can either cause you to minimise the positive outcome and the impact that it has in your mind or prevent you from seeing any positivity at all.

Let’s say that you are afforded a pay-rise at work, for example, but one that is lower than some of your colleagues. Instead of focusing solely on this single negative element, it is far better to celebrate the offer of a pay-rise in the first instance and recognise the fact that there are others who have received less. This introduces perspective to any situation and provides definitive facts to contrast your negative thoughts.

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Perception is the key here, as you look to view negative occurrences as temporary and specific rather than permanent and pervasive. Instantly look to balance a negative thought or observation with a contrasting positive, as this will enable you to get into the habit of developing a far greater sense of perspective.

6. Re-frame your circumstances and actively seek out positives

While there are scenarios that clearly deliver both positive and negative effects, there are others that may be instantly perceived as being wholly negative. This is the worst nightmare for anyone who is prone to negative thinking, as they are presented with a situation which feeds their pessimistic mind-set and offers no immediate hope of resolution.

You may be at an airport when your flight is delayed, for example, which is a negative scenario that forces you to panic and consider a number of opportunities that you may be missing out on.

The way to resolve this is to actively seek out positives, initially by re-framing the circumstances and reconsidering a perceived problem as a potential opportunity. So rather then focusing on what you may be missing out on, why not list the other things that you can achieve while waiting for your flight? Whether you complete work tasks or enjoy some relaxed retail therapy, the key is to distract yourself from negative thoughts by searching for positive resolutions and optimising your time.

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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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