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50% of Marriages Ends up in Divorce, Is It That Hard to Save a Marriage?

50% of Marriages Ends up in Divorce, Is It That Hard to Save a Marriage?

Do you know that around 50% of marriages in the US ends up in divorce? There’s also an alarming increase of second-time marriages. It looks like a lot of married couples are in a relationship crisis, but why then couples counseling is still something that sounds like a taboo to many? Why hasn’t it been widely accepted yet?

Compared to others, the divorce rate is 5.2% higher in the 40 to 50 age group, in which most of the divorces were initiated by women, according to a study done by by the Bureau of Labor Statistics. This may be because of the increased tendency of women seeking higher education degrees and better-paid jobs[1]. And this may also because of a more open mindset towards ending a marriage due to different reasons such as domestic violence.

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Although getting divorced is easier now, not all couples want to end their relationships just like that. In fact, many choose to give their relationship another chance by seeking help from others – couples counseling.

Seeking couples counseling services is giving your relationship another chance.

The reason why the divorce rate is high among the couples aged 40 to 50 is that they’ve reached reached a point in life where routine becomes a killer. The sparks’ gone because of different struggles they’re dealing with in the family and possibly in their lives. Here are some signs that maybe it’s time to consider asking for help:

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  • When communication is, overall, negative: You don’t talk, you just spend half of your time arguing over the weather, money, kids, your broken car, your work troubles and even your neighbors’ new lawn mower. Everything can become a reason to start a heated argument.
  • When you start losing trust: Relationships are built upon trust, and when that starts to quake, you start to question even the stupidest things that can come across your mind, like how and when did that new friend showed up, since when that new hobby started to take that much interest, etc.
  • When you feel the need to keep secrets: Of course we all have our personal stuff that we prefer not to talk about, but when you feel that you need to keep things from your partner, then it’s a sign that things aren’t working the way they should.
  • When there are severe financial differences: Some of the essential aspects of marriages rely on a good financial management. If one wants to start saving money for retirement and the other spends more from what’s making in a month’s salary, and the tendency doesn’t change over months (or even years), then probably it’s time to seek advice someplace else.
  • When there is no intimacy: No one expects marriages to be like the first year over time [2] as people change, responsibilities show up, and we tend to get accustomed to the same things – meaning that the initial spark may be lost. But if now you don’t even kiss each other goodbye, then something else is going on here.
  • When you live separate lives: To put this in a few words, you share a roof, and that’s all. If even your roommate in college was more aware of your routine and things that went on in your life than your spouse, something’s not quite right in your relationship.

If you can relate to one to two of the above signs, then it’s time to sit down and talk about your relationship with your partner.[3] If you can identify more than four of the above signs with your marriage, you should book a session of couples counseling soon. There is still time to fix things if you love each other.

To save your relationship, let the counselor help you. But your effort counts too.

Pick a therapist that really suits you and your partner.

Referral is the best way to find a professional that suits you and your partner. Either a friend who went through the same as you do at the moment, or your parents, or a co-worker you trust, or your doctor, etc. can give a helping hand to find the person who can set a middle-ground to your constant quarrels or a lack of affection.

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But be sure your therapist’s opinion isn’t biased towards keeping a marriage no matter what because sometimes, there is no viable way to make a relationship work if the differences are way too many. Also, make sure the therapist is someone who’s neutral when it comes to helping your relationship. A friend of one of the spouses definitely isn’t a good choice. You don’t want a biased opinion that can make the relationship worse than before.

Always remember the good times.

One doesn’t simply marry another person because they see each other in the street, fall in love immediately and then tie the knot; there is so much more behind each love story.[4] Think of the first date you two had, a memorable moment while you were dating, a gift you loved, and bring them along to the therapy session.

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Sometimes, the only reason why a therapy works is that the counselor helps us to talk [5] – yes, talk – without being afraid of what our spouse may say. The counselor is there to help, to make your other half understand your feelings and to help you to understand what your spouse thinks about your relationship.

Commitment is the key.

A healthy marriage takes two,[6] nothing is going to change if both people aren’t willing to work together.

If you get to the point that one believes seeking therapy to mend the relationship is a waste of time, then it’s probably best to move on with your life.[7]

Featured photo credit: Stocksnap via stocksnap.io

Reference

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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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