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Finding “The One” by Chance, Keeping “The One” by Choice

Finding “The One” by Chance, Keeping “The One” by Choice

It’s an ongoing debate, in my own head anyway. Does ‘the one’ just exist or do we have to work at it?

Are some couples happier because they found the right partner, or do they work harder at being the right partners?

Or, my own pondering…are some people just totally inept at ever being truly happy with any single person?

Is ‘the one’ out there?

It seems a lot of us think of these questions. Married or single. Male or female. The issue doesn’t discriminate. It just nags at many of us.

If I could count people who comment or message me about my blog as research, I would say it’s the reason a lot of people contemplate or get divorced. The search for ‘the one.’ The belief that they married the wrong person and the right one is out there somewhere waiting for them. (Or, they think they found them already.)

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And, for those of us who are single, we’re sitting around waiting for ‘the one’ to magically appear in our lives. Or, we’re actively pursuing looking for him or her. Or, we’ve decided that we are going to just be happy on our own and ‘the one’ will come along when we least expect it. Whatever it is, it’s all about ‘the one.’

Maybe, maybe not

One school of thought is, ‘yes, the one is out there.’ The quotes say something like, “You’ll never find the right one until you let go of the wrong one.” Or, how all the failed relationships were just leading to the perfect one. This might be true. Or, it might not.

It might be more about making it right. Sure, there are people who are better for each other. People who will have chemistry, share common interests, connect. And, others just don’t work at all. We all have that friend’s husband who we say “there is no way I could be married to him.” So, no, not anyone can be ‘the one.’ But, I’m not sure it can’t be the one you’re with. Or the one you were with.

Most of us start dating for some reason. Some initial attraction. Something that draws us to the other person. Many relationships end quickly, like the next morning when the wine has worn off and you wonder what the heck you were thinking. Or, a few weeks later when you realize he really doesn’t have a job, is living with his parents, and he’s 45.

Other relationships go on from there.  You enjoy each other’s company. Are physically attracted to one another. And/or think it’s a good thing. You start to share your lives with each other. Introduce the kids. And, start making plans together. You might even get married. You are a couple.

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And that’s where the road divides. For a few lucky ones, it goes straight ahead. Onward and upward, to bigger and better things. There might be a few bumps along the way, but they continue on.

For too many others, the road goes off in another direction. Doubt sets in. Communication starts to fail. They forget what they ever saw in the person. And, maybe a new road pops up that looks like a better option. A straighter path to the destination.

The thing is, all roads have their problems. It’s whether you fix it or build a new one that is the question. So how do you know?

By Chance

This is where that combination of chance and choice comes in. Chance is meeting someone. Choice is making it work. We have all had chances to meet ‘the one’ but are we willing to choose that person over and over again.

There is something about meeting someone in your 20s that seems to be problematic. My argument, you have no idea who you are at that age. It’s that college/post-college time when you’re your most rebellious. It’s the time when you are trying to decide who you want to be. Trying to live up to your expectations of yourself. Finding someone who also lives up to those expectations.

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So maybe who we choose during that time is not someone who will easily adjust to who we become when we’ve finally settled in to who we really are. Or, maybe we won’t adjust to them. Maybe that’s when we find a new ‘one.’ Someone who gets us the way we are now.

And, that makes sense. We all want to be loved for who we are. But, is it worth the sacrifices? All the years you invested? The kids? The possibility of being alone for the rest of your life?

And what if you weren’t in your 20s? What if you just met a year or two ago and things just got too complicated? It was too difficult to blend families. You got used to being on your own and didn’t want to give up your freedom. Or, perhaps, you got scared of getting hurt again.

Whatever the scenario, the reality is, you already found ‘the one’ but are now debating letting ‘the one’ go. Unless you choose not to.

By Choice

You can choose to stay with that one. Make things better. Go to counseling. Learn to communicate better. Work at it. But, I mean, really, really work at it.

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This is where the choice truly makes a difference. How hard are you willing to work at it? And, perhaps just as importantly, how willing is the other person to work at it? It really does take two to make a relationship work.

When you work together, you can establish the communication, commitment and collaboration (the 3Cs of relationships, in my opinion) it takes to find what’s missing. What you lost. Or, learn what each other wants now. You can choose to rediscover ‘the one’ you’re with.

Are you ‘the one’ you’re looking for?

Unfortunately, it doesn’t always work out. Sometimes both people aren’t willing to do the work. Which begs the question, of me anyway, are some people just never going to be happy with any single person? Oftentimes, it’s only one person who actually has a problem with the relationship. The other person is perfectly happy and sees no real need to work on anything. They understand you’re not happy, but nothing they do seems to make it any better. So why should it be different in any other relationship, with any other ‘one’?

Maybe the core of the problem is that ‘the one’ you’re not happy with is yourself. Maybe that’s the person you need to worry about first. Perhaps your significant other will understand this and give you all the time you need to figure that out. Perhaps he or she won’t and you’ll need to do it on your own. Whatever the case, ‘the one’ you’re looking for is you. Find you, and maybe then you will find ‘the one.’

Featured photo credit: MarkGroves.tv via markgroves.tv

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Caution: Divorced Woman with a Bucket List Finding “The One” by Chance, Keeping “The One” by Choice

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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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