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Study Reveals The Youngest Sibling Is The Funniest (And Something More For Them To Win At Life!)

Study Reveals The Youngest Sibling Is The Funniest (And Something More For Them To Win At Life!)

If the comic relief in your family comes from the youngest sibling, then you are not alone. A study by YouGov, a global online community, revealed that there is a significant difference in the personality qualities of the oldest and the youngest siblings and the latter is said to be the funniest.

The study asked participants to classify how they perceive their sense of humor in comparison to their siblings. Additionally, the study ranked their responsibility, organizational skills, and assertiveness.

The results show that the youngest siblings are hilarious to live with, and they have a strong desire to entertain their family members. Not only are they funny, but they also possess other character traits that help define their personalities.

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    Below are four more positive traits to make you feel proud of having a last-born in your family.

    1. They Are Adventurous

    Unlike firstborns, who take on the leadership roles among siblings by default, the youngest ones are more adventurous to go with their sense of humor. The study was conducted by Frank Sulloway, author of Born to Rebel and a birth order researcher. It said they tend to find a family role that has not already been claimed by their elder siblings.

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    Also, for the last-born to find their place, they tend to experiment often and take more risks so that they assert their identities and talents. Sulloway wrote in his research that they are often more open to experience, and more exploratory, hence their adventurous and humorous mentality.

    2. They Are Relaxed

    According to YouGov, youngest siblings tend to perceive themselves as more relaxed. This outcome usually comes from their parents who had a more relaxed parenting style, due to experience from raising their older children.

    Research also proves that the older sibling feels more responsible compared to their younger brothers and sisters. Since the younger ones do not have many responsibilities, they are likely to feel more relaxed, delightful, and able to perceive humor in circumstances that older siblings may choose to overlook.

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    3. They Are Sociable

    Even though firstborns are more assertive than last-borns, the younger siblings are usually more social, fun-loving and make friends easily according to Sulloway’s studies. Eventually, the youngest members of the family learn how to manipulate others and control situations.

    Another great explanation according to Kevin Leman, a psychologist, and author of The Birth Order Book says that parents are carefree once the last child is born and less nervous than when they were first-time parents. Therefore, last-borns usually bear fewer responsibilities than their elder siblings. This makes them more cheerful, fun-loving, easygoing and affectionate, which are all the key elements of social ability.

    4. They Are Creative

    While studies prove that older siblings on average have higher IQs, the younger siblings are usually more creative. The possible reason is that the parents are less likely to dedicate as much attention when educating their youngest children.

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    You may find this statement negative, but it has some significant benefits in the creativity department. One advantage is that it gives the youngest child opportunities to solve problems alone in an original and creative way.

    This also influences the type of careers the youngest sibling tends to choose. According to a 2011 Career Builder survey, the youngest in the family is often interested in creative jobs, such as architecture, art, design, and writing.

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    Alex Johnson

    Professional Writer and Blogger

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    Last Updated on February 21, 2019

    The Secret to Effective Conflict Resolution: The IBR Approach

    The Secret to Effective Conflict Resolution: The IBR Approach

    In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

    Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

    Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

    Conflicts are literally everywhere.

    Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

    Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

    Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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    Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

    Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

    Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

    The IBR Approach to Resolve Conflicts

    Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

    Step 1: Prioritize Good Relationships

    How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

    Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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    Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

    Step 2: People Are NOT the Cause of Problem

    How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

    Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

    Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

    Step 3: Listen From ALL Stances

    How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

    Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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    Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

    Step 4: Listen Comes First, Talk Follows

    How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

    Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

    Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

    Step 5: Understand the Facts, Then Address the Problem

    How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

    Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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    Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

    Step 6: Solve the Problem Together

    How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

    Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

    Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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